Human Motivation Most of us get up in the morning, go to school, university or work, and behave in ways that are predictably our own. We respond to our environment and the people in it with little thought about why we work hard, enjoy certain classes or find some recreational activities so much fun. Yet all these types of behaviour are motivated by something. Motivation refers to the forces either within or external to a person that arouse enthusiasm and persistence to pursue a certain course of action. Employee motivation affects productivity, and part of a manager’s job is to channel motivation towards the accomplishment of organizational goals. [IMAGE] A simple model of human motivation is shown as above. People have basic needs – such as need for food, achievement or monetary gain – which translate into an internal tension that motivates specific behaviour with which to fulfill the need. To the extent that the behaviour is successful, the person is rewarded in the sense that the need is satisfied. The reward also inform the person that the behaviour was appropriate and can be used again in the future. Authorities distinguish between two types of reward: “Intrinsic rewards derive form the process of performing a particular function. Accomplishing a complex task, overcoming a serious problem or resolving a difficulty being feelings of satisfaction. They arise from pleasing oneself. Extrinsic rewards are provided by someone else. They include increases in pay and responsibility. They stem, therefore, from pleasing someone else. Although frequently provided by a manager, colleagues can also offer e... ... middle of paper ... ... people are motivate to meet a range of needs. Process Theories examine the way people go about selecting rewards with which to meet needs. The application of motivation ideas is illustrated in job design and other motivational programs. Managers can change the structure of work to meet employee’s high-level needs. In all of these, the person’s perception is central. How they are meaning to the results of their work is the key to explaining their motivation. Reinforcement Theory takes this a little further, adding in the notion of learning. --------------------------------------------------------------------- [1] John Naylor. “Leadership and Motivation” in Management. Financial Time Pitman Publishing. Pp539 [2]Samuel C. Certo. “Motivation” in Modern Management. Prentice Hall, Eight Edition. Pp359
Depending on how motivated we are, it may further determine the effort we put into our work and therefore increase the standard of the productivity. There have been a wide variety of theories about motivation developed over the years. Several are drive-reduction theory, arousal theory, psychosocial (both incentive and cognitive) theory, and Maslow’s Hierarchy of Needs.
Management Study Guide (2013) Reinforcement Theory of Motivation. Available at: http://managementstudyguide.com/reinforcement-theory-motivation.htm (Accessed on: 08th April 2014)
The theory of motivation is seen in both the negative and positive experiences. Reinforcement is an action that follows a specific behaviour, increasing the likelihood of that particular behaviour being repeated in the future (Potgieter, 2013). With regards to positive reinforcement, Thorndike’s Law of Effect proposes that one is more likely to repeat a specific behaviour when it results in something positive (eg: a reward) (Potgieter, 2013). Positive reinforcement consists of two aspects namely; intrinsic and extrinsic rewards (Potgieter, 2013). Intrinsic rewards are derived from an engaging in tasks willingly and attempt to improve their own skills whereas, extrinsic rewards are when a task is undertaken in order to attain a certain outcome (Weiten, pg 285).
...the Formation of Workers' Motivation', Sociological Research, Vol. 51, No. 2, pp. 37-56, Business Source Complete, EBSCOhost, viewed 17 February 2014.
One of the most important theories of HRM (Human Resource Management is that of ‘Motivation’. The purpose of this theory is to explain the role of an organisation in order to encourage its people to put in the best of their efforts and abilities in a way that will help further in achieving better outcomes for the business and organisation’s goals(Armstrong, 2001). There are various techniques that can be adopted to motivate people for instance, rewards, punishments, actions to satisfy needs, psychological processes etc. This world is developing at a rapid pace and due to this development and quick changes; new ways of working and managing organisations have emerged. These
The intent of this mini proposal, is to provide a quantitative survey study for a research project, which will test the theory of motivational leadership specifically need theories and compare the effect on monetary factors and non-monetary factors (independent
Motivation is therefore the force that transforms and uplifts people to be productive and perform in their jobs. Maximising an employee's motivation is necessary and vital to successfully accomplish the organisation's objectives and targets. However this is a considerable challenge to any organisation's managers, due to the complexity of motivation and the fact that there is no ready made solution or an answer to what motivates people to work well (Mullins, 2002).
