...factors that can cause job satisfaction and dissatisfaction. These are categorized into: 1. Extrinsic (also called hygiene factors or Dissatisfiers). These do not cause motivation by themselves, but if they are absent they cause dissatisfaction. They include things like company policies, relationship with boss and peers, quality of supervision, salary, work conditions etc; and 2. Intrinsic factors (also known as motivators or satisfiers). These are needed to motivate employees to higher performance. They include things like recognition, responsibility, job satisfaction and other things related to the job itself. b) People quit their jobs if the company they work for does not provide the intrinsic factors needed on the job. Extrinsic: If their relationship with the boss is not encouraging at all, that will be a problem too. Absence of recognition given their efforts or achievements, will also be a cause for concern. c) How an organization or manager can put this theory into practice: An organization or manager can effectively motivate their employees by first making such that the necessary hygiene factors are in place. Starting with salary, organizations should ensure that their employees are adequately compensated monetarily. Also providing the basics of getting their work done, like clean work environment, computers where needed, great policies etc will be a great plus. Equally important, an organization should focus more on their people, know what intrinsic...
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...Workplace Motivation Paper Teressa Y. Wright PSY/320 July 7, 2012 Angel J. Perkins Workplace Motivation Paper There are various sources of motivation; to clearly comprehend the force of motivation in the workforce we should scrutinize the feasible sources of motivation. Employees are commonly motivated with both inside and outside factors. Inside factors involve a persons own private thinking processes and experiences. The outside factors involve such things as organizational outlook, which motivates employees to become more fruitful through the exploit of rewards or by imbedding logic of fear into their employees. It is vital to comprehend that a member of staff who is naturally motivated can be significantly impacted by a peripheral setting that discourages employees to demonstrate elevated levels of enthusiasm. Department managers must be leaders and generate an encouraging managerial environment to persuade employees to be fruitful. While managers can implement output levels merely through means of the influence of their title, leaders search for affirmative motivators to persuade most favorable levels of output. Employees are usually more creative while working in an environment of admiration wherever leaders maintain the lines of communication open and keep employees knowledgeable of long-term goals relatively than merely controlling and managing employees on their daily actions. The key to managing output in the office is to administer behaviors relatively...
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...Pg. 1 Motivation Theories Paper Sara Reinhardt Pg. 2 Motivation is a highly researched topic it encompasses a very large and broad range, for the purposes of this paper we will focus on the different aspects of Organizational Behavior motivation, and the many different methods and theories that are frequently associated with it. What is motivation? Motivation is described as to the extent of a person’s persistence, direction, effort and intensity that they display in the process of obtaining their goals. When we first look at a person that is motivated we often think of how hard they are trying to reach that goal, this would be an example of the persons intensity. Along with intensity a person must put forth the effort to stay on task and reach their goal as an individual or a team, and have the persistence to stay with that task until the goal has been reached. There are different theories of motivation that can help a manager or a team of people understand different aspects that keep people motivated to fulfill a task. One of the theories that are often looked at when researching motivation is Maslow’s Hierarchy of Needs theory, this theory stems from the needs that people have in order to stay motivated and move forward in life, or in a work situation. The theory starts with the most basic of needs and then begins to move forward into more complicated or complexed needs of self fulfillment. This theory is often shown in a diagram in the shape of a pyramid,...
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...investigates the impact of individuals, groups and structures upon behavior within an organization. Organizational Behavior Practices focus on many different areas like for work behavior (Group Behavior, Individual Behavior, and Collective behavior). Organization Behavior Practice is an interdisciplinary field that includes sociology, psychology, communication, and management. Organization Behavior Practice is designed to help manager better understand work out come (job satisfaction, learning, and commitment). Organizational Behavior Practice helps a manager better understand work behavior, perceptions, personalities, motivation, and attuide. When Organization behavior Practice is used it will give the manager a better understanding on a lot of different area when it comes to work behavior, and why an employee might be acting a certain way. Where I have seen Organizational Behavior Practice used (Question 1) I have seen Organizational Behavior Practice used before when I worked for Production Line. There was a problem going on with the employee performance and everyone was starting to get very negative, which was affecting the work they were doing. Our totals were going down along with the speed of quality of boards coming out. The management wanted to know what was going on with the changes in motivation, and the attuide of the employee, so they went over the things that had changed started asking question to employee. Changed their management styles to where they showed more...
