Motivational Workplaces
Motivational workplaces
Motivational workplaces One of the key aspects to good management for any organization is workplace motivation. It may sound like a complex concept but unless it is understood and effectively managed, organizations cannot succeed. A managers’ job is to get things done through his employees and to get things done he must possess the ability to motivate them. Many managers and employers are not aware of the fact that the level of motivation of their employees may have a great impact on their business. They fail to realize that workers are not mere machines and that they need an incentive that will drive them towards a goal. (Palmer, 2005)
Motivation is a feeling, it is a force that comes from within us and makes us want to do certain tasks that satisfy our needs. Of course everyone’s needs differ and therefore so will the amount of motivation required to complete a particular job. Motivation is important because it can have an effect on the output of one’s business. For example, say a business sells boxes that are assembled manually by a group of workers and that those workers must assemble one hundred boxes per day. If the employees are motivated enough they will do their job but if they are not the business will be at a loss. Employees are the most important assets for a business and no matter how up to date one’s technology is, it can be no match with the efficiency and effectiveness of workers.
There are two types of motivations. They are:
· Intrinsic Motivation
· Extrinsic Motivation
Intrinsic motivation arises from within a person. For that the person does not depend on an external benefit to be satisfied. Intrinsic motivation in a work place grows when employees feel appreciated and when they feel challenged and capable. Extrinsic motivation on the other hand arises when a person if given an external reward in return for the work they have performed. This kind of motivation has to be embedded into a person and does not come
Motivational workplaces One of the key aspects to good management for any organization is workplace motivation. It may sound like a complex concept but unless it is understood and effectively managed, organizations cannot succeed. A managers’ job is to get things done through his employees and to get things done he must possess the ability to motivate them. Many managers and employers are not aware of the fact that the level of motivation of their employees may have a great impact on their business. They fail to realize that workers are not mere machines and that they need an incentive that will drive them towards a goal. (Palmer, 2005)
Motivation is a feeling, it is a force that comes from within us and makes us want to do certain tasks that satisfy our needs. Of course everyone’s needs differ and therefore so will the amount of motivation required to complete a particular job. Motivation is important because it can have an effect on the output of one’s business. For example, say a business sells boxes that are assembled manually by a group of workers and that those workers must assemble one hundred boxes per day. If the employees are motivated enough they will do their job but if they are not the business will be at a loss. Employees are the most important assets for a business and no matter how up to date one’s technology is, it can be no match with the efficiency and effectiveness of workers.
There are two types of motivations. They are:
· Intrinsic Motivation
· Extrinsic Motivation
Intrinsic motivation arises from within a person. For that the person does not depend on an external benefit to be satisfied. Intrinsic motivation in a work place grows when employees feel appreciated and when they feel challenged and capable. Extrinsic motivation on the other hand arises when a person if given an external reward in return for the work they have performed. This kind of motivation has to be embedded into a person and does not come
References: Brief, A., & George, J. (1996). Motivational agendas in the workplace: The effects of feelings on Focus of attention and work motivation. 18, 75-109 Hong, J., Yang, S., & Wang, L. (1995). Impact of employee benefits on work motivation and productivity. (7 ed., Vol. 6) Meyers, R. Motivation and job satisfaction. (36 ed., Vol. 4). Mullins, L. (n.d.). The process of motivation. 85(3/4) Osterake, M. (1999). Measuring motivation in a learning organization. 11(2), 73-77. Palmer, B. (2005). Create individualized motivation strategies.4 (3) Rabey, G. (2001). Motivation is response. 33(1) Reis, L. (2001). Reengineering the motivation to work. 39(8)