Concept of Motivation
Motivation is an important factor which can increase the efficiency in an organization. People need to be motivated in order to use organizational resources effectively. The ability of the manager to motivate his/her workers affects their performance (productivity). Motivation is an effective tool in the hands of management in stimulating the labor force. Motivation increases the eagerness of the employees to work, thus increasing productivity and value of the organization.
We all start a new job with lots of eagerness and enthusiasm to do well. But over time, due to bad company guidelines and poor work settings, many of us lose our drive and excitement.
Each individual has different set of needs and essentials,
…show more content…
Also, Theory Z workers have a high need to be supported by the company, and highly value a working environment in which such things as family, cultures and traditions, and social institutions are regarded as equally important as the work itself. These types of workers have a very well developed sense of order, discipline, moral obligation to work hard, and a sense of cohesion with their fellow workers. Finally, Theory Z workers, it is assumed, can be trusted to do their jobs to their utmost ability, so long as management can be trusted to support them and look out for their well-being (Massie & Douglas, 1992).
Management Theories for Motivational Management Principles
According to Dolan, Simon & Lingham, Tony (2012), there are three classifications of theories of motivation. They combined them and listed them in Table 3.1 (section3.3) starting with is Content Theories (e.g., Maslow’s Needs Hierarchy) that “assume that behavior attempts to satisfy needs/address the questions of what needs trigger motivation.” The next classification is Process Theories (e.g., Locke’s Goal-Setting) that are characterized as “behavior is rational and involves cognitive thought processes/Address the question of why people behave as they do.” The last classification is
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).
Motivation is the process of operating organizational conditions which will impel employees of any emotion or desire operation one’s will and prompting or driving at it to action.
Motivation at work stimulates the interest of a person in an activity. Motivation at works is very complex because there are multiple motives operating at the same time. Goals motivate and guide workers' behaviors. Specific goals are better than general goals and little difficulty is better than easy goals. The degree of expectancy determines how much effort is put forth, people will work hard if they expect the effort will pay off. Increased job enrichment which includes more control at work and a high number of tasks to perform leads to high motivation. Stress on the job reduces motivation and productivity. The specific needs to achieve and
An aspect of motivation that was answered early on in research was learning to understand individual needs. In early research, it was believed that employees worked or were motivated to do so based upon their needs; they were motivated to satisfy their needs in other words. There are four main need-based theories of motivation include: Maslow’s Hierarchy of Needs, the ERG theory, Herzberg’s Dual Factor Theory, and McClelland’s Acquired Needs Theory (Carpenter, Bauer, Erodgogan & Short, 2013).
Another theory of motivation is the arousal theory. Arousal theory suggests that motivation is related to arousal, which is related to stimulation. A person will be motivated to do something they like to be positively aroused, or be motivated to avoid
Motivation can be defined as psychological forces that determine the direction of a person’s behaviour in an organization, a person’s level of effort and persistence in the face of obstacles (Jones & George, 2016). It is also the work a manager performs to induce subordinates to act in the desired manner by satisfying their needs and desires. It is concerned with how behaviour gets started, is energized, sustained and directed towards attaining a goal. It is characterized by being personal and internally felt, complex as it differs between individuals, system oriented, positive or negative based on the implications and instruments used (Gupta, 2017).
Motivation is the willingness to exert high levels of effort toward organizational goals, conditioned by the effort's ability to satisfy some individual needs (Robbins, 168). For some business analysts, employee motivation is a good way to increase productivity in an organization. When people get motivated, they will have a reason to put more efforts on what they are doing. Motivation is a crucial management tool in lifting the organization's work force's ability. There are many different ways to motivate employees. Employers can motivate their workers as individuals, groups, teams, or the organization as a whole.
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.
Discussed in this essay are two types of motivation theories; Content theory which tries to identify specific needs that motivate people and Process theories which is based on developing models relating needs, motives and
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.
The term motivation refers to two different ideas. Motivation is an internal state that leads to the fulfilment of objectives. Personal motivation affects the direction, depth, and persistence of effort. From a manager’s point of view, motivation is the process of getting people to fulfil objectives. Both concepts have an important meaning in common. Motivation is the expenditure of effort to accomplish results. The effort results from a force that
It is a manager’s job to drive and support motivation through the organization of resources, by directing and controlling employee behavior (McGregor, 2000, p.2).
Motivation is the desire to behave in a particular way or the willingness to do something. Motivating within a workplace or an organization is defined as “psychological processes that cause the arousal, direction, and persistence of voluntary actions that are goal directed”. Organizations depend on their employees and managers to work towards their mission and goals. In order to achieve the common goals organizations incorporate motivational factors which promotes and meets the expectations as well as the needs of employees. Also, to promote learning and productivity, organizations initiate motivation among employees. Organizations face the dilemma of sustaining employees due to lack of motivation because employees wrestles to balance work life and their personal life. Organizations try to develop motivational strategies that help increase productivity and performance, and has a significant effect or impact on the management and on the employees. Google is one such organization which is known for its motivational factors of different forms. However, there are advantages and disadvantages of motivation. There are also ways in which attempts to motivation incorporated within an organization can go wrong. Therefore, organizations need to learn the importance of motivation and its effect on productivity. Organizations also need to sustain job satisfaction of employees by adjusting the job design and the job task.
Nowadays, organizations’ results are heavily dependent on employees’ work motivation: motivation is the key to achieve high levels of performance, it makes employees put effort into their work, be engaged and achieve results.
There are many more theories about motivation; however they all emphasize a similar set of relationships. This is to say that there are many similarities between them. Take for example: between the Hawthorne Theory and the Expectancy Theory.