Employee Motivation at Workplace
ABSTRACT
The purpose of writing this paper is to examine work motivation and show why organizations should have a motivated work force. Motivation is central because it determines the time and effort people put into their work to help achieve company goals.
It shall try to explain why individuals with similar abilities and different levels of motivation won’t necessarily produce similar results. Some will care about their tasks and others simply wont. Managers should therefore make sure that employees are motivated enough to help the organization meet its goals because de-motivated employees hinder achievement of those goals.
Organizations that ignore employee motivation have ultimately paid the price and because of that, some have adopted motivation programs which have paid off handsomely for them and ensured effectiveness in the organization.
This study suggests that future managers should motivate their employees from the word go rather than choose to wait for something bad to first happen.
INTRODUCTION
According to James. R Linder (1998) a motive is an impulse that causes a person to act. Motivation is an internal force that drives a person move toward a personal or organizational goal. According to Jennifer M. George and Gareth R. George (2008) p181, it includes 1) direction of behavior, which is behavior a person chooses to use. 2) Level of effort, which is how hard someone works. 3) Level of persistence, which is how hard someone keeps behaving despite obstacles faced.
Motivation is one of the many factors that affect job performance and because of that a high level of motivation will not necessarily lead to high performance on the job. Therefore they shouldn’t assume that low or high performance is as a result of low or high motivation otherwise they will miss the actual cause Jennifer M. George and Gareth R. George (2008) p184
The job of a manager in the workplace is to get things done through employees. To do this the manager
The purpose of writing this paper is to examine work motivation and show why organizations should have a motivated work force. Motivation is central because it determines the time and effort people put into their work to help achieve company goals.
It shall try to explain why individuals with similar abilities and different levels of motivation won’t necessarily produce similar results. Some will care about their tasks and others simply wont. Managers should therefore make sure that employees are motivated enough to help the organization meet its goals because de-motivated employees hinder achievement of those goals.
Organizations that ignore employee motivation have ultimately paid the price and because of that, some have adopted motivation programs which have paid off handsomely for them and ensured effectiveness in the organization.
This study suggests that future managers should motivate their employees from the word go rather than choose to wait for something bad to first happen.
INTRODUCTION
According to James. R Linder (1998) a motive is an impulse that causes a person to act. Motivation is an internal force that drives a person move toward a personal or organizational goal. According to Jennifer M. George and Gareth R. George (2008) p181, it includes 1) direction of behavior, which is behavior a person chooses to use. 2) Level of effort, which is how hard someone works. 3) Level of persistence, which is how hard someone keeps behaving despite obstacles faced.
Motivation is one of the many factors that affect job performance and because of that a high level of motivation will not necessarily lead to high performance on the job. Therefore they shouldn’t assume that low or high performance is as a result of low or high motivation otherwise they will miss the actual cause Jennifer M. George and Gareth R. George (2008) p184
The job of a manager in the workplace is to get things done through employees. To do this the manager
References: 1. Myron Curry, (2004) - Effective ways to Motivate Employees 2 3. Richard Lowe, Jr. (2002) – Motivating Employees 4 5. Mareike Wieth and Bruce D. Burns (2000) – motivation insight versus incremental problem solving 6 Richard M. Ryan and Edward L. Deci (2000) – intrinsic and extrinsic motivations: classic definitions and New Directions. 7 Charlie Corry, (2006) - Equity Theory and Employee Motivation 8 Jennifer M 9. David Javitch. (2005) – How to prevent and rescue burnt out employee’s 10