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A motivated employee might work harder than expected to complete the task, proactively find ways to improve the quality and efficiency of the work environment.
The key concepts of motivation are as follows Motivation is an inferred reason of an observed behavior.
Workplace Environment and Employee Performance. An employee's workplace environment is a key determinant of the quality of their work and their level of productivity. Article on How to lead to highly motivated employees by Management and Hospitality Consultants specializing in training,people management,human resources strategies, employee motivation,Customer Service Viewpoints Forum. “Motivation is the act of stimulating someone or oneself to get desired course of action, to push right button to get desired reactions.” The following are the features of motivation.
Although it can be directly measured by using various tools like surveys or meetings, the reliability of such methods is questionable due to individual personality differences; the employee might not provide accurate feedback. Instead, we analyze the situations surrounding the individual, observe his response and then attempt to deduce the motivation responsible for the response.
A positive direction refers to the act of choosing one of many choices that bring the individual closer to the goals.
High motivation is a significant contributor to an exceptional performance. The effectiveness of an individual in an organization depends on few key factors, his ability to perform the assigned task, a healthy work environment and a reason that drives the individual to exceed the expectations.
Skills and abilities can determine whether an employee is capable of performing a task. Deficiencies in skills can be managed by appropriate trainings, on the job coaching, matching the skills against different available tasks or roles; similarly the work environment can be improved by providing better resources and facilities.
However, motivating employees is complicated since it depends upon individual needs, aspirations and core values; it is significantly more challenging compared to task or project management.
Needs — the fundamental ingredient of individual motivation A need is something that an individual values and wants to achieve it. It is the basic foundation of a motivational Employee motivation what needs to be.
Deficiencies usually imply needs, however the continued effort required to keep the need satisfied is a need in itself. Sociological needs refer to the desire of affiliation to a social group, the need to physically interact with other individuals. Intrinsic Motivation Intrinsic motivation focuses on factors that are inside a person and are based on individual needs.
A self motivated person seeks to exceed expectation because he likes to perform the task; the work design matches the skill or expectation. Or he feels challenged by it; thereby its successful completion satisfies his ego and serves a purpose higher than the task itself. One fundamental issue with intrinsic motivation is ability to identify the needs and to measure the effectiveness of the factors, since these factors are only inferred through observation of the reaction of the applied stimuli.
This can be explained through individual differences, some individual might have more open and clear response, while others might be better at keeping the feelings to themselves. Some of the classical need based theories are presented below, but instead of following the usual chronological order, they are presented in the order that makes their application more intuitive.
The Hygiene factors are the needs that are required for employee satisfaction and their elimination would certainly result in lack of motivation or dissatisfaction. Hygiene factors are not directly related to the nature of the job, but are related to its derivatives, like salary, designation, job security, physical work environment and safety, HR policies, work schedule, paid leaves and interpersonal relationships.
The motivation factors are intrinsic to the job content and responsible for adding meaning to the work. It comprises of factors like feeling of achievement, prospects of career growth, increased responsibility and decision taking roles, interesting work, rewards and recognitions etc.
An employee satisfaction can be formulated using the hygiene-motivators along the two edges of a grid as shown in the figure. It presents four distinct levels of employee satisfaction: When the job is neither able to meet basic necessities nor offers any hope for future, the employees are bound to feel discouraged and depressed in their work.
The job promises a lot for the future but fails to provide a competitive salary or good work environment; the employee will be disillusioned and discontented with his job. Although the job provides for basic necessities like good salary etc but only promises stability in long term association with the organization, the employee will most likely will be satisfied but not motivated to perform more than expected.
When both motivation factors and hygiene factors are adequately present in the job, the employee is highly motivated. It is a sub-category of hygiene factors. It is the need to relate to other individuals, need for social communication and social identity.
Again, this is a sub-category of hygiene factors since lack of social interaction will cause dissatisfaction. Suppose the employee is unable to move to next level, perhaps due to company policies or nature of job, his priorities would regress and he would begin to expect more pay, more social interactions etc.
Learned Needs [McClelland] McClelland believed that many needs are learned from the culture of the society, and are based upon the cultural and social values. Hence these are required for the social status of the individual. Following are the three learned needs: It is analogous to relatedness and is a hygiene factor.
Individuals with high desire to accomplish goals and outperform their own previous records tend to have high need for achievement. Such individuals have some very peculiar characteristics, they expect immediate and specific feedback about their work since it helps them to track their own performance.
To some degree, they are workaholic and tend to be preoccupied with their work even when they appear to be performing unrelated tasks. These individuals are self motivated and tend to assume personal responsibility for the successful completion of assigned task.
Interestingly, high achievement individuals fail to make good executive managers since they lack some crucial leadership traits.Employee motivation, i.e.
methods for motivating employees, is an intrinsic and internal drive to put forth the necessary effort and action towards work-related plombier-nemours.com has been broadly defined as the "psychological forces that determine the direction of a person's behavior in an organisation, a person's level of effort and a person's level of persistence".
Reward systems serve several purposes in organizations. Effective reward systems help an organization be more competitive, retain key employees, and reduce turnover.
Reward systems also can enhance employee motivation and reinforce the image of an organization among key . Why Employee Motivation Is Important (& How to Improve It) Employee motivation is a critical aspect at the workplace which leads to the performance of the department and even the company.
Motivating your employees needs to be a regular routine. Incentive Schemes, Employee Motivation And Productivity In Organizations In Nigeria: Analytical Linkages plombier-nemours.com 34 | Page.
Needs motivation theories. According to needs theories of motivation, motivation is 'the willingness to exert high levels of effort toward organizational goals, conditioned by the effort's ability to .
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