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...Motivation in the Work Place Varying employee needs lead to different kinds of motivation. Different kinds of motivation influence employees’ job satisfaction. Employees’ motivation will be affected by factors such as occupation, gender, social culture and organisational structure. This study will attempt to explore the differences in motivation between core-workers and periphery workers, and whether these differences in motivators are distinctive. The literature revealed that similar motivators may not be necessarily applicable to employees working at different levels but most of the literary work did confirm that intrinsic and extrinsic motivation leads to job satisfaction in the work place. Hence, the aim of this study is to investigate and ascertain whether there are distinctive motivators for employees working at different levels in the work place. The literature review enabled the researcher to understand the various theories of motivation and the environmental and cultural influences on motivational approaches. The research paradigm which is primarily derived from the positivists’ philosophy helped the researcher to test the formulated hypothesis based on the literature review. The researcher developed an online questionnaire to collect primary data regarding the motivational levels in the work place, with the intent of exploring each individual’s motivation in their respective positions. The questionnaire was distributed using email in the UK. The responses from...
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...Motivation and Empowerment Paper Compare motivation and empowerment According to the reading motivation is the intensity of a person’s desire to engage in some activity. The motivation process is said to consist of six steps which are said to get one motivated, they are: an unsatisfied need, tension, drive, search behavior, satisfied need, and reduction of tension. Motivation is important to have in the workplace because this is what guides things to happen and will help initiate things to get things done. Leaders need to have a good motivation process with good motivation techniques that will encourage their workers to do their job and do it well. Leaders usually create conditions that will satisfy employees personal needs in the meantime achieving their goals in the workplace. These techniques are important because they will also motivate their workers to remain at their jobs for a lengthy amount of time. In the reading motivation is described in a stimulus-response model. The response model shows how interceding factors such as: a person’s personality, abilities, self-concept, perception, and attitudes contribute to a person’s motivation. Keep in mind that these factors differ within each person, and regardless of these factors and steps motivation just depends on if the person wants a desire bad enough (Whisenand and Ferguson, 2009, p.113-114). Another term that is found in the workforce is empowerment. Empowerment is the act of giving someone power. Empowerment...
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...A STUDY ON THE IMPACT OF TRAINING AND MOTIVATION ON THE PRODUCTIVITY OF EMPLOYEES IN A PUBLIC SECTOR BANK IN INDIA INTRODUCTION Human resources or the work force, is the key to any organization’s performance even in today’s highly automated environment. The output given by employees is dependent on many factors like training, motivation, technology and management behavior. This study aims to establish the impact of training and motivation on the employees productivity. Performance is normally measured in terms of the output given by the employees to a given amount of input; i.e., the performance can be defined as the ratio of the output to input. There are certain methods to measure the productivity of employees, the major one being the turnover per employee. However this may not be truly reflecting on the profitability of the firm. Performance is also said to be a process of continuous improvement in the production/output/services through efficient use of the inputs with emphasis on team work. Banks usually measure the productivity by the ratio Total Volume of business/ No of employees, which is also truly reflecting on the profitability of any bank if profitability is said to be a parameter for productivity. Training: Training is needed to improve the performance of the employees. Training is the learning process which provides knowledge required for the specified job, skills required for performing the job, and change in attitude and behavior to...
