Motivation
“Motivation” is derived from the word Motive in the English language which is defined as a need that requires satisfaction (Reuben, 2017). In other words, Motivation is nothing but the internal and external factors that stimulate desire and energy in people to be continually interested and committed to a job, role or subject, or to make an effort to attain a goal. According to Ryan and Deci (2000), Motivation is the person who is moved to a particular act and further described motivation as a concern of underlying attitudes and goals that give rise to action.
“Motivation” is derived from the word Motive in the English language which is defined as a need that requires satisfaction (Reuben, 2017). In other words, Motivation is nothing but the internal and external factors that stimulate desire and energy in people to be continually interested and committed to a job, role or subject, or to make an effort to attain a goal. According to Ryan and Deci (2000), Motivation is the person who is moved to a particular act and further described motivation as a concern of underlying attitudes and goals that give rise to action.
In general, there are two types of Motivations (Pintrich, 2003).
· Intrinsic Motivation - An Individual’s Motivation inspires within himself or herself
· Extrinsic Motivation - An Individual’s Motivation inspired by Others or Events
Theories of Motivation
There are some theories that explain the Motivation in the workplace and developed by scientists by studying Motivation for decades and accepted by society. Those can be listed as follows.
List of References
Pintrich, P. R. (2003) A motivational science perspective on the role of student motivation in learning and teaching contexts. Journal of Educational Psychology, 95(4), pp. 667-686.
List of References
Pintrich, P. R. (2003) A motivational science perspective on the role of student motivation in learning and teaching contexts. Journal of Educational Psychology, 95(4), pp. 667-686.
According to Employee Motivation, it plays a vital role in any organization for its long term growth and stability, which has a direct link with the performance of the employees. Employee motivation and performance are essential or critical tools for the success of any organization in the long run in this competitive and volatile environment (Dobre, 2013).
ReplyDeleteBased on numerous studies done, it is evident that there is a positive relationship between employee motivation and organizational effectiveness (Dobre, 2013).
Motivation is the force that energises, directs and sustains behaviour. It provides the personal and dynamic element in the concept of engagement. High performance is achieved by well-motivated people who are prepared to exercise discretionary effort (Armstrong, 2010).
In addition to your comment, here some of the activities global companies have taken place.
DeleteOrganizations in this dynamic globalized world are continuously trying to develop and motivate their employees to help achieve enhanced performance with various Human Resource applications and practices. Reward management system is the highly used practice for the enterprises to achieve the desired goals (Güngör, 2011). According to Barber and Bertz (2000), Reward management system helps the organizations to attract, capture, retain and motivate employees with high potential and in return get high levels of performance. Reward management system consists of both extrinsic and intrinsic rewards; where former involves financial rewards (salary, bonus etc) and the later includes non-financial rewards like recognition, security, title, promotion, appreciation, praise, decision making involvement, flexible working hours, workplace comfort ability, feedback, work design, social rights etc (Yang, 2008).
A motivated and qualified workforce is essential for any company that wants to increase productivity and customer satisfaction. In this context, motivation means the willingness of an individual to do efforts and take action towards organizational goals. The challenge for any manager is to find the means to create and sustain employee motivation. On one hand, managers should focus on reducing job dissatisfaction (working conditions, salary, supervision, relationship with colleagues), while on the other hand should use motivating factors such as achievement, recognition, responsibility and the work itself (Dobre, 20013).
ReplyDeleteKalimullah (2010) suggested, a motivated employee has his/her goals aligned with those of the organization and directs his/her efforts in that direction. In addition, these organizations are more successful, as their employees continuously look for ways to improve their work. Getting the employees to reach their full potential at work under stressful conditions is a tough challenge, but this can be achieved by motivating them.
Bartol and Martin (1998) describe motivation as a power that strengthens behavior, gives route to behavior, and triggers the tendency to continue (Farhad et al, 2011). This explanation identifies that in order to attain assured targets; individuals must be satisfactorily energetic and be clear about their destinations. In view of Bedeian,
Delete(1993) it is an internal drives to satisfy an unsatisfied need and the will to accomplish. Motivation is a procedure that initiates through a physiological or psychological want that stimulates a performance that is intended at an objective. It is the concluding product of interface among personality behavior and organizational distinctiveness (IRCO). It symbolizes those psychological procedures that foundations the stimulation, route, and determination of deliberate actions that are target oriented (Farhad et al, 2011). Also motivation is a progression of moving and supporting goal-directed behavior (Chowdhury.M.S, 2007). It is an internal strength that drives individuals to pull off personal and organizational goals (Reena et al, 2009).
Many contemporary authors have also defined the concept of motivation. Motivation has been defined as: the psychological process that gives behavior purpose and direction (Kreitner, 1995); a predisposition to behave in a purposive manner to achieve specific, unmet needs (Buford, Bedeian, & Lindner, 1995); an internal drive to satisfy an unsatisfied need (Higgins, 1994); and the will to achieve (Bedeian, 1993). For this paper, motivation is operationally defined as the inner force that drives individuals to accomplish personal and organizational goals.
ReplyDeleteWhy do we need motivated employees? The answer is survival (Smith, 1994). Motivated employees are needed in our rapidly changing workplaces. Motivated employees help organizations survive. Motivated employees are more productive. To be effective, managers need to understand what motivates employees within the context of the roles they perform. Of all the functions a manager performs, motivating employees is arguably the most complex. This is due, in part, to the fact that what motivates employees changes constantly (Bowen & Radhakrishna, 1991). For example, research suggests that as employees' income increases, money becomes less of a motivator (Kovach, 1987). Also, as employees get older, interesting work becomes more of a motivator.