Getting the Best out of Employees

Employee motivation is, or at least must be, one of the key issues for directors, managers and personnel managers. The leader must be able to find the sensitive strings of his subordinates, which can be motivated by influencing them to achieve high performance. The correct use of motivation encourages staff to make more efficient use of their knowledge, skills, and talents. In today's turbulent, often chaotic environment, commercial success depends on the employee's talent and effort. Despite the many existing theories and practices, some of the motivation of leaders today remains a mystical term. This is partly due to the fact that people are motivated by different things and techniques.

Motivation is derived from an internal force that provides an individual the opportunity to achieve their needs or goals. People are motivated by a variety of things and often have different motivating factors. Employers should be mindful of individual motivating factors when attempting to motivate staff to increase performance. While some people may be motivated by money, many are motivated by things like: recognition, promotion, and increased responsibility. Once an employer has identified motivating factors they are able to analyze a variety of motivational theories to design and implement a program that will motivate employees to go above and beyond what is expected of them.

The biggest problem to a manager is managing employees. This is because employers often do not know how to handle their employees. An effective manager knows that motivation is a difficult skill to acquire. So over the years, many theorist have studied motivation in order to

Motivational Theories are important to management today because employers and managers need to know what drives the employees to perform at their best, and why. As Hersey explains, “If we are to understand, predict, and influence behavior, we must know what our employees really want from their jobs. Only then can we appeal to their strongest motivations and increase the probability of meeting both professional and organizational goals”

People are motivated by different rewards and therefore, a manager must know each employee’s reason to why they are working at the organization (Ivancevich, Konopaske and Matteson, 2014). Even though there is no best theory of motivation as a manager you have to work even harder to try and understand all your personnel’s motivation (Ivancevich, Konopaske and Matteson, 2014). One aspect of the motivational construct is for certain, the best way to influence individual performance is to have a reward system (Ivancevich, Konopaske and Matteson, 2014). This reward system can also attract outside talent to come and work at the

Maintaining employee morale and employee motivation with goals for the employee along with company goals help to influence the employee to increase their performance capabilities to accomplish a higher level of productivity. “It’s important to set goals both for your employees to achieve for you to accomplish as the owner to ensure a happy workplace. For instance, one of your goals could be to establish a successful employee recognition program or to increase employee productivity (which is related to motivation) by 20 percent over the next year. Customer experience consultant Chris Bailey states you should treat your employees like your customers.” (Management Goals & Objectives, 1). Employee motivation ranges from good working conditions, job security, feeling of belonging, self-esteem, employee recognition, opportunity for advancement, and realizing their full potential.

Generally, motivation is defined as “the intention of achieving a goal, leading to goal-directed behavior which is reflected at the end of a project” (Whittington and Evans, 2005). Motivation therefore is a perceived drive that can be enforced into an employee and can either make the employee achieve or not to achieve the organizational goals and attain personal goals as the end results (Young, 2009).

In today ‘s working stressful environment, motivation is necessary for more productivity. Motivation is considered as force to achieve specific goals. In an organization a manager or leader should always motivate his/her subordinates to perform work. There are number of motivational theories given by social scientist. But we will focus on the five main theories which are given below:

Motivation theory examines the process of motivation. According to Amstrong (2006), it explains why people at work behave in the way they do in terms of their efforts and the directions they are taking. It describes what organisations can do to encourage people to apply their efforts and abilities in ways that will further the achievement of the organisation’s goals as well as satisfying their own needs. It is also concerned with job satisfaction-

Motivating the work force can be difficult to achieve and maintain due to all employees are not motived by the same thing. As Ken Sundheim (2013) points out some individuals are motivated by money and time off, while other are motivated by praise and recognition. Motivation is the tool that managers use to energize, direct, and sustain human behavior in the work place (Gomez-Mejia, Balkin & Cardy, 2016).

Motivation originates from the word "move" and represents the reasons for people 's actions, desires, and needs. Motivation can be considered as the arousal, direction and maintenance of human behavior towards attaining some goal (Greenberg, J. and Baron, R.A. in Buelens et al., 2011).Motivating employees is vital if employers are willing to achieve maximum performance and productivity. The company shall attach great importance on its staff incentive system to enhance the loyalty and professional dedication of staff.

Motivation plays an important role in an organization’s management. It is because a motivated employee can help the organization to increase the productivity. Not only that, a motivated employee is more cooperative, supportive and be punctual to work. Therefore, an organization should make sure that all of their employees are motivated in order to make the company to be more successful and achieve their goals and targets each year.

In today’s economy, businesses face evolving issues, and attempt to examine ways to obtain a competitive edge. The individuals behind these problem-solving issues are the managers within the company, whether they are first-line managers or top managers. One of the many goals of a manager is to motivate their employees, which makes the organization more efficient. Employee motivation is a very understandable concept, but the process of implementing this to your work staff is very complex. Employee motivation is very essential to running a successful organization, and managers need to find the best strategies to make sure that this is accomplished.

Employee motivation is one of the most critical functions in an organization. It gathers people together to get work done efficiently. Employee motivation influences every part of the business from the sales floor into corporate level offices. It is very important in an organization to have employees working as a team and towards the same goal. However, getting employees motivated towards their job is one of the most difficult tasks for managers. Every employee is first and foremost an individual. Each individual has their own needs and beliefs. It is the manager’s job to set a pleasant environment where everyone feels satisfied and needed within the organization.

Employee motivation is one of the major issues faced by every organization. It is the task of the manager to motivate his subordinates and also to create the “will to work” amongst his subordinates. In fact, a worker might be highly capable of doing work; nothing can be done if he is not willing to work. The manager has to make appropriate use of motivation to generate the interest amongst the employees.