Introduction to Motivation

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Wilma Rudolf was dejected after doctor told her that she will not be able to put her legs on ground and she would no more be able to walk and run like normal person. Her dream to be fastest lady on earth seemed to be fading away and then a magic turned everything upside-down.

Sachin Tendulkar was once told to quit cricket,but today we hardly know about this story simply because Tendulkar is itself the name of success .

We all know about Thomas Alva Edison as a great scientist but we hardly know about his story of failures.

Every successful person had a bad patch in his or her life .What was it that made Thomas A. Edison a great scientist even after several failures ,what made Tendulkar a great living legend, what was the magic that changed the life of Wilma Rudolf ;it was nothing but MOTIVATION.

We all want to achieve something in our life and for our dreams to come true, we need to have fire in our belly ,the true hunger for success. The story doesn’t end here; circumstances are rarely favourable for working on desires and then we need motivation to drive us to right path.Motivation may be explicit or may be sometimes implicit. Motivation may be internal or may be external.

World is changing proportionately with rapid changing needs of individuals, Business which is very much dependent on consumer’s need, has to therefore cope up with this change . And this is the greatest challenge before modern business today. Companies need to be flexible in its operational and management approach to cope up with such changes. Henceforth employees working in companies have to be motivated consistently in order to channelize their potential for achievement of organizational objectives. Those organizations face the problem of high attrition rate who fail to motivate their employees. There's often a single element that differentiates companies with enthusiastic employees from those that suffer high rates of dissatisfaction and turnover: motivation. While there's no formula for becoming an effective motivator, maintaining open lines of communication is a good start. Your willingness to answer questions, provide feedback and encourage creative expression can be a catalyst for new ideas. Frequent praise and recognition are also critical. On a regular basis, let your employees know in sincere and meaningful ways when they've done a good job. Here are some additional tips to consider.

Celebrate Accomplishments

A simple thank-you note or public praise at a group meeting will increase an employee's confidence, while a staff lunch at the conclusion of a major project can help build team spirit. The impact of showing appreciation for a job well done is tremendous - a recent survey commissioned by our company revealed that lack of recognition is one of the primary reasons employees quit their jobs.

Criticize Carefully

When you must criticize, do it privately and keep the discussion performance-based, not personal. Be consistent and evaluate all employees according to the same set of standards.

Set Clear Expectations

Conduct regular performance appraisals so employees understand what's expected of them. Instill confidence and enthusiasm by noting an employee's strengths and special skills, not just his or her perceived weaknesses.

Establish a Mentoring Program

Mentoring helps new hires become acclimated quickly and efficiently, and demonstrates your commitment to their professional development.

Staff Strategically to Prevent Burnout

Bringing in extra help during peak workloads enables full-time employees to concentrate on special projects, while temporary workers focus on day-to-day matters, or vice-versa. This staffing method keeps existing staff from working excessive overtime and increases the quality of work. There is no one-size-fits-all approach to motivation. A combination of techniques that matches the unique needs and personalities of your employees will have the most...
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