Motivation in the Workplace
Motivation in the Workplace
Nhu-Khanh Nguyen
Organizational Devlopment & Culture
November 10, 2010 Abstract
In today’s competitive marketplace, understanding what stems employee motivation and ways to improve organizational performance is critical. To ensure success, employers continuously strive to look for ways to maintain employees’ motivation and engagement towards the job. This is easier said than done. Individuals are motivated differently as they all come from different backgrounds. It is challenging for organizations to know exactly what the motivators are, and how to meet the needs of employees. Organizations rely heavily on motivation theories to distinguish what the motivation factors are for the employees. Together, findings and research suggests that companies will succeed if they possess happy, motivated, and engaged employees.
Motivation in the Workplace
“To succeed… You need to find something to hold on to, something to motivate you, something to inspire you (Dorsett as cited in Patel, 2009)”. In today’s competitive marketplace, motivation is the key for talent retention and job performance. In order to succeed, regardless what the economic environment is, the goal for organizations is to develop an environment that is engaging and motivating, where employees would want to stay (“Motivation in Today’s Workplace: The Link to Performance,” 2010). McShane & Von Glinow (2010) defines “motivation as the forces within a person that affect the direction, intensity, and persistence of voluntary behavior” (p. 132). The responsibility of motivation in an organization is threefold. It relies on the senior leadership, the direct manger, and the employee. Numerous factors are involved, including trust, engagement, values, job satisfaction, achievement, acknowledgement, and rewards. It truly is a 50-50 relationship between the employee and the employer to enhance the power of engagement in the workplace (“Motivation in Today’s
Nhu-Khanh Nguyen
Organizational Devlopment & Culture
November 10, 2010 Abstract
In today’s competitive marketplace, understanding what stems employee motivation and ways to improve organizational performance is critical. To ensure success, employers continuously strive to look for ways to maintain employees’ motivation and engagement towards the job. This is easier said than done. Individuals are motivated differently as they all come from different backgrounds. It is challenging for organizations to know exactly what the motivators are, and how to meet the needs of employees. Organizations rely heavily on motivation theories to distinguish what the motivation factors are for the employees. Together, findings and research suggests that companies will succeed if they possess happy, motivated, and engaged employees.
Motivation in the Workplace
“To succeed… You need to find something to hold on to, something to motivate you, something to inspire you (Dorsett as cited in Patel, 2009)”. In today’s competitive marketplace, motivation is the key for talent retention and job performance. In order to succeed, regardless what the economic environment is, the goal for organizations is to develop an environment that is engaging and motivating, where employees would want to stay (“Motivation in Today’s Workplace: The Link to Performance,” 2010). McShane & Von Glinow (2010) defines “motivation as the forces within a person that affect the direction, intensity, and persistence of voluntary behavior” (p. 132). The responsibility of motivation in an organization is threefold. It relies on the senior leadership, the direct manger, and the employee. Numerous factors are involved, including trust, engagement, values, job satisfaction, achievement, acknowledgement, and rewards. It truly is a 50-50 relationship between the employee and the employer to enhance the power of engagement in the workplace (“Motivation in Today’s