Motivation is the internal force that affects direction, intensity and persistence of voluntary behaviour of an individual. Motivation can also be understood in terms of an individual’s drive: internal or external as well as their goal setting behaviour. These forms of motivated functioning can easily be observed in organizations. Quantifying a subjective construct such as motivation has been a daunting task for psychologists and researchers who are interested to study organizational behaviours and optimal functioning of employees. It is imperative for organisations to create an environment conducive of achieving desired goals, by consistently motivating their employees to exhibit optimal performance.
Within the discipline of psychology there
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The need for achievement compels a person to accomplish realistically set goals through their own efforts. In my experience of working in retail, I repeatedly encountered individuals at higher managerial positions lacking the skilled aptitude to accomplish their set goals, resulting in team target not being met. This result demotivated the team and after that many employees left the organisation. Then is the need for affiliation which demonstrates the desire of individuals in seeking approvals from others and conform to their wishes and expectations. My manager had a high need of affiliation because of which he was not able to make strong decision against anyone in the team. The team had non-performers that eventually deteriorated the team performance. Certain team members possessed high need for power. Consequently, they started keeping information to themselves and often used to look down at peers. Repercussions of which were excessive conflict amongst the …show more content…
While there have been differing perspectives (such as the theories mentioned above), the measure of employee motivation is directly related to the productivity, efficiency and sustained success of a company. Goal setting and feedback are the most robust practices, adopted by organisations for motivating employees. Through goal setting, me and my team had a mission to work for and keep up the momentum to acquire skills. Feedback was an essential activity, which gave us an insight to our approaches and contributed to our sense of achievement. Something as explicit as a promotion, bonus or an award was a key driver for my team. Our salary component consisted of incentive for target achievement. This created an environment to pursue a common goal and involved contribution from each employee. The environment encouraged sharing of information which helped develop knowledge base of individuals. This helped achieve individual’s psychological satisfaction and sense of accomplishment. However, what is critical to understand are factors such as drive, willingness to succeed, desire to accomplish, job based skill set, organizational environment, reward system, mode of feedback, interpersonal relationships between employee and employer collectively contribute to the nature of efficiency or motivation and consequently determine the productivity of such a performance. I believe, a
While motivational and job satisfaction theories can help employers or leaders to gauge what motivates their employees, it is impossible for them to be used to explain all motivating factors. By analyzing these theories, it is possible to understand their basic concepts, and see how they can be an advantage in motivating their employees to the best possible outcome for the
The theory of goal setting was developed by Edward Locke and Gary Latham (1990) and states that there is a direct relationship between the setting of specific high goals and task performance. A higher degree of employee performance is obtained when specific goals are set compared to the performance achieved when employees are simply told to do their best (Latham & Locke, 2007). These findings have helped shape leadership styles and improve employee performance and job satisfaction (Posthuma & Al-Riyami, 2012).
Seth possess both intrinsic and extrinsic motivation. Seth loves the trill and rush he gets with the challenge of making a sale while working. Seth is motivated intrinsically by his excitement and enjoyment to be the best in his stockbroker trainee group. This shows his love and passion for working hard and achievement. J.T. Marlin is known for making people rich fast. Seth is motivated extrinsically by having the opportunity to become rich. The employees at J.T. Marlin live a fancy lifestyle with expensive clothing and material items that the common working man does not have. Seth seeing this wants to be apart of this upper level society where he can buy things without worrying financially. Promotion is another key extrinsic motivator in Seth.
A number of motivational theories explain how rewards affect the behavior of individuals and teams. Performance related pay can have a motivational effect. Employees are motivated to increase prod...
Theories of Motivation What is the motivation for this? According to the text, motivation is defined as a set of factors that activate, direct, and maintain behavior, usually toward a certain goal. Motivation is the energy that makes us do things; this is a result of our individual needs being satisfied so that we have inspiration to complete the mission. These needs vary from person to person as everybody has their individual needs to motivate themselves.
Numerous organizations are aggressively competing to survive and flourish in this ever increasing challenging and volatile contemporary market environment. Motivation and performance of employees are powerful tools for the long-term success of the organization. Performance measurement is a critical characteristic of organization’s management since it reflects the progress and achievement of the organization. Motivation is defined as “the durable intention of achieving a goal, leading to goal-directed behavior. ”When we refer to someone as being motivated, we mean that the individual is trying hard to accomplish a certain task in a given period of time. Motivation is clearly enough important for the
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....
Motivation is an important concept which is critical for understanding of and improvement in organizational behaviour and performance. It is therefore important for the managers to understand motivation. It is an important tool which they can use to get more out of their employees and increase organizational performance. Motivation can be defined as the factors, both internal as well as external which arouse in individuals the desire and commitment for a job (Mele, 2005, p. 15). Organizational performance on the other hand refers to the degree to which the organizational objectives have been achieved.
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.
The term “motivation” is often utilized interchangeably with the word “drive” when considering an individual’s work performance. According to Robbins and Judge (2009), motivation refers to the “processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal” (p. 175). There are multiple external factors that may influence an individual’s work performance. Understanding individual motivation will promote financial stability within an organization while fostering cohesiveness amongst coworkers. Herein this discussion, motivation in the workplace will be summarized with additional research related to the goal-setting theory and the self-efficacy theory.
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).
Motivation is the process of getting someone to act on a particular situation. According to (Adelhardt, S, K. 2015, December 2) lack of motivation in the workplace is the most problematic subject for all managers, because it leads to decreasing productivity, performance and yet it increases the chances of employee resignation. Many employers suppose that managers these days are struggling to motivate their employees due to lack of significantly vital experience as well as knowledge in the employee engagement developing process. One of the successful strategies that managers can use to increase employee inspiration is by offering an attractive remuneration and benefits to their employees. Remuneration and benefits such as an extrinsic bonus
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...
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?