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Motivation

 

Motivation plays a vital role in any organization or company. The amount of motivation can directly affect not only the quality of life but could strengthen or weaken the conclusion. Every manager and or leader should know and work to make sure they keep their employees motivated no matter what place those employee's have been 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 to the next stage of motivation for the individual employee. A motivated workforce will make any company or organization a competitive force. Employees who're motivated usually produce in a higher level, create a better products or services and can be fertile ground for innovative ideas.like a diamond

Desire to for managers coming from all levels is to understand individual behaviors and evaluate where improvements are required. After understanding what areas need improvement the usage of motivational factor does apply using motivation theory. After the employee is being motivated at a higher level the manager's task is always to take that motivation and rehearse the appropriate behavior modification intend to help employees remain motivated and positively impact the atmosphere and character with the organization. Motivation are capable of doing more than just make a company run more successfully or productively. Deficiency of motivation can to a cancer that can create apathy, pessimism, cynicism, which enable it to stifle energy stunting a company's growth just like cancer if not treated can destroy this company. Managers have the reasonability to analyze each individual and the areas they want improvement, apply motivational theories of their behavior modification plan.

Individuals react and differently to various situations. That is why it essential when addressing motivation on the job that a manager evaluate their employees on an individual basis to know where they are personally and organizationally. Managers need to know what is needed for an individual before possible ways to improve the motivation of that 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 gets associated with the group, its practices, and culture and finding their devote that group. The second reason is remaining with the organization when the employee has found their place. The third 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 final behavior is performing required tasks what this means is becoming proficient in the task and contributing more on the group or company.

motivation

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

Since individuals are motivated by various factors such as needs along with what stage the employee is at it is important for managers to distinguish the individuals in his or her group before enacting and evaluating motivational theories for the group or individual. Motivation can begin to play an important role in the success from a organization but the motivation in the group is comprised of lots of people motivated by many different facets. Because a manager can not activate policies for each person 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 these are at personally and also professionally those factors are categorised by motivational theories. Motivation theories are very important in creating incentives that will help employees at all levels be motivated. It is essential that managers fully understand motivation theory before creating motivational incentives. In Maslow's needs theory hierarchy these individual factors are sorted into five main categories. Underneath levels are physiological needs through which basic needs are motivational factors including food clothing. The 2nd level is the dependence on safety this includes a work environment free from hazards etc.

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

Behavior is really a byproduct of motivation or the lack of motivation. When motivation has lots of an employee behavior usually falls good group's culture. Each time a negative behavior is displayed by the motivated employee little action is needed. On the other hand when employee motivation is low negative behaviors are bond to look. A manager must now apply what they've got learned about the individuals and employ motivation theory to enact the right action that will motivate employees who is not being motivated. The contingencies of reinforcements give managers guidelines to find the right action to motivate and change behavior.

There are two main reinforcements that motivate employees to switch their behavior, bad and the good reinforcements. An employee can be enticed to correct a poor behavior by giving an incentive that rewards their good behavior. By way of example if an employee is actually late a reward can be given at the end of the month for that employee who works one of the most hours. If a negative reinforcement is used punishment is used to improve the behavior. For example the employee could be warned that their continued plan will results in disciplinary action. The main element for any behavior modification is usually to understand the individual along with their needs. If a person will be motivated by esteem compared to a plan that reinforces their contribution and the way that will be acknowledged is really a much more effective reward than a lunch certificate. Managers have a difficult job in ensuring that there employees have high motivation but due to the effects that motivation sports a group or firm is so important this is a task that deserves continuously and attention that can be used on this task. To change a behavior a staff must be motivated to take action. By finding out the individuals needs and apply negative and positive reinforcements to the group motivation can increase and the success of that task will have long-lasting effects on the success in the group.

Motivation is often a complicated subject to understand because we as folks are so individual. That is why when a manager approached the problem of motivating their employee's they must take into account the individual. It is very important understand where the individual is in their personal development and career. Discovering what behaviors the consumer exhibits can help the manager seem to comprehend is motivation is an issue that needs immediate attention. After a need has been discovered by a manager then an assessment must be made using motivation theory to find out what it is that motivates her or his employees.

After the manager knows what motivates the gang and individuals in that group an idea can be put together which uses both positive and negative reinforcements to effectively motivate those in that group. Higher levels of motivation within an organization can make an environment that makes it an enjoyable place to work where individuals feel obtain what they already want by behaving in such a way that benefit the group. Conversely if motivation is a concern that is neglected for the complexity or any other reason the outcome can be devastating on the long term health of this group. Managers become the doctors diagnosing the problem and creating effective treatment. If your treatment is carefully prescribed a weak company can become strong and vibrant once again. No other issue has as extensive effects in a lot of areas as motivation does in the workplace and careful attention should be made to ensure that those effects are positive and enable further growth.