Motivation in the Work Place
Motivation in the Work Place
Abstract
Motivation is the study of what makes us do things. Every day we are faced with many decisions. What choice we make is the study of motivation. There are several theories of motivation; the theory of opportunity-cost is the most widely recognized. This paper will discuss (1) the major forces that drive us, (2) diverse influences, and (3) tangible and intangible outputs.
Through the years there have been several theories as to what motivates employees to do their best at work. Every person has their own set of motivations and personal incentives to either work hard or not. Some people are motivated by recognition while others are motivated by cash incentives. Whatever the employee’s motivation maybe, the key is to promote that motivation that can cause a significant impact on the growth and development in a company or your own business.
Motivation in the workplace is one of the major concerns that managers face when trying to encourage their employees to work harder and do what is expected of them on a day-to-day basis. According to Langton and Robbins each theory can be divided into two categories; needs theories and process theories (Langton & Robbins, 2007). Each theories shows the differences that people have and how they can be applied to motivate the individual. Process theories include a broader portrayal which describes the procedures involved in motivating others. The purpose of this paper is to examine and compare popular process theories which are the expectancy theory and goal setting theory. Similarities and differences
Employee incentive programs go a long way towards ensuring employees feel appreciated and worthwhile. This alone can help with employee motivation across the board. The great thing about these programs is they are very individualized. That is you tailor your programs to suit the needs and wants of your employees. Incentive programs increase motivation because they are not
Abstract
Motivation is the study of what makes us do things. Every day we are faced with many decisions. What choice we make is the study of motivation. There are several theories of motivation; the theory of opportunity-cost is the most widely recognized. This paper will discuss (1) the major forces that drive us, (2) diverse influences, and (3) tangible and intangible outputs.
Through the years there have been several theories as to what motivates employees to do their best at work. Every person has their own set of motivations and personal incentives to either work hard or not. Some people are motivated by recognition while others are motivated by cash incentives. Whatever the employee’s motivation maybe, the key is to promote that motivation that can cause a significant impact on the growth and development in a company or your own business.
Motivation in the workplace is one of the major concerns that managers face when trying to encourage their employees to work harder and do what is expected of them on a day-to-day basis. According to Langton and Robbins each theory can be divided into two categories; needs theories and process theories (Langton & Robbins, 2007). Each theories shows the differences that people have and how they can be applied to motivate the individual. Process theories include a broader portrayal which describes the procedures involved in motivating others. The purpose of this paper is to examine and compare popular process theories which are the expectancy theory and goal setting theory. Similarities and differences
Employee incentive programs go a long way towards ensuring employees feel appreciated and worthwhile. This alone can help with employee motivation across the board. The great thing about these programs is they are very individualized. That is you tailor your programs to suit the needs and wants of your employees. Incentive programs increase motivation because they are not