What is motivation? Motivation is the set of attitudes and values that predispose a person to act in a specific goal directed manner. It is an invisible inner state that energizes the human goal-directed behavior, which can be divided into two components which is the direction of a behavior9 working to reach a goal) and the strength of the behavior (how hard or strong the individual will work. Within an organization the desired goals are often clearly defined. In motivation a manager normally seeks to change or maintain certain environmental factors so as to influence the inner drives which may change or sustain the behaviors of his subordinates.

The key challenge facing managers in terms of motivation is how to encourage workers to contribute inputs to their jobs and to the organization. Managers want workers to be motivated to contribute inputs ( efforts, specific job behaviors, skills, knowledge, time and experience ) because inputs influence job performance and ultimately, orga

9. Employees name in the company newsletter

Even though many organizations focus on the extrinsic rewards to motivate the employees, they should also consider the importance of intrinsic rewards. We can find that in an organization there are many factors that are used to motivate the employees, not just salary and a good working condition. In an organization factors that motivate employees may include:

nizational performance. Workers are concerned with obtaining outcomes from the organizations-extrinsic outcomes( pay and job security ) and intrinsic outcomes ( a feeling of accomplishment from doing a good job or the pleasure of doing interesting work.

for food, water, clothing and shelter. Good working conditions would enable the employees to work more efficiently and productively. Employers who provide a safe and secure environment for working will find that their employees perform better. In the second stage, we find that salary does not play a part in the motivation of the employees, but good working conditions still play a minimum role. In this stage employees are more motivated to have a good personal relations, to share thoughts and feelings and to have a two-way communication between them. With good working conditions this can surely be achieved. In the third stage of the Alderfer’s theory, we find that neither the salary nor working conditions play an important role in the motivation of the employees. They instead are motivated to achieve self-development and creative and productive work, by continually improving skills and abilities and engaging in meaningful work.

Herzberg’s theory of motivation however is different from the other motivational theories. After many years of research, he concluded that there were two kinds of factors in any jobs, hygiene and motivation. The motivation-hygiene model is based on the idea that one set of job characteristics determines the degree of worker dissatisfaction (hygiene) and another set determines the degree of positive satisfaction (motivation). The hygiene factors involve the context in which the work is preformed. They include company policy and administration job security; and working conditions. Herzberg’s findings suggested that if these conditions were poor, they could lead to physiological or physiological withdrawal from the job. The conditions surrounding the job must be adequate before the a person is motivated to work, but other factors are necessary as well. This proves that in order from employee to perform well in a company, the working conditions must be satisfactory. Exampl

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