Motivation of Employee

Motivation of Employee People join and work in organization to satisfy their needs. They are fascinated to organizations that have the funds of rewarding their wants. These wealth are called “incentives (compensation, benefits)” (M. Maccoby, 9) of rewards; organizations use them to initiate people to contribute their efforts on the way to achieve organizational goals. The continued existence of an organization depends on its capability to attract and stimulate people to accomplish these individual and organizational goals. Motivation is defined as a goal-directed behavior. It concerns the level of endeavor one exerts in pursuing a target. Managers are concerned with this concept because it is directly connected to employee satisfaction and job performance: “The job of manager in the workplace is to get things done through employees. To do this the manager should be able to motivate employees. But that’s easier said than done! Motivation practice and theory are difficult subjects, touching on several disciplines”. (http://www.accel-team.com/motivation/index.html) Worker motivation is a key concern of managers as well as psychologists because motivation is closely related to the success of an individual, an organization, and society. Motivating employees is becoming progressively more compound and complicated, as people become enhanced educated and economically more independent; the conventional means of motivation, such as official authority and monetary incentives, become less efficient. However, managers still have the responsibility of motivation their workers toward the attainment of organizational goals. To meet this responsibility, they should understand how and why people are motivated to work in organization and be equipped with a set of principles that can be applied to employee motivation.
Why are some people better motivated than other? According to Paul J. Champagne and R. Bruce McAfee "Motivating Strategies for Performance and