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When I wake up in the morning I am not doing it because I’ll die if I don’t, or because someone else is counting one me to help them, I do it because I want to someday obtain a BS in Business. Without that motivation to get up everyday, I may not attend school, or study for tests, or work on my essay. However, I think to myself, “why?” What and where in my development did I learn to be motivated, and how does the motivation continue to grow. How will I be able to motivate others, and sustain self-motivation once I become a business leader?
In Daniel H. Pinks Drive, Pink discusses the surprising truth about what motivates us. In a twitter type summary of Pink’s book he describes it
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Motivation has been considered to be one of the pivotal factors, which determines the success of learning or achieving a second/foreign language competence (Gardner 1985; Dörnyei 1998; Noels et al 2000). According to Stipek (1988, ix) “ Motivation is relevant to learning because learning is an active process requiring conscious and deliberate effort”. Undoubtedly, without students’ motivation and effort, it is very likely that the ultimate language competence goal could be poorly or hardly achieved. Being a language teacher in Vietnam for the past three years, especially teaching adult students, lack of student motivation is one of the major issues that I have encountered. The
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Caryl Ann M. Cotelo BSOA-OM IV-AChoosing an appropriate Motivational ModelMany business managers today are not aware of the effects that motivation can (and does) have on their business, and it is therefore important they learn and understand the factors that determine positive motivation in the workplace.Motivation is something that is approached differently by different business and the responsibility of its integration lies with all immediate supervisors of staff. However, it is the business owner who must initiate motivation as a strategy to attain corporate goals.Motivation:Is a Latin word, which means to move. It is the willingness of an individual to respond to organizational
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In today's complex and challenging business world, motivating employees in theworkplace has been an ongoing challenge and study. Motivation is directly associatedwith an organizations success. Businesses that excel invest in their people, create adynamic corporate culture and foster an atmosphere of teamwork and collaboration.Motivating employees in the workplace is less challenging than most managers believe.Motivation is a key factor in organizational success, and it can be accomplished byusing four simple yet effective steps such as: increasing confidence, providing trust,bringing a sense of satisfaction to each individual employee, and maintaining discipline.However, when going about
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DefinitionThe following definitions of motivation were gleaned from a variety of psychology textbooks and reflect the general consensus that motivation is an internal state or condition (sometimes described as a need, desire, or want) that serves to activate or energize behavior and give it direction.•internal state or condition that activates behavior and gives it direction;•desire or want that energizes and directs goal-oriented behavior;•influence of needs and desires on the intensity and direction of behavior.Franken (1994) provides an additional component in his definition:•the arousal, direction, and persistence of behavior.While still not widespread in terms of
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IntroductionWhen the topic of motivation is raised in general conversations, various images and stories are portrayed in people's minds. Feats of the local football team are raised and people acknowledge the inspiration and motivation that the coach has instilled within his players. Other images of adventurers and extremists are often looked upon and their life stories fill us with amazement on how they can be so motivated to complete these tasks.But what is motivation and how does it effect organisations and managers in todays workforce? Does it really impact on an organisation's success? Does it impact on the individuals within these organisations?In addressing these questions the author
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Examine the relationship between Reward and Motivation in the Psychological Context.An 'incentive' or 'reward' can be anything that attracts a workers attention and stimulates him to work. In the words of Burrack and Smith, "An incentive scheme is a plan or program to motivate individual with monetary rewards (incentive pay or monetary bonus), but may also include a variety of non-monetary rewards or prizes."(Mamoria C., Personnel Management, 3rd ed., Himalaya Publishing House, Mumbai, 1984)On the other hand, Wendell French says that the term "Incentive system" has a limited meaning that does not include many kinds of inducements offered to people to perform their task up to or beyond
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Since motivation is one of the most important factors of organizational success a lot of people as professionals and scientists have tried to evaluate concepts how to get and keep the individuals of organizations motivated.There are two different kinds of motivation. The first is what makes a person do something on his own by internal needs and drives. For example the need for food makes a person hungry and as a result the person will be motivated to eat something. Or if he/she feels to be too thick or not fit he/she will be motivated to do some sports. This kind of motivation is called intrinsic. The other kind of motivation is how one gets another person to do something what is not caused
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Part I IntroductionWork motivation is the psychological forces within a person that determine the direction of the person's behavior in an organization, the person's level of effort, and the person's level of persistence in the face of obstacle (George & Jone 1999). In recent years, 'motivation' has become a frequent and important topic at management seminars and conference. Motivation is important because it explains why workers behave as they do. Motivation determines what workers do and how hard and diligently they do it, but it is not as the same as performance. It is an important factor that contributes to a worker's job performance. In companies, we always heard " He/ She has the
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Motivational Needs and Processes
What is motivation?
