Research shows that motivated employees tend to display more positive work attitudes than employees who are not motivated. Therefore it is important that organizations identify these factors that affect employee motivation. The first section analyses the summary of purpose, rationale and related literature of this study. The
Leaders need to be very caring and show a genuine passion to work with others. Being passionate about the employees drives a leader to learn more about their greatest attributes and their greatest weaknesses. By learning these about each employee shows that not only does the leader what himself to succeed, but wants his employees to succeed as well. Furthermore, a leader needs to be sincerely caring on learning about its employees; it is not something that they should or can fabricate. If the employees feel that the leader does not care and they are only pretending to, then the employees will not respect the leader.
4.0 DISCUSSION 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).
Thus, the understanding of motivation is a great management’s means in achieving organisation’s goals. To be precise, understanding the behaviour, directing, changing, and controlling the behaviour in organisations are all essential requirements for effective leadership aimed at achieving organisation’s goals, mission, and vision (Blanchard, 1993). Motivated and fulfilled individuals can ensure growth of an organisation in a vibrant and highly uncertain environment because of the strong influence leadership has on employee’s performances and their involvement in achieving organisation’s goals (Hellriegel et al., 1992). This has encouraged numerous researches which have tried to give an answer to which leadership approach is the most suitable. This pursuit has resulted in important leadership theories - from trait theory, through the behavioral and contingency theory, to the contemporary approaches to leadership such as transactional, transformational, interactive, and servant leadership.
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.
They get to see what needs to be improved and are able to take back any concerns the customers might be having. This also helps employees to build self confidence and esteem. They will be more willing to share information with their co workers as well as the individuals over them; e.g. manages or supervisors. The employees believe that they control their own success through their hard work and ideas which in turn benefits the success of the entire organization.
1. Understanding the factors that influence motivation levels in the workplace 1.1. The term motivation is used to describe an individual’s want or need to complete a goal. Everyone has their own individual motives which cause them to act and work in a certain way. An individual’s ultimate goal in life is to be happy, every individual will have their own idea of what happiness means to them and will be motivated towards creating that happiness.
Here, we are going to discuss four key features that I believe will make an effective leader. MOTIVATION Motivation can be defined as “the extent to which a persistent effort is directed towards a goal” (Campbell, Dunnette, Lawler and Weick). Motivation can be described as one of the key features of a leader because an effective leader should be motivated himself, so that he can motivate people working for him to get the job or a shared goal done. Without a motivated leader, the organisation cannot perform their tasks well. A good leader should be motivated to achieve the need of power, affiliation and achievement.
Needham (1999) argued that the Maslow's hierarchy needs theory is too rigid because differs workers on different position have different needs and priorities, furthermore, they may have different motivators impact on their performance. Herzberg’s two factor theory Frederick Herzberg’s two factor theory (Herzberg 1987), assumes that workers are motivated by two sets of factors: motivation and hygiene. The motivation factors such as: achievement, participation, recognition, involvement, delegation and autonomy, if they are met will motivate employees too. In contrast to the factors of motivation, hygiene factors such as salary, working conditions, policies and administration are not met lead to dissatisfaction in workers (Saiyadain 2009). John (2007) argues that a large responsibility for the creation and handle motivation systems of employees rests on the shoulders of business leaders.