Examples Of Motivational Analysis Of An Organization

Recognizing employees for accomplishments such as finishing a major project, reaching sales targets or providing excellent customer service can be an important motivating factor. Set goals for workers to strive for and offer rewards for reaching them. This could be in the form of an employee of the month scheme, a bonus, or a promotion. Some companies conduct meetings where employees are recognised for good work in front of their colleagues. This can help motivate all the workers in the business to strive for success.

In any workplace, workers are no doubt the essential mainstay that holds any business or corporation together. Employees achieve important tasks to help the company’s long term vision and goals to be successful and efficient. A business can’t be successful without a proper management that is why it is important for employees to enjoy going to work and they also have maintain a positive attitude while being productive and completing tasks. Motivation is what gives a person the purpose to perform or behave in a certain way with the desire or willingness to gain something. There are two types of motivations, motivation that comes from a person and motivation that comes from materially goals. It is very necessary that employers keep their employees motivated and encourage them to perform above expectations.

Motivation is used by managers in companies to encourage its employees to perform to the best of their abilities. The motivation techniques used in the first summer are quite different than those of the second. The workers were motivated in the first summer due to the Expectancy Theory as well as the Four-Drive Theory.

“Motivation is the will and desire that a person has to engage in a particular behaviour or perform a particular task” (Lawley & King, P269). In life motivation will be needed to enhance the workforce in various ways, many organisations will use motivation to increase the percentage yield of an individual or to make an individual feel a part of the business or organisation. Incentives have a huge influence on behaviourist & extrinsic approach. In addition other aspects; humanist theorist, intrinsic approach, Taylorism and Fordism have a part in perception of motivation.

Providing recognition to employees that have met the expectations of the company and give small rewards such as a day off, Starbucks gift card or a flexible schedule is one of the many ways a company to get results. In France there is a company who has done remarkably well with motivating their employees in a pharmaceutical company. “Our experience suggests that bonus schemes can be very motivational and result in a ‘win-win’ for company and employees alike — as long as they are well designed and properly implemented. (Turner et al., 2007).” This company’s strategy was to be fair across the board and allow the salespersons to make up to 40% in bonuses. Their process was known as the “Commitment Process” which aligns the interests of the individual and company harmoniously and incentive sales people to stretch their performance and maximize sales results; this resulted in low turnover rate and the employees felt that they were valued employees. In Ayame’s position it would be to her benefit to find a company with these values or convince management to change their style or they would lose her as an employee and others who might feel the same way.

The purpose of this paper is to discuss motivation in the workplace. To have a successful company, employee must be motivated enough to work and get the job done. One way have success in the workplace is to define the morale and motivate employees. The human resource department or the manager are typically the personnel to identify the employees needs by either observing the generation, the psychological contract, or the main theories that were postulated by Victor Vroom (Vroom's expectancy theory), Abraham Maslow (hierarchy of needs), Frederick Herzberg (theory of motivation), Douglas McGregor (theory X and Y).

Motivation in the workplace is one of the major concerns that managers face when trying to encourage their employees to work harder and do what is expected of them on a day-to-day basis. According to Organizational Behavior by John R. Schermerhorn, James G. Hunt and Richard N. Osborn the definition of motivation is "the individual forces that account for the direction, level, and persistence of a person's effort expended at work." They go on to say that "motivation is a key concern in firms across the globe." Through the years there have been several theories as to what motivates employees to do their best at work. In order to better understand these theories we will apply them to a fictitious organization that has the following

Motivation is the complex forces starting and keeping a person at work in the organization.

Reward success. Attach compensation or other rewards to the achievement of the goals set by the team and team leaders. Give company wide recognition to individuals and teams, for performance achievements.

This topic was chosen as my research because I believe a company is nothing without its’ employees. In choosing this topic, it better helps me to understand motivation and how it is used to push employees, helping in the success in the business.

Motivation has been studied and analyzed and thus many theories address its role in the organizational structure. The main perspective on motivation or the willingness to perform are lumped in two types of theories the content and the process. Motivation itself has three components, direction (what option in picked when presented with options), intensity (the effort and strength of the persons choice in the direction component) and

It is universally acknowledged that remuneration is the key to drive the employees to be more productivity, enhance job satisfaction as well as the direction that determines the organizational behaviour of one. In the early 1900s, Taylor (1903) suggested that financial incentives were significant in improving efficiency of workers. However, the role of money has been revealed that it is not the sole factor to improve worker performance, while other factors need to be considered, as such human relations and social networks in the workplace, it is evident that these have become more important nowadays. Motivation defined by Kreitner (1995) is the process that gives behaviour purpose and direction. It is also defined as psychological drives which determine the behaviour, amount of effort put and degree of persistence in the face of obstacles (Kanfer 1990).

Now when we mention the importance of motivation it could be different for every environment. In this paper we will talk about the importance of motivation in an organization.

This essay’s aim is to analyse and establish an understanding of various motivation theories and their possible application within organisations. Along with implementing, the information related to motivation, this essay would demonstrate the importance of motivation and it is necessary for organisations to motivate their employees effectively

Motivation is all grounds which cause someone to conduct a specific action or to tend to accomplish certain goals (Hauser, 2014). The most important factors is motivation which influencing human behavior and performance.The Project teams commitment directly related with the level of motivation which directly affect the overall success of the company or organization. Employees motivation crucially decide organiazational success as they are the major resources of organizations. To achieve overall organizational goal organization should acquire clear understanding between employees and develop the factors of motivation to increase the performance (Wan Fauziah Wan Yusoff, 2013). Managers have to start a motivation program when they see result of a motivaton is a happyier worker. Increased output, cost reduced, increase profitability is an result of effective motivation (Davidmann, 1989). Through a study figure out that, most employees can keep their jobs without being fired by working only 25% of their total ability when motivated same workers working 85-90% of their total ability to achieve goals (Rodda, 1997). HRM practices working as a lever to increase the motivation of employees. They have few variables like- training, competition, promotion, performance appraisal, incentive, rewards, skill based compensation which are the number of efficient factors (Fey, 2009). Through job satisfaction and postive motivation Human Resource Management practices directly influnces