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Motivation

            How to attract and retain competent and talented individuals who can help the organization accomplish its mission and goals is very important. Motivation is the art of management, which is part of the study of organizational behavior (OB).
             Motivating and rewarding employees is one of the most important, and one of the most challenging, activities that managers perform. Effective managers who want their employees to make a maximum effort recognize that they need to tailor their motivational practices to satisfy the needs and wants of those employees by integrating contemporary theories of motivation. There are some rules to help managers with managing and motivating employees on following.
             a) Do not micromanage. .
             Micromanagers give employees tasks to do and then meddle by overanalyzing every minute detail involved with the job in order to make sure that it is "done right". Individual problem solving is shunned, and trust is thrown out the window. Employees feel like they are being treated like children and get very frustrated as a result of being disempowered. The manager's actions make it seem as though they have absolutely no confidence in the employee's ability. The proper way to handle delegating responsibility is to focus on the result you want and give employees the freedom to figure out how the task will be accomplished. Managers shouldn't worry about how an employee solves a problem as long as the problem will get solved. .
             b) Understand that all motivation stems from self-interest. .
             Humans do things in life because they desire something for themselves. Therefore, the answer is that managers should focus on giving employees two things. One is the opportunity to make more money. Another is a good feeling about them. Money is by far the number one need for people to work. Without money an employee cannot pay the mortgage, make the car payment, or buy food. Losing or gaining money influences employees far more than anything else.


Essays Related to Motivation

1. Motivation In A Changing Workplace

... the general management of an organization, and what corporations expect from human resource professionals. In addition this paper will look at modern day worker needs and motivation theories. Final Paper: Motivation In A Changing Workplace 3 Final Paper: Motivation In A Changing Workplace The Changing Workplace a. An Historical Perspective of Jobs in America b. Jobs in the 21st Century 2. Identifying Corporate Needs a. ... highly skilled work force? 4. Greater government involvement in human resource practices generates a need to reexamine HRM policies and mandates the development of ne...

  • Word Count: 4870
  • Approx Pages: 19
  • Has Bibliography
  • Grade Level: Undergraduate

2. Defining Intrinsic Motivation

... and stimulation in the classroom, teacher support, achievement pressure and introduction to extrinsic rewards are more likely factors to explain such declines in intrinsic motivation (Wigfield, Eccles &Rodriguez;, 1998). Motivation is innate; it is known that when educators provide a positive learning environment students are eager to learn. According to Tracy (2002) however, ... merely an temporarily change what we do." (p. 784). This statement suggesting extrinsic rewards do not produce permanent changes within the learner, whereas with intrinsic motivation values of learning are inst...

  • Word Count: 1891
  • Approx Pages: 8
  • Grade Level: Undergraduate

3. Motivation, Job Satisfaction and Employee Performance

... them implying more distinctive types like: physiological needs, safety needs, social needs, esteem needs and self-esteem [Gug12]. According to a model by Herzberg, "motivation is influenced by maintenance and motivational factors. Important motivational factors are the work itself, achievement, growth, responsibility, advancement and recognition. These are primary intrinsic motivators rather ... appraisal whereby the employees would be appreciated for a job well done or given good remarks for carrying out their responsibilities as expected [PAj13]. Conclusion The motivation of employee...

  • Word Count: 2079
  • Approx Pages: 8
  • Grade Level: Undergraduate

4. Intrinsic Motivation

... ability to be successful in an achievement domain- (Ferrer-Caja, 2000, p. 267). By providing situations where athletes experience perceived competence, it has been found to maximize intrinsic motivation among Greek exercisers (Georgiadis et al, 2001). Furthermore, research done with female and male high school students involved in physical education have found a positive relationship between the motivational ... in which they analysed Spanish high school, physical education students' perceptions of motivational climate. To be more specific mastery and competitive climates were observed ...

  • Word Count: 1707
  • Approx Pages: 7
  • Has Bibliography
  • Grade Level: Undergraduate

5. Motivation

... 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, ... , adequate chairs and tables for the employees, a proper cafeteria and sanitation department. When the working condition is good, it not only encourages a healthy working environment but also provides t...

  • Word Count: 1735
  • Approx Pages: 7
  • Grade Level: Undergraduate

6. Motivation

... to explain this difference to a certain extent. 4. Maslow's hierarchy of needs theory and implications Maslow's hierarchy of needs theory is one of the content theories of motivation which attempt to explain motivation in terms of what arouses and energizes behavior (McKenna, 2000). Maslow(1954) identified five human needs that motivate people as physiological needs, security needs, social needs, ... argued that people will be motivated to a high performance if only he/she perceives that an effort leads to desirable rewards. According to Vroom, managers must relate their motivation app...

  • Word Count: 1410
  • Approx Pages: 6
  • Has Bibliography

7. Motivation

... it is to be the best athlete in the world or to be a good mother. The individual assesses the importance of a goal, and therefore the motivation to achieve the goal. However, in general, some people have a greater need to achieve than others. We"ll now do a little class survey to ... fun, often lose enjoyment or interest in the task. An experiment was done with a group of pre-school kids to test the undermining power of extrinsic motivation. A group of kids that regularly chose to draw and enjoyed it, were split into three separate groups. The first group was promised a certificate for d...

  • Word Count: 1121
  • Approx Pages: 4

8. Goals and the Motivation Theory

... decision making and thought processes during that period. Throughout my research, I have comprehended that the SDT has an immediate focus on the individuals' internal psychological process of motivation, and solely attempts to address autonomous self-regulation, and therefore improving ones balance. This theory assumes that an individuals' personality is internally based through curiosity, and ... role play. SDT can be beneficial to employees in organisations in work settings; employees follow a habitual and, obstinate toward acting in accordance with exercising their self-motivation an...

  • Word Count: 1597
  • Approx Pages: 6
  • Has Bibliography
  • Grade Level: Undergraduate

9. Motivation In Employees

... Herzberg interviewed a group of employees to find out what made them satisfied and dissatisfied with their jobs. His interviews revealed that there are two fundamental dimensions to job satisfaction: motivation and hygiene. Motivation factors include achievement, recognition, responsibility and job advancement. These are the job elements that fulfill individuals' needs. Hygiene factors, on the other hand, do not motivate but ... to both of these factors; they will create good employee satisfaction ("Employee Job Satisfaction-). Through the years, scientists have learned that there are tw...

  • Word Count: 1381
  • Approx Pages: 6
  • Has Bibliography
  • Grade Level: Undergraduate

10. Motivation

... Herzberg interviewed a group of employees to find out what made them satisfied and dissatisfied with their jobs. His interviews revealed that there are two fundamental dimensions to job satisfaction: motivation and hygiene. Motivation factors include achievement, recognition, responsibility and job advancement. These are the job elements that fulfill individuals' needs. Hygiene factors, on the other hand, do not motivate but ... to both of these factors; they will create good employee satisfaction ("Employee Job Satisfaction-). Through the years, scientists have learned that there are tw...

  • Word Count: 1381
  • Approx Pages: 6
  • Has Bibliography
  • Grade Level: Undergraduate

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