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...managers motivate employees? Yes, but first what is motivation? Motivation is “Internal and external factors that stimulate desire and energy in people to be continually interested and committed to a job, role, pr subject, or to make an effort to attain a goal.” (Business Dictionary) We all know that we have to have motivation or desire in order to get work or extra work done. Motivation is important in the workplace. Motivation with values and rewards that are depicted by intrinsic elements and by extrinsic factors . Intrinsic Motivation What is intrinsic motivation? It is motivation by rewards that are largely intangible. We all enjoy when our supervisors and bosses treat us with care and consideration or feeling that we are appreciated for the work that we do, and having a general enjoyment in our work, and this is linked to our feelings. Extrinsic Motivation What is extrinsic motivation? It is motivation that is external or tangible rewards. Employees are motivated to perform and extrinsic motivations are fringe benefits. Employees are motivated by salaries and that they can provide for their family and what they can give their families. Security is extrinsic motivation, knowing that you need or want job security because of the hard work that you do, helps motivate employees. If you...
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...Motivation Analysis Motivation forced to drive our actions. Motivations definition is, “The act or an instance of motivating, the state or condition of being motivated, and something that motivates; inducement; incentive (Motivation. (2012). In Dictionary. Retrieved from http://dictionary.reference.com/browse/motivation?s=t). A grand theory explains the full range of a motivated action. The will motivates action and the love of money is the root of all evil identifies a cause that explains a phenomenon. Throughout my paper the drive theory will describe two or more workplace situations and how the drive theory would or would not be applicable if applied to those workplace situations drawn from my personal experience. I will also assess the need to develop and create new theoretical models of motivation in today’s changing work environment. Sigmund Freud and Clark Hull’s Drive Theory Two drive theories learned Sigmund’s drive theory and Clark’s drive theory. The first drive theory, created by Sigmund Freud, believed all behavior and the purpose of behavior serves the satisfaction of bodily needs. Sigmund’s drive theory, summarized by four components; aim, source, object, and impetus. The drives source rooted in a bodily deficit than that bodily deficit became a psychological drive once it reached a level of urgency. Drive had an impetus force that passes the aim of satisfaction. To accomplish this aim of satisfaction, anxiety motivated...
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...Motivation in Work Place University of South Carolina Aiken In this assignment, we will discuss motivation as a concept, as a behavior and as a management tool. I have herein brought in all the important concepts that are associated with motivation, given its prime role in life. Also, I have taken a case study related to a bank, and examined how the HRD has identified, and evolved a plan to increase motivational assets. Motivation is a practice of extracting, controlling and sustaining certain behavior. There are many approaches to motivation - physiological, behavioral, cognitive, and social. Motivation is usually a group effect, but not limited to it; it affects the behavior of individuals on different levels, and as a result, the product in any workplace can directly be correlated to the motivational levels or on practical terms, the spirit of the work force. Motivation plays a vital role in setting and attaining goals, and the factor of motivation is intertwined with certain philosophical and psychological concepts - altruism, selfishness, morality, or avoiding mortality. Work place motivation can either intrinsic or extrinsic; intrinsic motivation refers to the drive or thirst due to the interest in the work, and this kind of motivation exists within the individual, not forced by any external pressure. Psychologists see intrinsic motivation as more effective than extrinsic because it helps...
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...This literature review deals with the problem of employee motivation and rewards, how best to achieve exceptional levels of performance and motivation in the work place. Psychologists have advanced two types of motivation theories. Dualistic theories divide motivation into two types, namely intrinsic and extrinsic. The other theories are more multidimensional and identify inherently separate motives. This paper will argue that the multidimensional approach for work place incentives would work for more types of business models, but also be a far superior method to approach staff inducement. Firstly, I will examine why the dualistic approach as a hypothesis is invalid because human motives are multifaceted (genetically diverse) and do not divide into just two kinds. Second, the rational and behavioural measures of intrinsic and extrinsic motivation often yield different or even opposite results (Eisenberger et al., 1999). Secondly, I will put forward the argument for a more multidimensional approach to employee motivation and why many researchers have moved beyond the study of intrinsic-extrinsic motivation. Researchers have validated and applied 16 universal reinforcements to a wide range of work places. Literature Themes or Arguments Intrinsic motivation is normally defined as “doing something for its own sake” from simply doing something for the joy and gratification derived. On the other hand extrinsic motivation represents the pursuit of a specific goal (Reiss, 2012)...