‘Motivation’ is derived from the Latin term ‘movere’ that means ‘to move’. Thus, motivation is a process that starts with a physiological or psychological deficiency or need that activates a behaviour or a drive that is aimed at a goal or incentive (Luthans). Broadly speaking, motivation is willingness to exert high levels of efforts towards organizational goals, conditioned by the efforts’ ability to satisfy some individual needs (Robbins). Need means some internal state that make certain outcomes appear attractive. An unsatisfied need creates tension that stimulates drives within the individual. These drives generate a search
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Recession and motivation factors in the workplace in the UK
This dissertation is concerned with recession and the effects it has had on the motivation factors in the workplace. In 2008 the government announced during the duration of the second quarter the UK would go through a small recession, this was known as the 'Credit Crunch', this however is now carrying on peaking in to the late 2010. This recession has created a number of problems such as an increase in redundancy numbers and also an increase in the unemployment rate. A recession can have a negative impact on people. The evidence in my writing indicates that
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1. INTRODUCTIONThe role of the first-line manager is "to get things done through other people" but the only way to lead people to carry out something is to give them the desire to do it, by influencing, by persuading them to reach common goals, by motivating them! A supervisor who possesses those abilities is a leader.Leadership and motivation are two skills essential in any organisation but are not the easiest! Many researches have been undertaken about those topics and several theories were developed..2. MOTIVATIONA. DEFINITIONThe concept of motivation is usually used in organisational contexts.-Motivation is the set of processes that stimulate, guide and sustain human behaviour towards
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Motivation ‘’ is a process that account an individual’s intensity, direction and persistence of effort toward attaining a goal’’ (Stephen, p155). Furthermore, motivation can be a technique to encourage people so that they can perform their work more efficiently towards achievement or milestone. Whereas some people say that we can motivate employee by praising them during their work and properly understand the requirements faced by the workers. There is variety of motivation theories and we will see why these theories are important because that is crucial to help employee to do work harder, faster and more seriously. However, the managers or bosses do not acknowledge the hard
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Motivation is one of the most discussed topics in the present era’s organisations, especially since renowned psychologists like Maslow and Herzberg are dedicating their efforts to understanding it. Companies are investing a significant amount of resources in improving productivity in order to maximise profits. One of these important resources is of human nature. In order to get the very best out of employees, some motivational approaches need to be used. But what is motivation and how do I successfully motivate? I will try to relate one of my personal experiences with a friend to some of the most influential motivational theories. After introducing my story and making a definition of
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Missing Works Cited
The focus of this paper is to discuss what motivation is and ways managers can acquire the most out of our employees. Managers must ask themselves certain questions in the work place when comes to motivation. Why do some people work hard and others coast? Why do some leaders have high-producing units and others, with employees of comparable background, have low producing ones? Why are some organizations noted for a culture in which employees are highly motivated and enjoy work, whereas others are noted for high turnover rates? The remainder of the paper will identify seven theories that can help answer these and other questions. In addition, this paper will determine
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, which identifies motivation factors, which affect satisfaction, and hygiene factors, which affect dissatisfaction. The motivation factors are; Achievement, recognition, responsibility, advancement, growth, and the work itself. The hygiene factors are; Working conditions, supervision, relationships, pay, job security and company policies. I don't believe the Dual Structure Theory applies to me in this case. The motivation factors of achievement, responsibility, advancement and growth are all reasons I chose to go back to college. None of the hygiene factors played a role in my decision to return to school. Furthermore the sample user by Frederick Herzberg was not diverse enough to accurately
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Motivation is having the desire and willingness to do something. A motivated person could be achieving long-term goals, such as becoming a successful writer or manager. What motivates employee in workplace? Yuan A. and Fisher C. (1998) had worked on this topic. They pointed out manager and designer of motivation systems must understand the preference of local employees. Employees' preferences is different across countries depending on culture, economy, political, and management system,Depending on Lindahl's (1949) list of ten job attributes, Yuan A. and Fisher C. composed a list of ten job attributes: tactful discipline for supervisor, sympathetic help with personal problem from supervisor
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Motivation is defined as, “the reason for the action; that which gives purpose and direction to behavior.” Motivation is key in personal life as well as the career world. Motivation in the work place is highly dependent on employers being able to understand the needs and wants of their employees. When employers can understand and satisfy an employee’s needs, the employee is more inclined to perform well in his position. “The ranked order of motivating factors were: (a) interesting work, (b) good wages, (c) full appreciation of work done, (d) job security, (e) good working conditions, (f) promotions and growth in the organization, (g) feeling of being in on things, (h) personal loyalty to
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' backgrounds play a part in their career decisions? Or why standards and values are set forth on individuals choosing a certain career. Therefore, individuals begin to change their career direction throughout life? Which leads to the question? What choices motivate individuals to choose a particular direction in their career?
