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Many people incorrectly view motivation as a personal trait, they think some
people are motivated and others arent. We cant label people that way because
individuals differ in motivational drive and their overall motivation varies among
situations. Employee Performance fundamentally depend on many factors like
performance
appraisals,
employee
motivation, Employee
satisfaction,
compensation, Training and development, job security, Organizational structure
and other, but the area to focus only is on employee motivation as this factor
highly influence the performance of employees.
Employee motivation is one of the policies of managers to increase effectual job
management amongst employees in organizations (Shadare et al, 2009). A
motivated employee is responsive of the definite goals and objectives he/she
must achieve, therefore he/she directs its efforts in that direction.
Motivation formulates an organization more successful because provoked
employees are constantly looking for improved practices to do a work, so it is
essential for organization to persuade motivation of their employees (Kalimullah
et al, 2010).
What is motivation?
Motivation refers to the process by which a persons efforts are energized,
directed, and sustained toward attaining a goal. This definition has three key
elements: energy, direction, and persistence.
The energy element is a measure of intensity, drive, and vigour. A motivated
person puts forth effort and works hard. However, the quality of the effort must
be considered as well as its intensity. High levels of effort dont necessarily lead
to favourable job performance unless the effort is channelled in a direction that
benefits the organization.
Motivation is a process that account for an individual's intensity, direction, and
persistence of effort toward goal. For example, when someone eats food to
satisfy the need of hunger, or when a student does his/her work in school
because he/she wants a good grade.
Ways to motivate
1.
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Tension
Satisfied Need
Drives
Reduction of Tension
Search
Hygiene Factors- factors that eliminate job dissatisfaction, but do not motivate.
Motivators- factors that increase job satisfaction and motivation.
Theory proposes that intrinsic factors are related to job satisfaction and
motivation, whereas extrinsic factors are associated with job dissatisfaction.
Atmosphere:
Things shown to make people happier in the workplace..
Eg.
Incentives:
Eg.
Management Skills:
Eg.
1.
2.
3.
Conclusion
Organizations with the most sophisticated recognition practices are 12 times
more likely to a have strong business outcome. Bersin by Deloitte, The
State of Employee Recognition, 2012)
In 2007 Delta airlines reported a 564% return on investment from their
employee recognition program. An estimated 41% of customers are loyal to a
brand or company because they consistently notice a positive employee
attitude, while 68% of customers defect from a brand or company because of
negative employee attitude.