Definitions of motivation:
There are many ways in which motivation can be defined. Generally speaking, motivation comprises an individual’s effort, persistence and the direction of that effort. In simple terms, it is the will to perform. (Brooks, I, 2006). Eugene Mckenna thinks that with motivation, people respond to conditions operating within and outside themselves, and go the extra mile at their role. To motivate people, elements such as needs, motives, drives and goals or incentives of individuals have to be looked at.(Mckenna, E, 2000).
The first definition is about what motivation means in broad and simple terms. Whereas, the second one looks at what motivates people.
How understanding motivation can help in improving the performance of employees:
For an organisation to motivate its employees, it has to understand the factors that motivate people such as needs, motives, drives, goals or incentives.
Needs can be psychological, security or safety, social, and ego or esteem needs. Motives consist of inner states that boost, trigger, and direct the behaviour of a person. Drives are inner states by which the individual adopts a behavioural pattern in order to attain a particular goal. Goals or incentives satisfy or reduce the behaviour associated with the drive. .(Mckenna, E, 2000).
If the organisation understands and uses these factors in its analysis, people will constantly achieve their targets, project energy and enthusiasm at work. They will have the ability to overcome obstacles and problems to progress. They would accept additional responsibilities and organisational change. Conversely, if the company fails to take these factors into account, then it would have reluctant and demotivated employees who cannot progress...
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... for McDonald’s are young. At that age, they only think about earning money to go out and have fun, and the more they grow up, the more they would want to earn more than the mere minimum wage. For this reason, they are motivated to stay in McDonald’s and move up the hierarchy and may be work in the head office rather than staying as a low level employee.
Theory X and theory Y: in terms of theory X, and according to an employee at McDonald’s, managers at McDonald’s harshly tell incompetent employees off either for absenteeism, lateness or poor performance in order to motivate them to improve. On the other side of the coin, and in terms of theory Y, managers use a much more positive approach when dealing with competent employee because they need them for the future, they motivate them by telling them that it may take longer for them to move up the management hierarchy.
This is a type of extrinsic motivation. Their desire to perform are influenced by an outside source such as higher wages and rewards. It is one of the company’s policy to provide higher than average wages and have a retirement plan for all its employees. Workers start at $1 higher than the minimum wage, usually ranging from $8~9 an hour, and after 3-4 years they can earn up to $14 an
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.
Staff Training and Motivation at McDonalds McDonald trains almost 55,000 employees each year. Each year, it also dedicates over £10 million to ongoing employee training, providing people with valuable skills. Work experience at McDonald's is a foundation for future employability, particularly as the UK labour market continues to evolve. With the increased demand for skilled workers, a job which offers ongoing training with a leading organisation - is a solid career investment. People from all walks of life credit a first job at McDonald's with having equipped them with the ingredients for success.
Motivation is defined as the process that guides, initiates, and maintains goal orientated behavior and thought (Cherry, 2013). Motivation is what drives individuals to do what they do, whether it is something as simple as getting a drink because he or she are thirsty or something as big as getting up every day and gong to work for a paycheck.
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
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 provides the incentive for people to conquer goals, maintain responsibilities, and solve problems. To me, motivation is generally what energizes, manages, and controls your behaviour. This can be created or re-sparked by looking at one's goals, assessing the stakes of achieving those goals, and creating milestones and personal rewards for gaining progress. For example, an Olympic athlete attempting to win a medal. Their entire mindset and all of their thoughts lie on the opportunity to win the prize at stake.
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).
Motivation defined as the psychological processes that arouse and activate the goal-directed behavior. It consists of two factors which are internal and external factors. These factors prompt the desire and energy in people to encourage them continually attracted and committed to a job, role or subject, or to make an effort to attain a goal.
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.
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?
According to Greenberg (1999), motivation is defined “as a process of arousing, directing and maintaining behavior towards a goal.” Where “directing” refers to the selection of a particular behavior; and ‘maintenance” refers to the inclination to behave with consistency in that manner until the desired outcome is met.
¡§Motivation¡¨ derives from the Latin verb ¡§movere¡¨ which means ¡§to move¡¨. Beck (2004, p.3) defined Motivation as an internal state which is the driving force that activates behaviour or gives directions to thoughts, feelings and actions of an organism.
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...