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...Organizational Motivation A lack of motivation in the work-place can cause serious problems for an organization. Many problems such as poor performance and undesirable behavior from employees can be linked to a lack of motivation. One problem common in many organizations is absenteeism which is often a result of a lack of motivation. There are numerous theories that can be used to explain the cause of such motivational problems. People are all motivated by different things, which can make it almost impossible for one-size fits all motivational programs to succeed. However, an understanding of motivational theories can assist organizations in developing and implementing a motivational plan to elicit change in the undesirable behaviors. My organization is plagued with excessive absenteeism which can be contributed to a lack of motivation. The organization offers a generous amount of vacation or personal time each year to all employees, as well as ample sick days that can be taken as needed. A problem has arisen within the organization because numerous employees take advantage of these benefits. The organization is structured with a team environment where each employee is designated a particular work load each day. When an employee is absent for the day the other members of their team divide the employee’s work load and add it to their own. This type of structure can be rewarding and build a strong sense of teamwork and group effort. Problems occur when employees schedule...
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...A Study of Motivation: How to Get Your Employees Moving SPEA Honors Thesis Spring 2012 Indiana University Kelli Burton Management May 2012 Faculty Advisor: Cheryl Hughes May 2012 Page | 1 Table of Contents Abstract ........................................................................................................................................... 3 Personal Introduction ...................................................................................................................... 4 Topic Introduction .......................................................................................................................... 4 Research Methods ........................................................................................................................... 5 Definition of Motivation ................................................................................................................. 6 Theories of Motivation ................................................................................................................... 7 Maslow’s Hierarchy of Needs .................................................................................................... 7 Herzberg’s Two-Factor Theory .................................................................................................. 9 The Four Motivations ............................................................................................................... 11 PERMA Model .............
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...Introduction: In the recent years, employers have recognised that the success of business is closely influenced by the motivation and professional capacity of their workforces. Accordingly, companies are faced with the challenge of increasing the level of employee commitment, job satisfaction and motivation (Greene, 2001). In this regard, it is important for companies to take into consideration the impact of employee needs, morale and expectations and to negotiate appropriate work arrangements for motivating employees as part of performance recognition. The following paper presents a discussion on the importance of employee motivation in the workplace. The discussion is mainly based on literature review and points that employee motivation is necessary for improved work performance. The paper has explored the important contributing played by work-life balance and financial incentives in improving employee motivation. The research indicates that the two factors foster loyalty by employees, increased performance and commitment, which are essential indications of motivation. The concept of Employee Motivation and Rewards Most discussions of motivation begin with the concept of individual needs – the unfulfilled physiological or psychological desires of an individual. Content theories of motivation use individual needs to explain the behaviours and attitudes of people at work. The basic logic is straightforward. People have needs. They engage in behaviours to obtain extrinsic and intrinsic...
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...A Study of Motivation: How to Get Your Employees Moving SPEA Honors Thesis Spring 2012 Indiana University Kelli Burton Management May 2012 Faculty Advisor: Cheryl Hughes May 2012 Page | 1 Table of Contents Abstract 3 Personal Introduction 4 Topic Introduction 4 Research Methods 5 Definition of Motivation 6 Theories of Motivation 7 Maslow’s Hierarchy of Needs 7 Herzberg’s Two-Factor Theory 9 The Four Motivations 11 PERMA Model 14 Example of Motivation 15 Financial 16 Non-Financial 19 Implications for Managers 25 Conclusion 30 Resources 32 Abstract Most employers today would like to have their employee’s motivated and ready to work, but do not understand what truly motivates a person. Companies could be more efficient if the employees had an invested interest in the future of the company. There are essential needs to be met for a person, specifically an employee, to succeed in the workplace. I will examine different theories of motivations, how they are relevant to the workplace, and how employers can implement the theories to ensure happy and motivated employees. The most important theories include: Maslow’s hierarchy of needs, Herzberg’s two-factor theory, Aristotle’s seven causes, and the different types of motivation. Each theory is related in the fact that there are needs for all people to meet. Every employee is at a different stage in their lives, which requires different management techniques...
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