Motivation in the Workplace
Motivation plays a enormous role in any organization or business. The level of motivation can directly have an effect on not only the high quality of life but can strengthen or weaken the bottom line. Each manager and or leader should know and work to make sure they maintain their staff motivated no matter what place those employee's are in their careers. Managers can maintain their employees motivated by identifying individual elements that influence behavior, understanding and applying motivation theories and enacting effective behavior modification that encourages a higher level of motivation for the individual employee. A motivated workforce can make any organization or organization a competitive force. Staff who are motivated generally create at a higher level, produce a far better product or service and can be fertile ground for innovative suggestions. The goal for managers of all levels is to understand individual behaviors and evaluate where improvements are necessary. Following understanding what locations need to have improvement the application of motivational factor can be applied employing motivation theory. When the employee is being motivated at a higher level the manager's job is to take that motivation and use the appropriate behavior modification strategy to help staff stay motivated and positively have an effect on the atmosphere and character of the organization. Motivation can do more than just make a business run much more successfully or productively. The lack of motivation can to a cancer that can produce apathy, pessimism, cynicism, and can stifle power stunting a company's growth and just like cancer if not treated can destroy the organization. Managers have the reasonability to examine every individual and the areas they need improvement, apply motivational theories in their behavior modification strategy.
People react and differently to various circumstances. That is why it crucial when addressing motivation in the workplace that a manager evaluate their workers on an individual basis to understand where they are personally and organizationally. Managers need to know what is required for an individual before they can find techniques to boost the motivation of that person. There are five key stages or levels associated with work-related behaviors. The very first function related behavior is joining the organization in which a new employee is obtaining associated with the group, its practices, and culture and finding their place in that group. The second is remaining with the organization in which the employee has identified their place. The third function related behavior is maintaining function attendance this indicates not only showing to function at the right time but becoming there when needed. The fourth behavior is performing needed tasks this means becoming proficient in the job and contributing much more to the group or company. The final behavior is organizational citizenship in which the employee now contributes at a greater level and takes on task exactly where needed and even outside of their duties. Understanding what behaviors are not getting obtained can tell a manager if motivation is lacking in an individual and where a manager can function to motivate an employee. For instance if an employee has reached the third level sustaining function attendance but has not been consistently there when necessary it is not time to enact a motivational plan that gives the individual much more task. Giving this employee a lot more tasks may possibly actually have a negative impact growing the attendance dilemma. Understanding that the employee is at this third level a manager can enact a motivation program that encourages this employee to acquire far better attendance and lead them into the next level of performing necessary tasks. Given that people are motivated by diverse elements such as requirements and what stage the employee is at it is crucial for managers to identify the individuals in his or her group before enacting and evaluating motivational theories to the group or individual. Motivation can play an crucial role in the success of any organization but the motivation of the group is comprised of a lot of individuals motivated by many various factors. Simply because a manager can not activate policies for each individual the manager ought to decided realizing each individual exactly where their group is and where motivation is needed.
Whilst workers are motivated by differing variables that correspond exactly where they are at personally as well as professionally those elements are broken down by motivational theories. Motivation theories are important in developing incentives that will aid staff at all levels be far more motivated. It is important that managers know and comprehend motivation theory just before making motivational incentives. In Maslow's needs theory hierarchy these individual aspects are grouped into 5 primary categories. The bottom levels are physiological wants in which standard requirements are motivational elements such as food clothing. The second level is the want for safety this consists of a work environment cost-free from hazards and so on. The third level is belongingness and this is the individual require to feel a part of the group. The subsequent level is esteem in which the individual is concerned about acquiring recognition and becoming appreciated for their contributions to the group. The highest level of Maslow's hierarchy is self-actualization in which the individual has located there meaning in life and fulfills their role to the fullest ability. Even though the individual can be at varying levels with each group of this hierarchy they are motivated by aspects that fulfill that category. Maybe and individual feels they are a completely accepted member of the group or organization. This individual could be showing signs of low motivation. The incorrect action would be to tell that individual that new security cameras exactly where becoming installed to safeguard them. The right action would be to assign them a task in which they would be recognized and rewarded for their efforts. Since motivation plays such a key role in each and every organization the need to group individual behavior and wants are required. Maslow's hierarchy offers managers guidelines to take the individual needs of their employees and develop plans to improve motivation by identifying varieties of plans that would be effective for the people.
Behavior is a byproduct of motivation or the lack of motivation. When motivation is high in an employee behavior usually falls in line with the group's culture. When a negative behavior is displayed by a motivated employee small action is needed. On the other hand when employee motivation is low negative behaviors are bond to seem. A manager ought to now apply what they have learned about the individuals and use motivation theory to enact the suitable action that will motivate the employee who is not getting motivated. The contingencies of reinforcements give managers guidelines to choose the proper action to motivate and alter behavior. There are two principal reinforcements that motivate workers to alter their behavior, positive and negative reinforcements. An employee can be enticed to appropriate a negative behavior by giving an incentive that rewards their great behavior. For example if an employee is consistently late a reward can be given at the end of the month for the employee who works the most hours. If a negative reinforcement is employed punishment is used to right the behavior. For example the employee can be warned that their continued course of action will outcomes in disciplinary action. The important for any behavior modification is to recognize the individual and their requirements. If a individual is being motivated by esteem than a strategy that reinforces their contribution and how that will be acknowledged is a much more successful reward than a lunch certificate. Managers have a difficult job in ensuring that there staff have high motivation but since of the effects that motivation has on a group or organization is so critical this is a job that deserves all the time and attention that can be allotted to this job. To alter a behavior an employee should be motivated to do so. By finding out the individuals requirements and apply positive and negative reinforcements to the group motivation can and will enhance and the success of that job will have lengthy lasting effects on the good results of the group.
Motivation is a complicated topic to realize simply because we as people are so individual. That is why when a manager approached the issue of motivating their employee's they must take into account the individual. It is crucial to understand where the individual is in their individual development and career. Locating out what behaviors the individual exhibits can assist the manager realize is motivation is an concern that needs immediate attention. When a require has been discovered by a manager then an evaluation should be created using motivation theory to discover what it is that motivates his or her workers. Right after the manager knows what motivates the group and people in that group a program can be put together that utilizes both positive and negative reinforcements to successfully motivate the people in that group. Greater levels of motivation within an organization can produce an environment that makes it a enjoyable place to function where individuals feel obtain what they want by behaving in ways that benefit the group. On the other hand if motivation is an problem that is neglected because of its complexity or any other reason the results can be devastating on the lengthy term well being of that group. Managers act as the doctors diagnosing the problem and making powerful therapy. If the remedy is carefully prescribed a weak firm can grow to be strong and vibrant as soon as once more. No other problem has as far reaching effects in so many places as motivation does in the workplace and careful attention need to be made to guarantee that those effects are positive and enable further growth.
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