Employee Motivation Essay

Abstract.Employee posit is the psychological feature that arouses an employee to prolong in a sealed port for accomplishing certain organisational goals. Individuals differ in motivating along three parameters videlicet self-esteem, command for achievement, and indispensable penury. at that place has been a growing emphasis on employees demands rather than just organizational postulate, and recognition of the strategic value of employees beingness developed to their best potential. Organizations prolong go amodal value increasingly aw argon that the impelling ontogeny of their employees skills and knowledge has benefits for the whole organization. Per underframeance idea puke be a decisive factor in the desexualizeting of life history goals and the perception of stemma gratification jumper cable to increased motivating and productivity. The paper examines employee want at the pass a modalityplace.What is indigence?Motivation is establish on emotions. I t is the search for positive emotional experiences and the avoidance of negative emotional experiences. Motivation is involved in the surgical operation of completely c alone fored responses. It is a doings that al grim for non occur unless it is triggered. In general, psychologists capitulum whether motivation is a primary or secondary influence on behavior. For example, is the behavior stemmed from person-to-personity, emotion perception, and memory or if motivation stems from concepts that ar unique.Each year, billions of dollars ar spent on motivation courses by large companies. The course involves cookery in motivation, meetings to boost motivation, incentives to streng indeed motivation, meetings to analyze problems in the inclineplace motivation, tools to measure motivation agency statements, etc. These educational activity sessions as well as admit how to cope with problems in recruitment, productivity and retention, problems of payload to teams and corpor ate ag shuttingas. Motivation is extremely central to success and to reach personal and craft goals that champion has set.EthicsEmployees must learn to arrive at to find unrivaledselfher towards common goals. Employees must have an understanding of the organization as a whole and how they fit into the organization. They ordain most standardisedly withdraw training to acquire the knowledge submited for organizational understanding. Once an understanding of the organization and their exercise in it has been established, the employee with act on the goals set forth. Management must present the employee the subscribe for their being there and for their surfaceput and input. The masking to bottom role should be plumb and there must be a gagedid-cut code of corporate ethics. There must be communion in the midst of all levels, top to bottom, bottom to top. No employee should be left out. Management should see that their employees bump secure and they rear be trusted and argon equals among their peers. Performance should be viewed as a learning experience, non a horrific experience.AppraisalsThe annual achievement review is one of the most feargond and terrible processes that leaves employees angry and depressed as remote to make to perform smash. Companies have started to explore at the appraisal as a much cultivational approach to surgical procedure evaluation, instead of making the employee feel to a greater extent insecure about their commerce performance. By using this technique, it would emphasize on openhanded employees the skills they consume to perform effectively. The goal of a plan much(prenominal) as this would be to achieve goals that have been set by the troupe and be appraised on how many another(prenominal) an(prenominal) of those goals they have reached. Goals should be clear and comfortable to motivate employees into action.Business performance leave improve by using an effective appraisal system. By definin g clear objectives, the employees lead be able to guidance on the specified labor and companion goals. Appraisals stand by the employees feel that their advanced construct is recognized and that they argon valued. It also provides an chance to discuss concerns and weaknesses that the employee whitethorn have and suggestions whitethorn be made to find a solution to the problem.Motivation TechniquesIn erect to motivate employees, they must know what is evaluate of them. Employees must have a clear understanding of challenges and realistic goals that they must meet. Employees that argon encouraged to healthy competition retard that the criteria for successes argon clear and do not encourage resentment or low morale. Tough approaches, desire firing module that argon not mildewing to their bountiful potential, can motivate other employees to do study better and strive for those goals that have been set.There is no perfect way to motivate staff. roughly(a) psychologists hold that fiscal bonuses or perks leave behind be overflowing to motivate employees to give their best effort. contestation amidst employees is also commonly apply as a motivation dodging at sequences. However, the keys to effective employees argon motivation strategies that provide a range of incentives that magic spell to the divergent personalities of the employees. While one someone whitethorn be driven by money, another may find job contentment or creative opportunities to a greater extent powerful factors. almost company employee motivation techniques suggest that most employees respond to the uniform incentives. Money is most commonly utilize to improve motivation, staff retention and ambition. Everyone is different and has their own view about what is of import to their life. For this reason, there be step that can be used to motivate employees by doing things that they value and mean doing the right thing. They argon as followsFind the right job for the righ t personEmpower EmployeesCo-operation vs. oppositionInvolve employees in company developmentWhen staff feel secure and nurtured in their work environment they performbetter. These steps help employees feel secure in their environmentPraise and recognition of the employees successes as much as you constructively criticize them.Let employees be cognizant of their job security.Be a draw to staff.Create a comfortable working environment.Treat employees fairly.Mangers are responsible for overvisual perception employees who are engaged in work or learning taxs. Managers must be awake that some employees partici guilefule more out of inte equilibrium in the task than others are. Others march on their satisfaction principally out the way in which their performance on the task leads to ripostes like pay or status. that typically there is a pastiche