“Motivation is the cognitive decision-making process through which goals- directed behavior is initiated energized, directed and maintained”(Buchanan and Huczynski 2017, p.283). Motivation is very important for managers to understand as managers use motivation in the workplace to inspire people to work individually or in groups to produce the best results for business in the most efficient and effective manner(Ian Bessell 2016). In this essay, I will give information about two theories of motivation, evaluating them and showing how they are used in the workplace. Listed below are three main types of motivation: 1. Content theories which are theories about the drives and needs of people.
Critical thinking calls for an individual to use their higher order thinking and not just basic recall when they are challenged to do so (Baker, 2008). It forces both individuals and businesses to strive for excellence and be better in the particular task they are involved in. This essay will discuss the definition of critical thinking and its importance in the workplace. Through the use of critical thinking models it will further discuss the merits and demerits of applying such thought processes in the workplace. Thinking critically involves thinking analytically with the vision of getting to the bottom or the root of a problem.
The process of motivation consists of three stages:- A felt need or drive A stimulus in which needs have to be aroused When needs are satisfied, the satisfaction or accomplishment of goals. Therefore, we can say that motivation is a psychological phenomenon which means needs and wants of the individuals have to be tackled by framing an incentive plan.Businesses with unmotivated employees often face low productivity and high turnover rates. Multiple theories help explain how workers are motivated and provide suggestions for how to increase motivation in the workplace. Understanding which theory best fits your employees may help improve your small business by increasing employee retention rates and improving worker productivity. I consider Maslow’s Need Hierarchy Theory to be one of the most suitable motivational theories.
Motivation is the force within a person that affect the direction, intensity and persistence of voluntary behavior. Employee motivation is the level of energy, commitment and creativity that a firm’s workers bring to their jobs. There are many core theories for employee motivations these include: Maslow’s needs hierarchy, McClelland’s learned needs theory and four drive theory, ERG theory and the equity theory. However, there are also popular rational decision model of employee motivation which include expectancy theory. There are also other factors and methods are used to motivate employees these factors and method would later be discussed.
While Consolidated Suppliers believes both approaches are important to motivate employees, intrinsic motivation is viewed as the more necessary approach. When Mr. Daoud was asked whether they rely on extrinsic or intrinsic rewards to motivate their employees,
Introduction Employees in an organization have always been key assets as they drive the company to its performance thereby gaining competitive advantage. Their departure could have significant effects on the implementation of the organization’s strategic goals and objectives and may eventually cause a decline in productivity. Career development has close links with the development of human resources. Where the career development leads to improvement and personal improvement afforded by individuals and organizations to choose a destination and a career path to achieve that goal. Career development is not only referring to regulation but also on the ability of individuals and organizations ability to develop a career of employees.
Aside from the personality of an individual, motivation is crucial for the initiation of the creative process or for the completion of the process. Intrinsic motivation and extrinsic motivation can really determine how well something is done. Sosik et al (1999) suggested that intrinsic motivation, concentration and enjoyment encouraged idea generation (Patterson & Kerrin). However, it is isn’t only about idea generation, intrinsic motivation also seen as curiosity within the person or the ‘want’ to improve the feeling of mastery or self expression and this desire leads to great outcomes (Patterson & Kerrin). The feeling of responsibility is an example of intrinsic motivation because when an employee feels that organization he or she work for is for example in need of a new way to maximize profits, approach customers, or compete with competitors the internal motivation may spur.
“Motivation refers to the way in which urges, drives, desires, aspirations, strivings, or needs direct, control, or explain the behavior of human beings”. Motivation is the act of stimulating someone or oneself to get a desired course of action or to push the right button to get a desired reaction. Employee motivation is mainly conducted to identify the factors which will motivate the employees and the organizational functions. Management’s basic job is the effective utilization of human resources for achievements of organizational objectives. Rajeswari (2011)  found her study as job and employee characteristics, management practices, environmental factors are influenced employee’s motivation in organization.
- Managing conflict – Conflicts are common in the workplace and if there are proper guidelines that help in resolving conflicts, employees are likely to be satisfied or motivated (David, Amit, & Marc, 2015). In conclusion, motivation is what drives the success of an organization. Factors of motivation could either be intrinsic or maintenance depending on how they directly affect the work setting. These factors are based on the Herzberg’s Two-Factor Theory that is widely used in the organizational setting to explain and encourage motivation. However, other factors within the organization such as leadership style, flexibility and conflict management also influence motivation.
Infact, employee motivation does affect and thereby is considered to be a part of important criteria’s of management, like decision making leadership, teams, performance management, organizational change and managerial ethics (see Steers, Mowday and Shapiro, 2004). In our study, we will analyse how employee motivation affects every aspect of job performance, including various features such as direct output, turnover rate and also indirect features such as team bonding and increased sense of citizenship behaviour. The word ‘motivation’ is derived from the Latin word ‘movere’ meaning movement and can be defined as “the processes that account for an individual’s intensity, direction and persistence of effort toward attaining an organizational goal” (Robbins, Judge and Vohra, 2013). According to Atkins, motivation is defined as “the contemporary (immediate) influence on direction, vigour, and persistence of action". However, what all definitions of the word motivation, by renowned authors have in common is the essence that “motivation is the factor that builds, channels and sustains human behaviour over a given period of time” (see Steers, Mowday and Shapiro,