There is plenty of motivation behind individuals choosing a career direction. One motivation is the influences of people from different walks of life. Some people following, in the footsteps of other individuals who made an impact in their lives? For example, most people follow in the footsteps of family, friends, teachers, or even particular role models like celebrities
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HistoryFrederick Herzberg (1923 - 2000) spent the last half of his life as a professor at the University of Utah. Prior to that, he had served in the United States Army, later joining the staff of the Psychological Services of Pittsburgh, during which he and his colleagues began to compile data for what would eventually become The Motivation to Work, a landmark publication which proposed what would become known as the "Motivation-Hygiene" or, more informally, the "Two-Factory" theory (A Modest Construct, 2008). This data, in its most complete form, spanned 12 separate rounds of interviews and investigations and included the answers of over 1,600 respondents, and used a relatively new and
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Motivation of this particular team would be a no brainer. Per our assessments taken, each of us has the right blends to make us an awesome working machine. Our talents and skills, along with our persistence would allow us to be able to conquer any endeavor that we would undertake. Before we delve into our "action steps" let's take a look at what each of our team members is bringing to the table.We have two members who are "Cautious" and thus labeled "The Assessor" making our group pro thinkers, who will not just jump to any conclusions with any facets, but does not stop us from making a decision. With one member not carrying this label but who is a strong determined individual, he will be
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The purpose of this paper is to analyze whether the needs of the employees, of HRD Department of the company, I used to work for, are relevant with the Maslow's Need Hierarchy Theory or not. In order to analyze above purpose, I have concentrated on five employees, after dividing them into four groups by the level of their education, income, and responsibility. Five levels of Maslow's Hierarchy of Needs are : Physiological, safety and security, belonging and love, esteem and the self-actualization need.
Bernard L Rosenbaum has written in his book, How To Motivate Today's Worker, that, "at the bottom of Maslow's hierarchy are the
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my first writing class, after I failed the class I was ready to quit college, I went home and told my daughter and she expressed to me that I needed to stay positive and that in life we face many challenges and that we were the only ones that were in control of our destines. She gave me the encouragement and motivation to keep going with my education. I know now I have more faith in my capability to deal with difficult situations and circumstances, thanks to my daughter’s motivation.
As I look back I cannot help but feel that I am a very lucky person to have so many people in my life helping me in achieving my college degree. I would never have thought that going to college would be where I would be today. I will not stop when I get my AA in education, I will expand my knowledge and work toward getting my bachelors in Education so like my family I can motivate students to have more confidence in themselves and to work at achieving their goals so that they can have a better future for themselves.