The key to understanding what employees’ motivations are, and how managers can support them in their aims and objectives, is to understand that different people are motivated by different things. Managers should make a conscience effort to stay in touch with the interest, skills and abilities that their employees possess. Given the opportunity, it is possible that employees can provide valuable information about how to motivate each other to do a better job.
Motivation is key in the workplace. It is developed from the collaboration of both conscious and unconscious principles such as the strength of desire or need, motivating force or reward estimation of the objective, and desires of the person and of his or her peers/co-workers. These elements are the reasons one has for carrying on a specific way. An illustration is an understudy that invests additional energy contemplating for a test since he or she needs a superior review in the class. The Inside and outside principles that animate want and vitality in individuals to be constantly intrigued and centered around their work, part or subject, or to try to achieve an objective.
Motivation is the reason or purpose behind action, or what causes one to act in a particular manner. Motivation can either be intrinsic or extrinsic in nature, yet it rests solely within the power of the individual actor to be motivated (or not) by intrinsic and extrinsic motivators. Motivation is an extremely important topic of discussion in the larger discourse on leadership. It is important because it provides the basis for human action, or inaction. Leaders must be able to understand what motivates their followers in a hope to use that knowledge to guide them to behave in a certain way that is beneficial for the organization. To do so, it behooves leaders to understand the basic concepts and theories of motivation that abound.
Employee motivation has always been a central problem in the workplace, and, as an individual in a supervisory position, it becomes one’s duty to understand and institute systems that ensure the proper motivation of your subordinates. Proper motivation of employees can ensure high productivity and successful workflow, while low worker motivation can result in absenteeism, decreased productivity rates, and turnover. A large body of research has been produced regarding motivation, and much of this research is applicable to the workplace. Due to the nature of man, motivation varies from individual to individual, and, because of this, there is no one system that is the best for ensuring worker motivation in every organizational situation, and, as a product, many theories have been created to outline what drives people to satisfactorily complete their work tasks. Throughout the course of this document, the three main types of these motivational theories will be outlined and examples of each, as well as how these theories can be used to further strengthen and sustain worker motivation....
The job of a manager in the workplace is to get things done through employees. To do this the manager should be able to motivate employees. But that’s easier said than done! Motivation practice and theory are difficult subject, touching on several disciplines.
Motivation is the force that transforms and uplifts people to be productive and perform in their jobs. Maximizing employee’s motivation is a necessary and vital to successfully accomplish the organization’s targets and objectives. However, this is a considerable challenge to any organizations managers, due to the complexity of motivation and the fact that, there is no ready made solution or an answer to what motivates people to work well (Mullins,2002).
Motivation, as defined in class, is the energy and commitment a person is prepared to dedicate to a task. In most of organisations, motivation is one of the most troublesome problems. Motivation is about the intensity, direction and persistence of reaching a goal. During the class, we have learned a substantial theories of motivation and many theories of motivations are used in real business. Each theory seems to have different basic values. But, they all have been analysed for one reason, recognising what motivates and increases the performance of employees. Ident...
Motivation plays a vast role in each and every one of our lives. It is the intrinsic or external drive that causes us to get up and move to accomplish our ultimate goals. There are many factors that help shape our motivation and drives. Researchers like Alfred Adler have analyzed the effect of a person’s birth order on their personality. Upon personally taking the birth order personality inventory, my score indicated that my psychological birth order was being the first-born, which is in fact true. According to Adler, the first- born is typically directive, goal-oriented, and high achieving due to very high expectations from parents. This can completely be applied to my life. Since I was enrolled in grade school, my parents have pushed me to strive and be successful in school. They have always had high expectation for me and I have always felt obligated to fulfill their expectations. One of my major motivations to get good grades and be good in school was making my parents proud and not letting them down. Another aspects that can shape personality according to Adler, is having an abundant amount of responsibility that comes with being the first-born. In my life, I can also relate to this aspect. My parents held strong their high expectations because they expected me to set good examples for my younger siblings. The idea of my sibling looking up to my every move became engraved in me. At times it did feel overwhelming and stressful to think if I feel into bad influences, so would my brothers. This served for me as a major motivator to stay above the influence and try my best in everything I do at all times. I can honestly say that having younger siblings shaped who I am today tremendously. If I never feel i...