Introduction In today’s business, maximization of profits represents the principal feature of business operations. In order to achieve the highest profits, companies have to manage their human resources effectively. Thus, employee’s motivation has emerged as a critical component, it holds the key to the success of a company. Therefore, human resource managers must motivate their employees to let them perform to their best and achieve the organizational goals. 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.
It is a reward system that benefits the organization as a whole, as well as the employees working there. Employee recognition is a relevant research topic in regards to management and supervision. There is an overwhelming need for employees to have the proper recognition from their supervisors and managers. Many organizations in today’s world are successful or
If individuals were happy, it means they have a positive mood and mind. They can handle and treat everything very optimistic. Of course they will have a good career and high quality of life. Oppositely, while individuals are doing very well with their careers, they will feel very happy and have good mindsets to face new challenges. Those paragraphs above talk about a relationship between happiness and workplace success, people’s performances are getting better and have more motivations when they are in control, great feelings of control lead not only to higher levels of happiness, but also to the high grades and more motivation to pursue the careers they really want to be and career can make individuals more satisfied, happy and positive.
Goal setting strategies can be metrics established for performance, or a percentage increase in revenue dollars. A performance evaluation should be a time for the manager and employee to discuss the professional development of the employee as well as a means to establish strategic goals that will be used to measure development for peak performance. Morale improvement can also be a key contributor towards strategic achievements of the organization objectives. When performance appraisals are properly executed they can improve company morale and create motivation for employees. Managers identify the weak points in employees’ performance and then help to create a plan to combat the weakness.
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. This view, according to McGregor, is the common standpoint of managers. Thus, theory Y is proposed in order to replace the traditional context with a new and positive outlook. It connotes that employees are well-satisfied with their jobs, dedicated, hardworking and innovative. Leaders that possess the traits of theory Y are perceived of positive benefits while working as a team in regard to mutual trust, collaboration and contributions (“Content Theories of Motivation,” n.d., p.
Self-efficacy is referred to as an individual’s self-belief in his ability to accomplish particular tasks and it has been related with workplace performance, the experience of stress, burnout, and role adjustments. Given it is persuasive role on performance; therefore, it is serious important for managers or bosses to know the role of self-efficacy within the workplace (Talkdesk, 2013). Self-efficacy affects employees’ performance in workplace in the various ways, such as; Self-efficacy views disturb the choices one has to make and the opinion of trial of their goals and their level of obligation to individual goals. Now with that being said, employees with low levels of self-efficacy tend to choose less challenging goals for themselves and the employees with high level of self-efficacy tend to choose more challenging goals for him. Secondly, Employees perform and use effort at levels dependable with
Employee performance: Performance is measured through appraisal, employee efficiency, attendance and 360-degree feedback. Employee Turnover: Losing valued and non-valued employees can take a toll on an organization. The successful use of talent management through Recognition and reward can help to prevent the turnover rate of workers. High Potential: Employees with great potential can measure the ability and skills they possess, their yearning of escalating within the organization and their overall capability. External versus Internal Hiring: knowing when to develop or acquire talent can be cost-effective for the organization.
If an employee is highly engaged, he/she will exhibit better performance, motivated, have a strong commitment and will be willing to contribute more voluntarily. The different types of engagement are: 1. Intellectual Engagement where, there is a constant urge to do better. 2. Affective Engagement where, there is a feeling positive, in order to do better.
Employee motivation is very important as it ensures the survival of the company. Motivated employees are more productive, and they are needed in every workplace. It is the work of the manager to ensure that employees are motivated within the context of the roles they perform in the company. Managers have to know the best and most effective ways of motivating employees since these days money is becoming less of a motivation. The need to appreciate and understand the human nature is a prerequisite to the creation of an effective employee motivation program in any
Further, Workaholism and Work Engagement share the behavioural component (working excessively hard, high work involvement), even though emotional and motivational aspects of these phenomena differ fundamentally. Porter (1996) reported that workaholics work excessively in order to avoid the negative emotions they experience when not working, suggesting that negative emotions might precede excessive work behaviour. Reduction of negative emotions also is the fourth element of Wojdylo’s (2014) Work Craving model. As stated earlier, there is an expectation of relief from negative affect experienced through neurotic perfectionism and an obsessive-compulsive style of working. According to Cantarow (1979), the hallmark of the workaholic personality is the joy of creativity, and workaholics would seek passionate involvement and gratification through work.