The Importance Of Motivation In The Workplace

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4.1 Importance of Motivation
The research shows that motivation is the key performance of improvement and able to bring many benefits to organization. Thus, managers need to find creative ways in which to consistently keep their employees motivated as much as possible. Rodda (1997) said that a study by Hersey and Blanchard in 1988 found that most workers can keep their jobs (i.e., not be fired) by working at 25% of their ability. Nevertheless, once these same workers are motivated which are working towards something or for some reason, they achieve 85-90% of their ability. Below is the graph to illustrate the concept of motivation: Note: Data source from Motivation in The Workplace by Angela Rodda, (1997).

From the table
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Issues affecting motivation range from inadequate tools to achieve company goals to a simple lack of employer acknowledgment of worker achievements. Recent studies reveal that 48% of employees worldwide don’t even like their jobs, more than 80% of US workers feel stressed at the office, and only 30% feel “engaged and inspired” by their careers. Especially troubling for leaders and business owners, and the rest 18% are actively disengaged. (Hedges, 2014). There are several factors that lead to demotivation in an organization such as unclear expectations or requirements. An employer or supervisor who does not set clear expectations for employees or provides inconsistent feedback creates workplace conditions where motivational issues can develop. Employees feel lost and unable to work toward identifiable goals when an employer or manager does not provide examples of proper performance or correct mistakes through the application of consistent job assessment. A lack of adequate feedback and performance expectations can send the message that a manager doesn 't care about job performance. This can aggravate motivational issues and worsen the slowdown in workforce…show more content…
These three factors are the classification from job redesign. Job enrichment is a medium where the employees are given additional information. This type of job redesign gives the employees more vertical authorities. Frederick Herzberg (2003) viewed job enrichment as ‘vertical job loading’ because it is also includes tasks formerly performed by someone at a higher level where planning and control are involved. The employees would feel that their work will be useful and important to the company because they have the tendency to to succeed and being trusted by the company. According to Brookins, M. (n.d), the advantages of job enrichment are the employees can learn new skills, reduce boredom, receive recognition and increase the employee’s motivation. The employee can gain new skills as their responsibility increases and they get new opportunity to try new tasks. It will be different from the tasks that they are given before so they could gain more knowledge. The employee can reduce boredom since they will do the same tasks everyday. By giving extra tasks the employers gives a chance to see the performance of their employees. If they are performing well may gain recognition in the company. As they get more responsibility they will feel more motivated and become more

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