Motivation at the workplace

Mickey D.

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Motivation at the workplace

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Motivation, workplace, employees, organization, work environment, motivation at work

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Abstract

Employees are the most important part of an organizational structure since they shape the performance levels of an organization. In order to perform to their level best employees need to be properly motivated towards achieving the goals and vision of an organization. Employees are motivated by different factors at the workplace that may drive them to work more and push for their different motivation aspects at the workplace that is understandable through understanding the psychological factors that influence an employee. This paper looks at the work and the workplace environment as the motivator for employee actions and behavior.

Employees are the most important part of an organizational structure since they shape the performance levels of an organization
Work can help employees realize their inherent, individual strengths and weaknesses
There are different parameters that are used to measure the level of motivation of individual employees within the organization
The achievements and efforts of employees are recognizable and organizations need to engage their employees and ensure that they have ensured that they have rewarded the effort and dedication
Work is also important in helping an individual improve and maximize on their strengths and look for ways to curb their weaknesses
There are different needs that ought to be satisfied for an individual to improve their performance and give their potential best
According to Maslow's theory the ability to work to satisfy various needs of an employee is important in ensuring that the employees continue to work in the organization of their order of hierarchy of needs is met by the work that they engage in
Herzberg also developed a motivational theory that was referred to as the two factor model in trying to explain the motivation as a functional concept that improves the employees' performance through satisfaction of their needs
The achievement motivation theory asserts that the personality traits and the background of an individual may influence the need for achievement

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[...] As aforementioned, looking to satisfy the intrinsic needs of the employees is more important than the extrinsic needs within an organization in order to ensure that there are happy and satisfied employees that improve performance. This is mainly because the employees have to have the level of satisfaction to strive to be better at their organizational performance and look to ensure that they get the best out of their employees potential. Reference List Arnold, J., Randall, R. et al. (2010). Work psychology: Understanding human behaviour in the workplace, 5th edition. Harlow: Prentice Hall Cameron, J., & Pierce, W Rewards and Intrinsic Motivation: Resolving the Controversy. Westport: Bergin & Garvey. [...]

[...] There are different parameters that are used to measure the level of motivation of individual employees within the organization. The engagement, commitment, intention and satisfaction are some of the components that are examined in order to determine the level of motivation that an individual employee has towards a specific goal within the organization. It is important therefore for the employees to bring their level best and maximize on their potential in order to gain from the different incentives within their organizations (Mcreynolds pg103). [...]

[...] Sanzotta, D Motivational Theories & Applications for Managers. New York: AMACOM. Thomas, K Intrinsic Motivation at Work: Building Energy & Commitment. San Francisco: Berrett-Koehler Publishers. Whiteley, P Motivation. Oxford: Capstone Pub. [...]

[...] According to Maslow hierarchy of needs, there are needs that need to be satisfied first before engaging starting with the basic needs of the individual going to the level Maslow termed as self- actualization that is at the peak of the needs hierarchy (Whiteley pg94). For instance, the case of Simon could apply in this regard whereby he seem not to love his job as seen in Arnold and Randall (pg.353-355). His motivation is not from the work but the need to satisfy his basic needs. [...]

[...] Chung, K Motivational Theories and Practices. Columbus: Grid. Employee Motivation New York: Research Institute of America. Fargus, P Measuring and Improving Employee Motivation. London: Financial Times Prentice Hall. Mcreynolds, J Motivational Theories & Psychology. Delhi: English Press. Paul, W., & Robertson, K Job Enrichment and Employee Motivation. London: Gower P. [...]

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