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The Essence of a Team."High Five" by Ken Blanchard and Sheldon Bowles talks about building powerfully effective teams. The book emphasizes that "the essence of a team," according to Dr. Blanchard, is "the genuine understanding that none of us is as smart as all of us." Teams allow people to achieve things far beyond our own individual ability. But teamwork also requires powerful motivation for people to put the good of the group ahead of their own self interest.Teamwork is the backbone of success for many of today's businesses. The days of the lone superstar employee are quickly changing in favor of the winning team, as companies find that group efforts yield better results and require less
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"Motivation & Motivation Theories"Table of Contents1. Introduction 12. Psychobiology of Drives 13. Self Control 24. Maslow's Theory 25. Herzberg's Two Factor Theory 36. Aldelfer's ERG Theory 47. Self-Determination Theory 48. McClelland's Achievement Motivation Theory 49. Goal-Setting Theory 510. Controlling Motivation 511. Early Programming 512. Organization 613. Drugs 814. Applications in Education and Instructional Design 815. Scientific Management 916. Human Relations Model 1017. Conclusion in terms of Recommendations with Examples 11References 121. IntroductionIn psychology, motivation refers to the initiation, intensity and persistence of behavior. Motivation is a temporal and
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There are three individuals Ella, Marcelo, and Masoko who are trying to gain a promotion at their place of employment. Motivated employees are needed at all workplaces. Motivated employees help their companies and place of employment survive. Managers need to know what motivates their employees. Of all of the duties of an employer motivating employees arguably is the most complex. This is due, to the part of what motivates employees which changes constantly (Bowen& Radhakrishna, 1991).Each individual is motivated to gain a job promotion using three theories of motivation. The three theories of motivation are biological, psychosocial an interactionist theories of motivation. Motivation is a
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Surviving the existing competition and remaining profitable and relevant in the market is a challenge faced by any organization. In order to achieve this, different approaches are available for use by different organizations. One such avenue, which is probably the most productive, is the motivation of the employees. Motivation refers to creating a friendly environment and conditions that challenge the workforce to produce their best and try to outperform their targets. This ensures that the productivity is maximum and the set goals and objectives achieved with ease. With regard to this, the role of employee motivation in the modern management can not be overemphasized.
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What is motivation? In psychology, "motivation refers to the initiation, direction, intensity and persistence of behavior" (Geen, 1995). Motivation should not be confused with personality or emotion because motivation is a temporal and dynamic state. A number of different terms exist that can describe motivation and understanding motivation can be very important when trying to understand individual behavior. In simple words, understanding motivation is understanding the "whys" of human behavior.The Theories of motivation consist of two main theories. These include content theories and process theories. Content theories deal with "what" motivates people. These theories are concerned with
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Extrinsic motivation is an encouragement from a force from outside one’s self. These forces from outside are easily described as rewards. A reward is used to bribe a student into performing or completing an activity which they would not do without this reward. Certain types of rewards that are common are stars, red-light green-light, and stickers. These rewards seem to be the most common among teachers. They seem simple and harmless, but the child must not learn to only perform for a reward at all times, but for him or herself. The theory that extrinsic rewards create lasting change is false. There have been studies to prove that for example, money as a reward
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The four motivation theories are Biological theory, Psychosocial theory of motivation, Biopsychosocial, and Achievement theory. Everyone has their own motivation in life for continuing education, and career choices. Each person also has Intrinsic and Extrinsic motivators. Intrinsic is an internal motivation for self satisfaction. Extrinsic is an external motivation, or reward for a person’s accomplishment.
Linda was motivated to go back to school because she wanted an education that would help to further her in her career, or help her to move on to another one. Linda worked her way up in her field and found that people with a degree were earning more for the same
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Bauer and Erdrogen (2009) define motivation as “the desire to achieve a goal or a certain performance level, leading to goal–directed behavior” (p.97). McConnell (2006) argues that true motivation is self motivation. Today, health care organizations place a lot of emphasis on production and performance. However, motivating employees is a common challenge faced by health care managers and Bauer and Erdrogen (2009) state it is also one of the factors that greatly affect performance. McConnell (2006) states that managers cannot motivate employee; however, they can provide an environment that encourages employees to motivate themselves. Most employees are motivated; however, health care
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Nowadays the most of works need to motivation because this works want to get
high quality .However, there are some problems which face so many people during
the motivation . So there are a lot of theories appeared to help people to get the
best motivation. What is the motivation .To reply this question that means you can
understand the motivation also you can know how do you deal with problem
motivation. There are a lot of definitions for motivation some people make briefly
definition for motivation ,that is the motivation that pushes person to do some
things . Moreover, there also are anther of definition ,One of these definitions define
by (Robbins, 2001, p.155
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Six Recommendation on Motivation theory
The Goal of this Article is to analyse the various Motivation Theories for employees in the workplace environment. It attempts not to just present yet another theory of work motivation, rather focusing on metatheory which is the processes through which we can build more valid, more complete and more practical theories.
The authors of this article have drafted six recommendations that they believe and feel that are the best. It is in their view a combination of facts that can lead to better understanding of employee motivation factors and effective methods of management.
