Employee Motivation in an organization Motivation: This is the willingness to exert high level of effort, or factors that stimulate desire in people to be continually committed to a job. Motivation is a crucial element in setting and attaining goals; it is either intrinsic (internal) or extrinsic (external). Internal motivation is the driving force from within a person to achieve a certain goal because of personal satisfaction or desire such as curiosity, control, competition or recognition. Extrinsic motivation refers to tendency to perform activities for known external rewards such as praise, fame, money or simple appreciation from others. Motivation only works when a person has the effort, persistence, direction and a certain goal or objective. …show more content…
Needs, Behavior and satisfaction. Starting with Maslow’s hierarchy of needs theory; which states that people will not achieve a higher need until the basic needs are satisfied, which he arranged in a pyramid from starting from bottom to top are; physiological needs, safety, social needs, esteem and self actualization. Next is Alderfer’s ERG theory in which he classified employee’s needs into physical needs, relatedness needs and growth needs, saying that a higher need can be achieved even if a basic need has not been achieved depending on the level of priority. Also Herzberg’s two-factor theory: states that only two factors affect motivation, which are Hygiene factors and …show more content…
Financial incentives such as money, prizes and discount or non-financial incentives such as gratitude, appreciation letter and praise. Which one do you think is more efficient?
Money can be very tempting and hard to resist, but some employees usually care more about their self-esteem more than their salary, in this care respect and appreciation have more power than bonuses or prizes. Every employee wants to be known by the manager, no matter the post he has. Rather than paying all the employees who contributed which might cost a lot, a simple appreciation letter might do just fine to boost their motivation.
3. How does extra activities like employee trip, sports week and cricket tournament help motivate employees?
This gives employees a chance to have some time off and make new friends in the organization. It also encourages them to have that desire to give the organization something in return.
4. What are the major issues managers faces on motivating employees? It is very hard to understand how different employees are motivated, and how to approach them. Other than that a manager has to cope with an employee’s behavior either his poor performance or lack of ethics and
Critical Thinking Answer The two recognition and reward programs that I would like to participate are Employee attendance and employee empowerment. Based on an employee attendance reward, it makes the company feels s/he cares about his or her job. Also it helps the employee protect his or her job. However, the employee empowerment makes the employee feels s/he has been trusted by the organization.
SOLVAY GROUP: INTERNATIONAL MOBILITY & MANAGING EXPATRIATES Group F2 Problem Statement: The situation is to develop an international mobility program in order to streamline processes at Solvay which aligns the company’s business goals with individual employees’ needs . External Analysis Factor (Economic, Technological, Cultural) Implications on the problem Political: • Swelling government regulations in Pharmaceutical industryIt was difficult to enter the industry(high entry barrier, not lucrative)Existing players diversifying globally Require additional HR • Movement of HR helps in easy expansion need of an effective international mobility program (take care employees needs like personal, financial, social etc.)
For employees, things that aren’t intrinsically interesting requires extrinsic rewards to motivate. Employees can be motivated by extrinsic rewards such as additional monetary compensation, gifts, gift cards, or other monetary rewards. These types of rewards could lead to improved performance and higher motivation. It would also motivate a worker, but only satisfies the person’s lower-level needs. The flip side to this type of motivation stimuli, employees will want the same or better reward to maintain the same level of motivation and performance outcomes.
Motivation at workplace There are two dimensions of motivation; internal and external. Internal motivation refers to personal interest in doing something and external motivation refers to be persuaded by someone’s activity. The characteristics of motives are identified as: individualistic, changing, may be unconscious, often inferred, and hierarchical (Reece, 2014). Most important fact to understand motivation is the theories. Many motivational theories have been developed over time to study human behavior at the workplace.
According to Maslow’s hierarchy of needs theory, there are five broad motivational needs classified into basic needs and growth needs (Kaur, 2013). The basic needs include, esteem, psychological, love and safety. On the other hand, growth needs involve self-actualization. In this regard, Maslow stipulated that individuals are motivated to attain certain needs (Kaur, 2013). These needs are arranged in such a way that the lower needs must be met before the higher ones.
