Motivational Factors

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This paper will explore and discuss the motivational factors that managers must be proficient with in order to accomplish the organization’s goals and objectives. This exploration and discussion will include aspects of different theories to understand how motivation affects the accomplishment of the organization’s goals and objectives. This exploration will be emphasized and interconnected with motivational theories to increase the success of today’s organizations and explain the impact managers have on the success of their organizations. In addition, this explanation will discuss how motivation is initiated and how this affects the personal and organizational goal settings. Implications and conclusions will be drawn from the application of ample discussion setting forth a better management practice that strengthens the understanding of the need of more motivation in today’s organizations.

Motivational Factors and Organizational Goals Accomplishment Managers must consider many motivational factors to motivate their employees to perform at their highest ability. Motivation has internal and external forces, which influence employees’ behavior. “Motivation refers to the forces either within or external to a person that arouse enthusiasm and persistence to pursue a certain course of action” (Daft & Marcic, 2010, p. 404). Any person who is successful in whatever they are doing it is very likely due to set goals. Goal Setting is extremely important to motivation and success.

Motivating employees is beneficial for both managers and employees because it enhances productivity and the accomplishment of the organizational goals. In order to achieve these goals, employees need to be well trained and motivated by managers which are the key factors in the success of this task. Employees are the most important assets and they are human being first and then the employees. For that reason, they must be treated fairly and with dignity. This is one of the most prominent motivating factors in any organization. Leaders and managers need to earn the respect of their employees in order to excel in their task. Departing from the premise of treating others with respect and dignity, employees will react in the same way. Managers can show respect to their employees by assigning them tasks that they are best suited for them. Every employee has a unique set of skills and talents that are an enormous resource for managers. Managers by communicating employees’ strong points will motivate them to accomplish their task resulting in a higher level of job satisfaction. It also builds the employee’s self-esteem and confidence leading to very strong and loyal employees. This starts a cycle of self-motivation and confidence that continually builds upon its own momentum if carefully managed. Organizations with this type of management achieve their organizational goals with ease.

Everything starts with a common cycle of motivation that needs to be fulfilled to attain the motivation desired of the employees. Figure1 shows this cycle.

Figure 1. A simple model of motivation. This figure illustrates the basic elements of human motivation: need, behavior, and rewards. Source: Daft, R. (2008). Management. (8th ed). Mason, OH: Thompson South-Western, p.522, exhibit 16.1. Need

The basic element of the motivational process in management starts with the satisfaction of employees’ needs. While motivation is universal and each employees needs are unique, managers must focus on identifying what needs are important to each individual in order to satisfy these needs and encourage the motivational environment within the organization. It is important that “managers take into account theories that will provide them a full understanding of motivation and its implementation in the workplace” (Patterson, 2007, p.57). For instance, Maslow’s hierarchy of needs theory proposes that within every person there are needs that must be...
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