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14 Sep 2015
Motivation plays a vital role in any organization or company. The amount of motivation can have an effect on not only the quality of life but can strengthen or weaken the bottom line. Every manager and even 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 are 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 to the next stage of motivation for the individual employee. A motivated workforce can make any company or organization an aggressive force. Employees who will be motivated usually produce at a higher level, create a better product or service and can be fertile ground for innovative ideas.
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Desire to for managers of all levels is to understand individual behaviors and evaluate where improvements are required. After understanding what areas need improvement the use of motivational factor is true using motivation theory. After the employee is being motivated at a higher level the manager's task is to take that motivation and make use of the appropriate behavior modification want to help employees remain motivated and positively modify the atmosphere and character in the organization. Motivation can perform more than just make a company run more successfully or productively. The possible lack of motivation can to a cancer that can create apathy, pessimism, cynicism, and will stifle energy stunting an organization's growth and just like cancer or else treated can destroy the organization. Managers have the reasonability to examine each individual and the areas they desire improvement, apply motivational theories inside their behavior modification plan.
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Individuals react and differently to be able to situations. That is why it essential when addressing motivation in the office that a manager evaluate their employees on an individual basis to be aware of where they are personally and organizationally. Managers need to know what is needed for an individual before possible ways to improve the motivation of this person. There are five major stages or levels related to work-related behaviors. The first work related behavior is joining the corporation in which a new employee is getting associated with the group, its practices, and culture and finding their devote that group. The second thing is remaining with the organization in which the employee has found their place. The next work related behavior is maintaining work attendance what this means is not only showing to work at the right time being there when needed. The 4th behavior is performing required tasks this means becoming proficient in the job and contributing more towards the group or company.

The final behavior is organizational citizenship in which the employee now contributes in a higher level and assumes task where needed and even outside of their duties. Understanding what behaviors are not being obtained will easily notice a manager if motivation falls short of an individual and where a supervisor can work to motivate a staff. For instance if an employee has reached the third level maintaining work attendance but is not consistently there if needed it is not time to enact a motivational plan that provides the individual more task. Giving this employee more tasks could actually have a negative effect enhancing the attendance problem. If you know the employee is at this third level a manager can enact a motivation plan that encourages this employee to have better attendance and lead them into the next level of performing required tasks.

Since individuals are motivated by different factors such as needs along with what stage the employee are at it is important for managers to recognize the individuals in his or her group before enacting and evaluating motivational theories towards the group or individual. Motivation can play an important role in the success associated with a organization but the motivation of the group is comprised of many people motivated by many different factors. Because a manager cannot activate policies for each individual the manager must decided knowing every person where their group is where motivation is needed.

While personnel are motivated by differing factors that correspond where they're at personally along with professionally those factors are separated by motivational theories. Motivation theories are very important in creating incentives that will aid employees at all levels be 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 categorized into five main categories. The underside levels are physiological needs through which basic needs are motivational factors for example food clothing. The next level is the requirement of safety this includes a piece environment free from hazards etc.

The next level is belongingness and that is the personal need to feel an element of the group. The next level is esteem in which the individual is concerned about getting recognition and being appreciated for their contributions to the group. The very best level of Maslow's hierarchy is self-actualization the location where the individual has found there meaning in daily life and fulfills their role on the fullest ability. Even though the individual can be at varying levels with each group of this hierarchy these are motivated by factors that fulfill that category. Perhaps and individual feels they may be a fully accepted person in the group or company. The guy may be showing signs and symptoms of low motivation. The incorrect action would be to tell the face that new security cameras where being installed to guard them. The correct action is usually to assign them a job in which they would be recognized and rewarded for efforts. Because motivation plays this kind of major role in every organization the necessity to group individual behavior and requires are needed. Maslow's hierarchy provides managers guidelines to look at individual needs of the employees and create plans to increase motivation by identifying forms of plans that would be effective for the individuals.

Behavior can be a byproduct of motivation or perhaps the lack of motivation. When motivation has elevated levels of an employee behavior usually falls depending on the group's culture. Whenever a negative behavior is displayed with a motivated employee little action is needed. On the other hand when employee motivation is low negative behaviors are bond to seem. A manager must now apply what they've got learned about the individuals and rehearse motivation theory to enact the correct action that will motivate employees who is not being motivated. The contingencies of reinforcements give managers guidelines to choose the right action to motivate and modify behavior.

There are two main reinforcements that motivate employees to switch their behavior, good and bad reinforcements. An employee might be enticed to correct an adverse behavior by giving a reason that rewards their good behavior. As an example if an employee is actually late a reward may be given at the end of the month for that employee who works probably the most hours. If a negative reinforcement is employed punishment is used to correct the behavior. For example the employee may be warned that their continued plan will results in disciplinary action. The main element for any behavior modification is usually to understand the individual as well as their needs. If a person has motivated by esteem than a plan that reinforces their contribution and just how that will be acknowledged can be a much more effective reward than the usual lunch certificate. Managers have a difficult job in making certain there employees have high motivation speculate of the effects that motivation is wearing a group or firm is so important this is a task that deserves all the time and attention that can be allotted to this task. To change a behavior a staff member must be motivated to do so. By finding out those needs and apply good and bad reinforcements to the group motivation can increase and the success of the task will have long lasting effects on the success in the group.

Motivation is a complicated subject to understand because we as individuals are so individual. This is why when a manager approached the matter of motivating their employee's they must take into account the individual. It is important to understand where the individual is in their personal development and career. Determining what behaviors the individual exhibits can help the manager seem to comprehend is motivation is an issue that requires immediate attention. Each need has been discovered by a manager then an exam must be made using motivation theory to find out what it is that motivates his / her 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 the individuals in that group. Higher degrees of motivation within an organization can cause an environment that makes it an enjoyable place to work where individuals feel obtain what they already want by behaving with techniques that benefit the group. However if motivation is a concern that is neglected because of its complexity or any other reason the results can be devastating for the long term health of the group. Managers behave as the doctors diagnosing the situation and creating effective treatment. If your treatment is carefully prescribed a weak company can become strong and vibrant once more. No other issue has as significant effects in countless areas as motivation does at work and careful attention must be made to ensure that those effects are positive and enable further growth.


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