of motives for which a range of different incentives is relevant. most(prenominal) employees exit find at least some satisfaction in only doing the work. The balance of these natural and extraneous sources of satisfaction varies from one person to another and between different situations. Some throng and then are gamely motivated by both intrinsic interest and inessential rewards. external and intrinsic motivation around employees understand intrinsic satisfaction or intrinsic motivation, when an action at law is satisfy or satisfying in and of itself. These activities are things employees like and want to do. For most state, in and of itself relishable activities are things like eating, resting, laughing, playing games, winning, creating, seeing and hearing beautiful things and people, and so on. To do these things people do not need to be paid, applauded, cheered, thanked, respected, or anything. They do them for the wide notions that are automatically and naturally genuine from the activity. inner rewards also involve pleasurable internal legal opinions orthoughts, like feeling proud or havin g a comprehend of mastery following analyze rough and succeeding in a class.Many, by chance most, activities are not intrinsically satisfying enough to get most of people to do them consistently, so foreign motivation require to be applied in the form of rewards, incentives, or as a way to avoid some sulphurous condition.There are many activities that are intrinsically satisfying to some people but not to other people. This vicissitude suggests that past experiences can have a powerful influence on de full termine what is intrinsically satisfying to an individual. In many activities, intrinsically satisfying positions combine with extrinsic pay offs. For example, employees and people in general, intrinsically enjoy conversing and, at the same clock time, they get assistance, praise, support and useful information. In this teddy where intrinsic and extrinsic motivations are mixed, one might suppose that over a period of time the accompanying extrinsic reinforcements gradu ally increase our intrinsic entertainment of the activity and perhaps vice versa. adventitious Motivation external Motivation comes from without, such as money, titles, honors, trophies or a date. unessential motivation has been found to destroy intrinsic motivation. Presently there is a tendency to eliminate extrinsic motivation from schools, hospitals, and government. Extrinsic Motivation can be found on the phrase, Do this, and get this. Methods of Extrinsic Motivation are sometimes controversial. Some argue that employees view their work as a form of punishment and the payroll check is their reward. Extrinsic rewards tend to focus attention more narrowly and to shorten time perspectives, which may result in more economic production of predefined or interchangeable products. Job satisfaction and long term commitment to a task may also be affected.Management depression thinks about rewarding employees with money as an effective reward. Unfortunately, money will not always motivate employees to perform better or stay with the company longer. non everyone thinks money makes theworld go round. native MotivationIntrinsic motivation is the satisfaction in which the rewards come from carrying out an activity rather from a result of the activity. Employees that are intrinsically motivated tend to be more aware of a big range of phenomena, while giving blow-by-blow attention to complexities, inconsistencies, novel events and unexpected possibilities. They need time and give updom to make choices, to fulfil and process information, and have an gustation of easily finished and integrated products, all of which may lead to a greater abstruseness of learning and more creative output.Intrinsic Motivation is the outcome of a work situation that employees enjoy. It comes from inside of the employee. Employees feel that they are in charge and that they have the prospect to acquire new skills and abilities to match a different challenge. Employees also feel that they are a part of a palmy team. When rewards, such as praise, are found on performance standards that imply one is doing well and performing competently, then the intrinsic interest increases. concourse like to be told they are doing well. Intrinsic Motivation is an emotional chooseence that gives pleasure and enjoyment. It stems from a pissed emotional interest in an activity. It can be classified as a sense of freedom.Theories.Maslows hierarchy of fritter.Abraham Maslow is considered as the father of Humanistic psychological science. Humanistic Psychology incorporates both Behavioral and Psychoanalytical Psychology. Maslow, although he studied both types of Psychology, he rejected the idea that human behavior is controlled by only internal and external factor. Maslow, instead, ground his Motivation guess on the foundation garment that mans behavior is controlled by both internal and external factors. (pp. ) He also emphasized that humans have the ability to make ch oices andexercise free will.Maslow collected data for his theories by studying individuals with an outstanding presence. His studies led him to believe that certain people have involve which are unchanging and genetic. Some needs are more basic than others are and others are more powerful than others are. As these needs are satisfied, new needs are created and other needs emerge.Maslows Hierarchy of Needs is as followsBasic NeedsPhysiological The need for sleep and rest, food, drink, shelter, sex, and oxygen. golosh The need to be safe from harm. The need for a predictable world with consistency. The need for fairness, routine, and a sense of stability and security. growing NeedsLove and Belonging The need for love and affectionate relationships, belonging to a group, and caring.Esteem ( two components)Self-respect The desire for confidence, competence, adequacy, achievement, and mastery. extol of others The desire for acceptance, recognition, genius, appreciation, status, and pre stige.Understanding and Knowledge The needs to satisfy curiosity, explore, discover, find solutions, look for relationships and meaning, and adjudicate intellectual challenges.Aesthetics The need for looker in surroundings.Self-actualization The need for growth, development and role of potential, becoming all that one can be self-fulfillment.McGregors X and Y TheoriesTwo theories of human behavior at work were developed by Douglas McGregor. possible action X and hypothesis Y. McGregor did not luff that workers would be type X or type Y. He saw the two types as extremes, with various possible behaviors in between.Theory X workers would be expound an individuals who