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Employee motivation and retention
Literature review of employee retention strategy
Employee motivation and retention
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Motivated employees are essential to the workplace and set a dynamic working environment for all employees. “Motivation is the result of a set of internal and external forces that cause an employee to choose an appropriate course of action and engage in certain behaviors” (Newstrom, 2015 p.116).” In my company, workers are motivated by verbal and formal recognition, performance feedbacks and performance appraisal. Every company needs workers who are submitted and profitable. It is human instinct to react to internal and external factors that guide in persuading individuals to need to draw in, to be empowered to deliver without being micromanaged, and to contribute to the organization 's success. In individual and work environment social frameworks, …show more content…
Whether positive or negative feedback, it allows me to make the necessary adjustments to find back that intrinsic motivation. For example, I am motivated by various factors in the workplace, and one is seeing my colleagues working smart and hard and enjoys it at the same time. It motivates me to work just as hard. By dealing with the contractors on a daily basis, communicate openly and following up to ensure their needs are met makes me feel valuable. On several occasions, they thank me and encourage me to keep up the good work, which motivates me more, thus, increases my performance level. Also, I feel valued when I am formally recognized for the hard work inputted. This shows that my effort does not go unnoticed and the recognition will push me harder to continue to work efficiently. My company consists of union employees and management employees. I have realized that union employees are mostly motivated through performance appraisal. I believe the most successful and motivated workers are propelled by elements beyond their paycheck. Money is the most recognized extraneous reward, but having the inner drive is also very vital. For example, when employees are really passionate on the job they are working in or have an enthusiasm for their work, the advantage that they feel goes past a
Many different motivation theories have been created and dissected over the past century in an attempt to understand human behaviour and answer the question: “what creates the force needed to do things we want to do?”
There are people out there in the workforce that believe they are obligated to do their best at their job simply because that is what is expected from all of us as humans. On the other hand, there are those out there that want to only do as much as they can get away with doing. No matter which one of these employees you are or are working with companies and employer's need to understand the concept of motivation.
The author believes that goals and desires require an individual to be motivated to move from one state of being to the next. This motivation encompasses the emotional, cognitive, social, and biological drives that trigger behavior (Maslow, 1943). Accordingly, the word motivation befalls the frequently used description of why an individual achieves a goal, and the term motivation originates from the Latin root movere, which means “to move.” Therefore, motivation stands as the state that “moves” an individual to act in a particular way. For instance, when one is lying on the beach on a warm summer day and begins to feel hot, the physical need to cool down might cause one to stand up, go to the water for a dip. If the heat remains too over-bearing,
“Motivation is the influence or drive that causes us to behave in a specific manner and has been described as consisting of energy, direction, and sustainability” (Kroth, 2007). At the workplace, employees who are motivated are more engaged in their work and committed about working for the organization. High levels of motivation and workforce engagement can be translated to better performance, productivity and job satisfaction and direct impact on an organization’s success and thrive. According to Jim Harter, a Gallup research scientist, “engagement or the lack of it, has substantial implications for how well businesses organizations achieve their goals” (DuBrin, 2013). In his online blog, Nick Stein from SalesForce.com outlined the results of a recent research which concluded that seventy-eight percent of employees cited recognition as the main motivating factor in their career. Sixty-nine percent of employees said they would work harder if they were better recognized. Fifty-two percent of employees were not satisfied with the amount of recognition they
Employee motivation seems to be a constant problem in the working world. It is true, not everyone is going to absolutely love their job and want to do it five out of seven days a week. Everyone has their bad days where all they want to do is just go home and get away from the office, which is okay. The problem with those people that dislike their job every single day, is that their dislike makes them completely unmotivated to work. This lack of motivation can then rub off on other employees in the office and it can be very hard to get people motivated unless they have the desire to be. I have noticed a few employees at my workplace that seem to be having trouble motivating themselves to do their job. This can be caused by many different things, such as: their perception of their
In today's complex business environment; traditional approaches like monetary incentives are not the only prime motivators. In addition to expecting financial incentives for their performance, employee's expectations are much more. Appreciation, recognition and opportunities for personal growth; must be catered for to harness maximum productivity. Furthermore in an era where change is imperative for the organisation's survival, highly motivated employees, represent flexibility and show willing to change; a vital component for the success of any organisation.
Robbins and Judge define motivation by means of three elements. The first element is defined as being the process that account for an individual’s intensity which is concerned with how hard a person tries. The second element is direction that benefits the organization and the third element is persistence which is a measure of how long a person can maintain effort. Motivation is also driven by certain situations that vary between individuals and within individuals, at different times. (Robbins & Judge, 2007, p.186) These elements should not only be expected from employees but from managers as well.
Research has shown that motivation in an employee is an important factor which determines his performance. Motivation is the “driving force within individuals” (Mullins, 2007, p. 285). It is the concerned with finding out the reasons which shape and direct the behaviour of the individuals. The people act to achieve something so that they can satisfy some needs (Gitman and Daniel, 2008). It is important for the manager to understand this motivation of individual employees in order to inspire them and devise an appropriate set of incentives and rewards which would satisfy the needs that they have individually (Kerr, 2003). Once these needs are expected to be met in return for some specific behaviour or action, they would work more diligently to have that behaviour in them and to achieve that objective (Meyer and Hersovitch, 2001). Since it would lead to early and fuller achievement of the company objectives as the individual would work more diligently, it would lead to better organizational performance (Wiley, 1997).
majority of employees need motivation to feel good about their jobs and perform optimally. Some employees are money oriented while others find acknowledgment and accolades personally motivating. Motivation levels within the workplace have a point-blank impact on employee effciency. Workers who are driven and excited about their jobs carry out their obligations/duties to the best of their capacity and generation numbers increment therefore. An impetus is an inspiring impact that is intended to drive
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....
Motivating employees successfully has always been an essential and arduous task for management bodies. As motivation is found to be unique in the case of each individual, managers must provide an extended range of techniques to keep their workers motivated. Consequently, it is essential that there is an understanding of the psychological processes involved in motivation. Needs theories attempt to identify internal factors that drive a person 's performance, originating from an underlying foundation that an individual’s motivation stems from a yearning to satisfy or accomplish a need. By extension, these theories also explain that individuals are driven by unsatisfied needs, and before greater needs can be accomplished, first lower needs must be met.
People’s behaviour is determined by what motivates them. The aim of this essay is to discuss the essence of the motivation and psychological strengths, its evolution, a brief overview of the key theories of the employees’ motivation and behaviour analysis. The main task is to understand how motivation affects employee behaviour and to clarify the importance of motivation. In this essay I will discuss and produce definitions and examples to answer the main question of what is the driving force and how do people’s needs influence performance at work?
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).
Keeping workers motivated in today workplace can be not just a job, but also an adventure. In many organizations this is a challenge because the workplace is made up of a diverse cultural environment. Managers are still the driving force for any business and the responsibility and demand to ac...
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...