For instance, a certain company promises an employee $100 upon reaching performance targets or specific sales threshold (“The What and Why of Motivation,” n.d., p. 146). •Intrinsic motivation It refers to a form of motivation that is nurtured in one self, instead of being “dependent” on external considerations, such as money or other incentives, for good performance. It relies on self-satisfaction, enjoyment and positive emotions on the work or task that one does (“The What and Why of Motivation,” n.d., p. 146). •McGregor's Theory X and Theory Y This theory is formulated by Douglas McGregor. Theory X pertains to “a pessimistic view of employees,” in which they are not satisfied with their work, must be constantly “monitored,” and must be compensated or punished.
Motivation can be described as a functioning development that occurs when interior compensations are earned through an interesting and challenging work, the activation of the workers to achieve the company’s business goals and the effort to create appropriate incentives for cooperation between the employees so as for them to accomplish the objectives set by the company. Τhere are factors of particular importance to the definition of motivation in the workplace which will lead to a higher performance
People may be motivated by one or two or all three elements. Some people may be motivated by achievement and affiliation while others are partially motivated by all the three. An organization should try to formulate jobs and responsibilities that best fit i the individual needs. John Stacy Adam’s equity theory (1963) sates the importance of fairness when managing groups of employees. Workers seek a fair balance between what they put into their jobs (inputs) and what they get out of it (outcomes); employees want to be treated fairly and likely to compare their treatment to that of their peers.
A number of people erroneously believe that motivation is a personal characteristic. They assume that only a selected group of people have it. On the contrary, motivation is very complex. It is defined as the stimulation that sets off and triggers intrinsic desire and enthusiasm in individuals to perform in a particular way. When individuals anticipate that their actions will be valued and lead to goal accomplishments and rewards, they get motivated to satisfy their needs.
Management is the administration of a company, a not-for-profit organization, or government body. Personnel management has been formulated over the years and includes staff motivation as a part of the science. Therefore, motivation is a process of persuading a person (especially employee) to do something in a particular way. Widespread methods of it are tangible and intangible, tangible motivation is by money and intangible is by some other ways, which have been proven in the book The Engaging Manager: The Joy of Management and Being Managed (2012) which has written by Furnham. The main reason to use motivation principles is to save a company’s financial resources by using social recognition.
Motivation deals with complex human behaviour to determine the factors which drive an individual to do his best. Various factors which drive an individual to work have been discussed under Maslow and Herberg Models. For example, in order to motivate the workers, management must, first of all, know what motivates their
Life experiences, as well as culture, affects the levels of degree of motivation that we are driven by. McClelland’s theory has proven to have practical implications. As revealed by a research conducted to examine the truth behind this theory focuses on job satisfaction, this theory helped “provide a conceptual explanation of why some individuals experience relatively high job satisfaction in an environment where their contemporaries experience relatively low job satisfaction” (Harrell and Stahl, n.d.). Based on this research, McClelland’s theory helps all employees to achieve satisfaction if applied properly. To properly apply
Motivation is the process of influencing an individual as to act or behave in a certain way. Motivation was defined by Weihrich and Koontz in their book Management A Global Perspective as” a general term applying to the entire class of drives, desires, needs, wishes and similar forces”. (Weihrich and Koontz, 1994, p 462) Motivation can also be defined as “the psychological forces that determine the direction of a person’s behaviour in an organisation, a person’s level of effort, and a person’s level of persistence in the face of obstacles”. (Ezigbo, 2012, p 115) There are different types of motivational incentives which can either be financial or non-financial that can influence an individual or employees behaviour. According to Erbasi and
Motivation also known as, necessities, wishes, supplies or pushes within each person. Its stimulate people to accomplish certain goals. So, in general motivation that something derive someone to do a certain job to achieve a goal. Theories Motivation has five general approaches that talks by using some theory point of view and how to reach these approaches.
Another author defines motivation as “Goals, wants, desires, motives, drives or incentives” (Luthans, 2005). Bartol and Martin (1994) gives an easier to understand definition, they refer to motivation as the forces that gives direction to, strengthens ones behavior and inflicts persistance in them. motivation is the act of putting more effort, by followers, towards in esnuring the goals of an organisation is met, hence, the managers should always strive to understand wht it is that would energize the employees. Every employee has this kind of energy, it’s just that the managers should know how to make the employees let the energy out for the benefit of the organisation (Mondy & Premeaux, 1995). Another definition of motivation is that it is set of forces that directs, inititates, and brings the persistance nature of people to ensure they achieve their goals (Williams, 2009).