Motivation in the Workplace
Motivation plays an important role in any organization or company. How much motivation can directly impact not only the quality of life but could strengthen or weaken tha harsh truth. Every manager and or leader should know and make an effort to make sure they keep their employees motivated regardless of what place those employee's come in their careers. Managers is able to keep their employees motivated by identifying individual factors that influence behavior, understanding and applying motivation theories and enacting effective behavior modification that encourages the next step of motivation for your individual employee. A motivated workforce can make any company or organization an aggressive force. Employees that are motivated usually produce in a higher level, create a better products or services and can be fertile ground for innovative ideas.
Desire to for managers of all levels is to understand individual behaviors and evaluate where improvements are essential. After understanding what areas need improvement the use of motivational factor can be applied using motivation theory. As soon as the employee is being motivated in a higher level the manager's task is to take that motivation and rehearse the appropriate behavior modification want to help employees remain motivated and positively impact the atmosphere and character in the organization. Motivation can do more than just make a company run more successfully or productively. Deficiency of motivation can into a cancer that can create apathy, pessimism, cynicism, and will stifle energy stunting a company's growth and just like cancer or even treated can destroy the business. Managers have the reasonability to look at each individual and the areas they want improvement, apply motivational theories in their behavior modification plan.
Individuals react and differently to several situations. That is why it essential when addressing motivation at work that a manager evaluate their staff on an individual basis to know where they are personally and organizationally. Managers must know what is needed for an individual before they can find ways to improve the motivation of this person. There are five major stages or levels connected with work-related behaviors. The first work related behavior is joining the business in which a new employee gets associated with the group, its practices, and culture and finding their devote that group. Second is remaining with the organization in which the employee has found their place. Another work related behavior is maintaining work attendance what this means is not only showing to be effective at the right time being there when needed. The final behavior is performing required tasks therefore becoming proficient in the work and contributing more to the group or company.
The ultimate behavior is organizational citizenship when the employee now contributes in a higher level and has task where needed and even outside of their duties. Being aware behaviors are not being obtained can tell a manager if motivation is short of an individual and where a supervisor can work to motivate an employee. For instance if an employee has reached the third level maintaining work attendance but will not be consistently there as needed it is not time to enact a motivational plan that offers the individual more task. Giving this employee more tasks could actually have a negative effect improving the attendance problem. Realizing that the employee is at this third level a supervisor can enact a motivation plan that encourages this employee to have better attendance and lead them in to the next level of performing required tasks.
Since individuals are motivated by different facets such as needs along with what stage the employee are at it is important for managers to distinguish the individuals in his or her group before enacting and evaluating motivational theories on the group or individual. Motivation can play an important role in the success from a organization but the motivation in the group is comprised of a lot of people motivated by many different facets. Because a manager can not activate policies for each individual the manager must decided knowing every individual where their group is where motivation is needed.
While employees are motivated by differing factors that correspond where they may be at personally and also professionally those factors are separated by motivational theories. Motivation theories are crucial in creating incentives that will help employees at all levels be a little more motivated. It is essential that managers know and understand motivation theory before creating motivational incentives. In Maslow's needs theory hierarchy these individual factors are grouped into five main categories. The lower levels are physiological needs by which basic needs are motivational factors for example food clothing. The next level is the requirement of safety this includes a work environment free from hazards etc.
Another level is belongingness and that is the personal need to feel element of the group. The next level is esteem the location where the individual is concerned about getting recognition and being appreciated for their contributions to the group. The highest level of Maslow's hierarchy is self-actualization the location where the individual has found there meaning in life and fulfills their role towards the fullest ability. Whilst the individual can be at varying levels each and every group of this hierarchy these are motivated by factors that fulfill that category. Perhaps and individual feels these are a fully accepted person in the group or company. He / she may be showing signs and symptoms of low motivation. An unacceptable action would be to tell that individual that new security cameras where being installed to shield them. The correct action would be to assign them an action in which they would be recognized and rewarded for his or her efforts. Because motivation plays this type of major role in every organization the need to group individual behavior and requires are needed. Maslow's hierarchy provides managers guidelines to look at individual needs of the employees and create promises to increase motivation by identifying kinds of plans that would be effective for your individuals.
Behavior can be a byproduct of motivation or the lack of motivation. When motivation has scary levels of an employee behavior usually falls depending on the group's culture. Every time a negative behavior is displayed by a motivated employee little action is needed. On the other hand when employee motivation is low negative behaviors are bond to appear. A manager must now apply what they've learned about the individuals and use motivation theory to enact the correct action that will motivate the staff member who is not being motivated. The contingencies of reinforcements give managers guidelines to decide on the right action to motivate and alter behavior.
There are two main reinforcements that motivate employees to alter their behavior, bad and the good reinforcements. An employee might be enticed to correct a poor behavior by giving an incentive that rewards their good behavior. By way of example if an employee is consistently late a reward could be given at the end of the month to the employee who works essentially the most hours. If a negative reinforcement is employed punishment is used to fix the behavior. For example the employee may be warned that their continued strategy will results in disciplinary action. The true secret for any behavior modification is to understand the individual as well as their needs. If a person has been motivated by esteem compared to a plan that reinforces their contribution and just how that will be acknowledged is really a much more effective reward compared to a lunch certificate. Managers have a difficult job in making sure there employees have high motivation speculate of the effects that motivation is wearing a group or clients are so important this is a task that deserves all the time and attention that can be used on this task. To change a behavior a staff member must be motivated for this. By finding out the individuals needs and apply negative and positive reinforcements to the group motivation can increase and the success of these task will have resilient effects on the success of the group.
Motivation can be a complicated subject to understand because we as folks are so individual. That's the reason when a manager approached the problem of motivating their employee's they must take into account the individual. It is important to understand where the body's in their personal development and career. Determining what behaviors the person exhibits can help the manager seem to comprehend is motivation is an issue that really needs immediate attention. When a need has been discovered with a manager then the test must be made using motivation theory to find what it is that motivates her or his employees.
After the manager knows what motivates the gang and individuals in that group a plan can be put together that employs both positive and negative reinforcements to effectively motivate those in that group. Higher amounts of motivation within an organization can produce an environment that makes it a great place to work where individuals feel obtain what they desire by behaving in ways that benefit the group. On the other hand if motivation is a problem that is neglected because of its complexity or any other reason the final results can be devastating about the long term health of the group. Managers work as the doctors diagnosing the problem and creating effective treatment. If the treatment is carefully prescribed an inadequate company can become strong and vibrant again. No other issue has as considerable effects in countless areas as motivation does in the workplace and careful attention has to be made to ensure that those effects are positive and enable further growth.