Recommendation 1 : Using the results of the existing meta-analyses to
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The organizations in today's highly competitive market face a lot of problems related to retention and employee productivity. A large number of organizations including those having the large size, technological advances are also having these challenges even though they are considered to be the best in the industry. One of the major factors that has been identified as the root cause of this problem is the lack of employee motivation. This has resulted in the organization investing a lot into various motivational strategies. Researches have clearly established a link between employee productivity and motivation. This fact has been acknowledged by various multinational organizations. A
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MotivationMiriam Webster defines motivation as "an act or process of motivating; the condition of being motivated; a force, stimulus, or influence: incentive or drive". The manager is to utilize motivation to force their employees to complete tasks, which they normally would not have completed. The study of motivation aids managers in recognizing what prompts employees to start a task, what influences their choice of action, and why they continue in their action over time (Motivation In Organizations 3). Throughout the years many theorists have studied human motivation, and have learned a wide range of methods to aid managers with what makes employees seek to achieve higher knowledge
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Abstract.Employee motivation is the psychological feature that arouses an employee to behave in a certain manner for accomplishing certain organizational goals. Individuals differ in motivation along three parameters viz. self-esteem, need for achievement, and intrinsic motivation. There has been a growing emphasis on employee's needs rather than just organizational needs, and recognition of the strategic value of employees being developed to their best potential. Organizations have become increasingly aware that the effective development of their employees' skills and knowledge has benefits for the whole organization. Performance appraisal can be a crucial factor in the setting of career
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What is Motivation?Motivation is the answer to the question "Why we do what we do?". The motivation theories try to figure out what the "M" is in the equation: "M motivates P" (Motivator motivates the Person). It is one of most important duty of an entrepreneur to motivate people. (I strongly belive that motivating people with visionary and shared goals is more favorable than motivating through tactics, incentives or manipulation through simple carrot and stick approaches because motivating with vision is natural wheras the former is artificial and ephemeral).Now, lets rise on the shoulders of the giants :A Classification of Motivation Theories (Content vs. Process)Motivation theories can
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A new student in Daran Brown’s history class is struggling with being motivated and is having a difficult time staying interested in what is being taught. Mr. Brown is trying to gain knowledge in how best to motivate his student and turn her grade around. When trying to understand how best to help Caitlin in her history class; one first must understand the different motivational theories, the hierarchy of needs, and the difference between intrinsic motivation and extrinsic motivation.
Mr. Brown has learned that Caitlin’s parents have recently divorced and she is new to the area. First Mr. Brown will want to get to know Caitlin and to build a teacher-student relationship with her. One
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In this literature review, we will discuss the available body of knowledge for motivational theories and analyses the same in order to ascertain its relevancy in our current study. In this case we tried to give an overall picture of already made research in this regard and to find the gaps if any in order to suggest the way for future study in this area. We will review existing research on what managers can do to motivate their employees and the factors of motivation.
Literature review of this research has provided an overview of the literature available on the related subjects has been presented. The theories not only provide the theoretical
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The level of competition in the corporate world has prompted firms to embrace motivation strategies to encourage their employees with an aim of ensuring that quality services are offered to consumers. To attain this, firms have been prompted to initiate mechanisms that make their workplace desirable so that employees may be motivated to work efficiently and apply their skills optimally. Unlike past days when most firms regarded employees as just part of the inputs required in the production process of goods and services, it is now apparent that they are valued as the human capital without which an organization cannot attain its goals. There are a number of theories that have been used to
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This figure reveals the effect of different employee’s commitment with the level of success of company’s success. It shows that the level of the organizations success and achievement enhances as the employees commitment towards that work increases.
Employee’s sincerity and passion for the work ultimately leads towards the goals satisfactory approach of the organization. Most of the survey respondents recognized and accepted that the success and survival of the organization is highly influenced by the professional capacity and level of motivation of the company’s workforce. In fact it is the main reason for the successful working achievement of many sectors. In all, 52.4% of the respondents
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Employee motivation is the level of energy, commitment, and creativity that a company's workers apply to their jobs. In the increasingly competitive business environment of recent years, finding ways to motivate employees has become a pressing concern for many managers. In fact, a number of different theories and methods of employee motivation have emerged, ranging from monetary incentives to increased involvement and empowerment. Employee motivation can sometimes be particularly problematic for small businesses, where the owner often has spent so many years building a company that he/she finds it difficult to delegate meaningful responsibilities to others. But entrepreneurs should be
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HOW MIGHT IN-DEPTH KNOWLEDGE OF MOTIVATIONAL THEORY HELP SOMEONE BECOME A BETTER MANAGER?
