PSY 320 Workplace Motivation Paper
Workplace Motivation
Benjamin Enuma
PSY/320
February 9, 2015
Thomas Grebouski
The dictionary Webster's defines motivation as “something inside people that drives them to action.” Motivation (Extrinsic and Intrinsic) plays the essential, but different roles of inspiring and compelling employees to do their tasks and be productive. Using a real-life example, this paper will examine the impact of different motivational strategies on productivity in the workplace, organization's efforts to improve employees’ performance, employees' opposition to increasing productivity, and the management's idea of motivation and its practices. It will conclude with the consideration of the effects of applying motivational theories not currently …show more content…
It appears some organizations are using obsolete forms of extrinsic motivators. For instance, when management pays excessive bonus on achievement of target it encourage employees to go after their target at all cost. This may yield some short-term results but eventually lead to employees’ resistance and demotivation. Employers demand results, and often times the employees are pressured to do everything possible to deliver. The monetary incentive is usually very attractive and this seems to be the only driving force motivating employees to achieve targets. The business gives the impression that it is a win-win situation as employees share bountifully from the profits made. The common mantra is “the more you deliver the more money you make”. Hence, the target just keeps getting bigger and bigger, until frustration and desperation set in for the employee. At this stage, the monetary factor that used to be a motivating source would become de-motivating to him. The normal reaction would be resistance and apathy to increase …show more content…
Employees can be positioned for higher productivity through the provision of extrinsic motivators such as job security, salary fixation, reward for good work, recognition, a specially tailored compensation, and fringe benefits etc. However, intrinsic motivators play more critical role in the quality of work produced. To make the employee more loyal & produce quality job, it has been suggested that more attention be given to intrinsic motivators.
The best way to ensure employees’ commitment and quality of work is to identify and properly address the intrinsic factors that motivate them and bring out their best. Where employees are given “opportunities for self-actualization they are likely to remain with the organization and the company image is consequently improved and enhanced.” Seeing that everyone has individual personality, there are many different ways one can be motivated. Some are self-determined individuals with inner drive and passion to be the best at what they do just because they would like to be the greatest. Applying new motivation theories not currently in practice provides an avenue for leaders to “examine alternate avenues of approach before making decision that affects the individual and organizational
Benjamin Enuma
PSY/320
February 9, 2015
Thomas Grebouski
The dictionary Webster's defines motivation as “something inside people that drives them to action.” Motivation (Extrinsic and Intrinsic) plays the essential, but different roles of inspiring and compelling employees to do their tasks and be productive. Using a real-life example, this paper will examine the impact of different motivational strategies on productivity in the workplace, organization's efforts to improve employees’ performance, employees' opposition to increasing productivity, and the management's idea of motivation and its practices. It will conclude with the consideration of the effects of applying motivational theories not currently …show more content…
It appears some organizations are using obsolete forms of extrinsic motivators. For instance, when management pays excessive bonus on achievement of target it encourage employees to go after their target at all cost. This may yield some short-term results but eventually lead to employees’ resistance and demotivation. Employers demand results, and often times the employees are pressured to do everything possible to deliver. The monetary incentive is usually very attractive and this seems to be the only driving force motivating employees to achieve targets. The business gives the impression that it is a win-win situation as employees share bountifully from the profits made. The common mantra is “the more you deliver the more money you make”. Hence, the target just keeps getting bigger and bigger, until frustration and desperation set in for the employee. At this stage, the monetary factor that used to be a motivating source would become de-motivating to him. The normal reaction would be resistance and apathy to increase …show more content…
Employees can be positioned for higher productivity through the provision of extrinsic motivators such as job security, salary fixation, reward for good work, recognition, a specially tailored compensation, and fringe benefits etc. However, intrinsic motivators play more critical role in the quality of work produced. To make the employee more loyal & produce quality job, it has been suggested that more attention be given to intrinsic motivators.
The best way to ensure employees’ commitment and quality of work is to identify and properly address the intrinsic factors that motivate them and bring out their best. Where employees are given “opportunities for self-actualization they are likely to remain with the organization and the company image is consequently improved and enhanced.” Seeing that everyone has individual personality, there are many different ways one can be motivated. Some are self-determined individuals with inner drive and passion to be the best at what they do just because they would like to be the greatest. Applying new motivation theories not currently in practice provides an avenue for leaders to “examine alternate avenues of approach before making decision that affects the individual and organizational