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Motivation in the Workplace

Motivation plays a huge role in any organization or company. The level of motivation can directly affect not only the quality of life but can strengthen or weaken the bottom line. Every manager and or leader should know and work to make sure they keep their employees motivated no matter what place those employee’s are in their careers. Managers can keep their employees motivated by identifying individual factors that influence behavior, understanding and applying motivation theories and enacting effective behavior modification that encourages a higher level of motivation for the individual employee. A motivated workforce can make any company or organization a competitive force. Employees who are motivated usually produce at a higher level, create a better product or service and can be fertile ground for innovative ideas.

The goal for managers of all levels is to understand individual behaviors and evaluate where improvements are needed. After understanding what areas need improvement the application of motivational factor can be applied using motivation theory. Once the employee is being motivated at a higher level the manager’s task is to take that motivation and use the appropriate behavior modification plan to help employees remain motivated and positively affect the atmosphere and character of the organization. Motivation can do more than just make a company run more successfully or productively. The lack of motivation can to a cancer that can create apathy, pessimism, cynicism, and can stifle energy stunting a company’s growth and just like cancer if not treated can destroy the organization. Managers have the reasonability to examine each individual and the areas they need improvement, apply motivational theories in their behavior modification plan.

Individuals react and differently to different situations. That is why it essential when addressing motivation in the workplace that a manager evaluate their employees on an individual basis to understand where they are personally and organizationally. Managers must know what is needed for an individual before they can find ways to improve the motivation of that person. There are five major stages or levels associated with work-related behaviors. The first work related behavior is joining the organization in which a new employee is getting associated with the group, its practices, and culture and finding their place in that group. The second is remaining with the organization in which the employee has found their place. The third work related behavior is maintaining work attendance this means not only showing to work at the right time but being there when needed. The fourth behavior is performing required tasks this means becoming proficient in the job and contributing more to the group or company.

The final behavior is organizational citizenship in which the employee now contributes at a higher level and takes on task where needed and even outside of their duties. Understanding what behaviors are not being obtained can tell a manager if motivation is lacking in an individual and where a manager can work to motivate an employee. For instance if an employee has reached the third level maintaining work attendance but has not been consistently there when needed it is not time to enact a motivational plan that gives the individual more task. Giving this employee more tasks may actually have a negative effect increasing the attendance problem. Knowing that the employee is at this third level a manager can enact a motivation plan that encourages this employee to obtain better attendance and lead them into the next level of performing required tasks. Jürgen höller seminare

Since individuals are motivated by differ ent factors such as needs and what stage the employee is at it is important for managers to identify the individuals in his or her group before enacting and evaluating motivational theories to the group or individual. Motivation can play an important role in the success of any organization but the motivation of the group is comprised of many individuals motivated by many different factors. Because a manager can not activate policies for each individual the manager must decided knowing each individual where their group is and where motivation is needed.

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