The word motivation comes from the Latin word "movere", which means to move. Motivation is defined as an internal drive that activates behaviours and gives it direction. The term motivation theory is concerned with the processes that describe why and how human behaviour is activated and directed. It is regarded as one of the most important areas of study in the field of organizational behaviour. The act of directing and controlling a group of people for the purposes of coordinating and balancing the group towards accomplishing a goal beyond the scope of individual effort is known as
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University of La Verne
Motivating other, in particular employees who work for you, is often the most difficult thing as a manager you will need to do. There are many myths and thoughts as to what may motivate employees. Does money motivate? Does recognition motivate? What about fear? Is someone motivated by something just because maybe you are? The answer to all these may vary depending on the employee.
First I will dispel some myths about motivation. The first myth is that a manager entirely motivates an employee. This is absolutely false. One can be influenced or steered in a certain direction but the employee essentially has to have some inner
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SYNOPSIS OF THE RESERCH PROJECTEMPLOYEE MOTIVATIONINTRODUCTION WHAT IS MOTIVATION? Derived from Latin word, 'movere', meaning "to move". Motivation is a general term applying to the entire class of drives, desires, needs, wishes, and similar forcesREASERCH METHODOLOGY:In everyday life human being has to face many problems viz. social, economic, financial problems. These problems in life call for acceptable and effective solutions and for this purpose, research is required and a methodology applied for the solutions can be found out. Research was carried out to find out the "Recruitment and selection process".DATA COLLECTIONPrimary Data: Primary data was collected through survey method by
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Work MotivationWhat is Motivation?When a person is spoken of being motivated it is usually meant that the person works "hard," "keeps at" his or her work, and directs his or her behaviour toward appropriate outcomesWhy Study Motivation?Motivation is one of the most traditional topics in organizational behaviour, and it has interested managers, researchers, teachers, and sports coaches for yearsMotivation has become more important in temporary organizations as a result of the need for increased productivity to be globally competitive as well as the rapid changes that contemporary organizations are undergoingMany motivation theoriesRecognize human diversity and consider that the same
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Motivation is the emotional stimulus that causes us to act. The stimulus may be a need or a drive that energizes certain behaviors. At work motivation is a combination of all factors in our working environment that lead to positive or negative efforts. If we understand what motivate us, we are more likely to achieve our personal and professional goals. Likewise, if organizations know how to motivate employees, they can increase productivity. This ability to boost production is increasingly important as U.S. organizations compete in the global market. While all companies make some effort to motivate employees, a growing number or organizations are introducing new strategies, including
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AbstractThe work environment can influence the motivation and performance of individuals and teams. Motivation and theory are difficult subjects, touching on several disciplines. A Manager that can consistently challenge, motivate, and educate their people through change is successful. People typically avoid situations that upset order, threaten their self-interests, increase stress or involve risk. When faced with changes to the status quo, people usually resist initially. Management should anticipate resistance and prepare for it, and make special efforts to deal with each individual's reaction to the change. They must recognize that it takes time to work through each person's reactions
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improvement and goal-oriented behavior. Studies show that managers deem extrinsic awards as a more powerful method of motivation; however, employees seek appreciation above and beyond anything else. It is critical that all employers recognize their employees on a personal level so they now longer feel like a number and by being noticed, he or she will feel appreciated.I remember an occasion when an employee received an extra day of vacation for handling a task with such efficiency that the client wrote a letter to the company. Another employee felt slighted as they had been instrumental in providing some important data and had not been mentioned and was completely overlooked. It was not the
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Employee motivation is a key factor within a successful organization
or business. The quality of work that people express is often a result
of the motivation they possess. Companies have a variety of ways to
motivate their employees, as well as to keep them satisfied.
Businesses set substantial amounts of goals, and when employees reach
those goals, they should be recognized within the company. To know
that someone appreciates your exertion is a great feeling.
Happiness in the workplace is very important if a Manager would like
to retain their workers. When an employee is discontented, it becomes