The first one is Maslow’s need theory which is a motivational theory that illustrates the five types of human being needs in hierarchical pyramid structure. The first type of Maslow’s hierarchy is psychological need such as air, food, shelter, water. The second type is safety needs such as security from outside threats and freedom from fear. The third type is belongings need such as friendship, trust and acceptance, receiving and giving affection and love. The forth type is esteem needs such as self-respect and to be respected from others.
Motivation is essential for a group as well as an organization. In the eyes of the leader of organization McDonald’s, authorizing and inspiring staff members to do the best in their job and they’re capable of helps create job satisfaction, lowering gross revenue in an industry that has a standing for stimulating its employees. In addition, a glad, stable workforce not just conveys better customer service; it is likewise more compelling at building deals and attracting repeat business. There are five concentrate benefits of employee motivation which Mc Donald’s approached at: 1. Improved Productivity 2.
However, a cheaper alternative would be to sincerely hold workers’ appreciation day every year. Workers of exemplary performance would receive employee benefits in the form of paid leave or extra percentage of wages for the year. A more effective method is to tie the workers’ wages with the performance of the company. Showing appreciations to the workers would effectively build the motivations of the workers. While tying their wages with the company’s performance would improve their efficiency.
This theory is proposed by Araham Harold Maslow by year 1954. There are 5 different needs in this theory which consists of: Physiological; Safety; Belongingness; Need for esteem and Self-actualization. Maslow believed that a man being motivated by the needs he wants to satisfy. So, the fundamental needs must be satisfy in order to begin motivating behavior (Adiele and Abraham, 2013). 1) Physiological Physiological needs is fundamental and most basic need for human survival.
The purpose of this theory is to concentrate on the motivation of the people using set of factors with different level. These factors are (see Appendix): 1. Physiological factor: The first level is the physiological needs that contain all the essentials needs of human being, for example, food, water, sleep, home and etc. 2.
introduction Motivation has been defined as some driving force within an individual by which they attempts to achieve some goal in order to fulfill some needs or expectations (Mullins, 1996). Beside Mullins, some scholar also define motivation as the psychological process that gives behavior purpose and direction (Kreitner, 1995) ; A predisposition to behave in a purposive manner to achieve specific unmet needs (Buford, Bedeian, and Linder, 1995); An internal drive to satisfy an unsatisfied need (Higgins, 1994); and the will to achieve (Bedeian, 1993); All those inner-striving conditions described as wishes, desires, drives, etc. (Donnelly, Gibson, and Ivancevich 1995); and the way urges, aspirations, drives and needs of human beings direct
Motivation is the force that pushes us to do things: It is a result of everyone needs being satisfied so that employees have the inspiration and ability to complete the respective task given. So will employees be motivated and perform to their capability by giving them good welfares, benefits and money? Money makes the world go round, it can be considered as an engine to push human’s limits but peers motivation and intrinsic desire to a good job are the real motivators in today’s workplace. Intrinsic and extrinsic motivation There are two types of motivation, intrinsic or extrinsic.
Jackson 1996, pp.202]. On the other hand, non-financial rewards do not increase the financial pay off to the employee: “Instead of making the employee’s life better off the job [like financial rewards do], non-financial rewards emphasize making life of the job more attractive”. [ct. De Cenzo & Robbins 1994, pp.413]. These types of rewards are motivational and includes things such as better work environment, modern equipment, excursions and parking spaces.
Motivation refers to the process by which a person’s efforts are energized, directed, and sustained towards attaining a goal. This definition contains three main elements which are energy, direction and persistence. Firstly, energy element is a measure of intensity or drive as how much does the motivated person tried. For direction, it states that the employees` effort that directed toward, and consistent with, target organizational goals of their company. Finally, motivation includes a persistence dimension which persist them in putting effort to achieve the goals.
Q3. With reference to each organisation (Block Limited and Fones Limited), discuss the role of management in motivation. A manager cannot force an employee to be successful at his job, but he can motivate him with fair treatment, proper incentives and adequate compensation. It is the role of management to lead by example and motivate employees to do their best.