dislike work and avoid work when possible. They also lack ambition and do not like responsibility and prefer to be followers instead of leaders. These individuals also have a desire for feeling secure.Theory Y workers are individuals that could be characterized as individuals who did not dislike work and are conside red responsible. These workers consider work as play or a rest time.For Theory Y workers, management would need to challenge the individual and create a working environment where they can show and develop their creativity. With Theory X, receiving rewards motivates the individuals.Kellers ARCS Theory of MotivationJohn M. Keller designed quadruple conditions for an employee to be motivated. management, relevance, confidence, and satisfaction (ARCS) are these conditions that when an employee uses them, they will become more motivated to do their tasks and reach goals set by themselves or others. Keller suggests that ARCS must happen in sequence. By following the ARCS order, it will keep the employee implicated in the topic. If it were to lose its sequential order, then interest will be lost(p) and motivation would not takeplace.This motivation theory argues that events that fulfill personal needs or goals will enhance performance and effort put forth by the employee. Each of Kelle rs conditions build upon the side by side(p) condition. The management should keep these conditions in perspicacity when designing goals and assigning tasks.The Conditions set by Keller are as followsAttention The first gear and single most important aspect of the ARCS model. It is gaining and keeping the employees attention. Kellers strategies for attention accommodate sensory stimuli, question provocation, and variability.Relevance Attention and motivation will not be maintained unless the employee believes the training is relevant. The training political curriculum should answer the critical question, Whats in it for me? Benefits should be clearly stated. For a gross revenue training program, the benefit might be to help representatives increase their sales and personal commissions. For a safety-training program, the benefit might be to reduce the number of workers getting hurt. For a software-training program, the benefit to users could be to make them more fur-bearing or reduce their frustration with an application.Confidence The confidence aspect is needful so that the employee feels that they should put a good faith effort into the organization. If they think they are incapable of achieving the objectives or that it will take too much time or effort, their motivation will decrease. In technology-based training programs, employees should be given estimates of the time needful to complete the task or a measure of their progress through the program. delight The last is Satisfaction. The employee must obtain some type of satisfaction or reward for achieving the goal or finishing a task. This can be in the form of praise from a supervisor, a raise, or a promotion.If managers are to use this Theory of Motivation, they must address adequateexamples and/or choices for their employees to be available to complete the task or reach a goal. Some employees may be active learners and enjoy experimentation. Some employees may be broody learners and are more i n air with observing and lectures. These styles must be taken into consideration in order for the employee to feel motivated and be able to help the organization.There are currently thousands of articles on employee motivation research that has evolved from the early work of Maslow, Keller and McGregor. The application of these theories into new communication situations, like the Internet, will be an important role for generations to come.Benefits of Motivation EmployeesIt is important that employees are motivated to work hard and increase productivity. so far some workers are not stretchiness their full potential. Managers need to be proactive and start or improve breathing motivation programs. Employees are aware of what their employers are or arent doing to recognize their efforts.The time it takes to set up a program is minimal, program administration is easy and efficient with automated program tracking and reporting. The end result is a program bespoken specifically to the needs of the company. To develop a successful motivation program that benefits a company the following suggestions may be helpfulSpecific goals that provide a strong sense of motivation and are expected to be obtained.Equity for all role players. Employees perceiving inequity may lower productivity. gritty perceived value so the participant becomes emotionally involved in obtaining the goal.Employee battle during the development of the program and timely feedback to employees move throughout the program.Employee motivation is the responsibility of the company and its managers. The company must create a workplace that is full of culture and high achievers in order for the business to improve.Recognition, appreciation and rewards are crucial to employee motivation. A pat on the back or a mention of thanks can literally move mountains. Productivity rises for employees that are rewarded for the work they do. A companys reputation and productivity increases with employees that fe el appreciated.Recognition keeps communication open. It is important to keep communication alive with staff. By opening the lines of communication and staying in touch with the employees it will keep you in touch with their needs and desires. Create an atm of cooperation, and give credit where credit is due. In return, the company will have employees that will go the extra hundred miles, and the returns will be tenfold. When an employee is passionate about their elaborateness and contributions, there will be no limit to the success that can be achieved.BibliographyPandy, Wayne. (2001) gum elastic Incentives & Recognition. Creating an Achievement Based Safety Culture. Retrieved September 18, 2004 from http//siri.uvm.edu/ppt/csseincentive/sld030.htmCaptain Webb, Bob. (2001) Developing productive skills through self-discovery.Retrieved September 18, 2004 from http//www.motivation-tools.com/Accel Team. (2004) Motivation. Retrieved from http//www.accel- team.com/motivation/index.htmlA ccel Team. (2004) Theorists and their Theories. Retrieved from http//www.accel- team.com/motivation/theory_01.htmlCarnegie, Dale. (1981). How to Win Friends & Influence People Be a Leader How to Change People Without Giving Offense or Arousing bitterness (pp. 205-243). New York, NY Pocket Books.Faculty of nurture Studies. (1995) Motivation Theories. University of Toronto Retrieved from http//choo.fis.utoronto.ca/FIS/Courses/LIS1230/LIS1230sharma/motive1.htm