Organization Behavior

Introduction

Motivation is the force that makes us do things; this is the result of our individual needs being satisfied (or met) so that we have inspiration to complete the task. These needs vary from person to person as everybody has their individual needs to motivate themselves. Depending on how motivated we are, it may further determine the effort we put into our work and therefore increase the standard of employees. Continuously knowing how to motivate your employees and making them feel as if they are an important part of the company or business accomplishments and success can also be a great motivator for employees from their directors, shift leaders or managers. When we consider the factors that determine the motivation of employees in the workplace, almost everyone would immediately think of a high salary or frequent raises, extra vacation days etc. This is correct for the reason that some employees will be motivated by money or free time off, but mostly wrong for the reason that it does not satisfy others (to a lasting degree). This supports the statement that human motivation is a personal characteristic, and not a one fits all option. Motivation in the workplace with a positive long lasting reward system that helps employees continue to work hard and feel appreciated will be discussed in this paper. Do reward systems and incentive programs help companies keep motivated employees or not? And what are other ways to motivate employees besides money.

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The Importance of motivating your employees

Motivation can have an effect on the output of your company or organization and concerns both quantity and quality. A company or business relies heavily on the efficiency and the production of your staff. Your employees are your greatest asset and no matter how efficient your technology and equipment maybe it’s no match for the effectiveness and efficiency of your staff. Employees are the most important factor of any company, but happy employees produce quality work those employees who feel appreciated and feel that they are important to whatever company he/she work for will continue to provide high quality and perfect work.

The Herzberg motivation Theory

One theory that can be particularly helpful in understanding work motivation is motivational theory developed by Frederick Herzberg during the late 1950’s. Herzberg and his colleagues hypothesized that the factors that create positive attitudes toward work are different from those that create negative attitudes. Through their research, they found that workers most often indicated that factors such as sense of achievement, recognition, responsibility, and varied and interesting work were motivators. Other aspects of work, or hygiene factors, were viewed as contributing to negative attitudes toward work. These included company policies and procedures, perceived relations with supervisors, low salary, and poor working conditions. (Harvard Bus. Rev., pp. 109--120, September-- October 1987).

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Managers Guide to Motivation

Understand your employees needs as a new manager you want to be able together as much information as possible about the things that motivate your staff members and the things that help continue to make your employees want to stay apart of the company. Each person is special and unique and their values and interests can vary. For example, some people may be motivated by the opportunity for advancement, while others may prioritize stability and consistency in their work as well as others may be motivated by money. Once you have a good idea of what is important to people, you can look for opportunities to accommodate them. This shows that you understand what they need and are committed to helping them. Often managers think that employees have to work for their particular business or company and that their feelings and opinions are not important, but this is the reason for the high turn over rate for most companies. I was an employee at one of the largest children hospitals in Nashville TN and my opinion was not important neither was I motivated by my director or other co workers which resulted into low performance from me and me resigning from the job. Empower your staff to feel in control of their work. If you find yourself constantly telling people what to do, try changing your approach. Effective managers will set the ground rules and expectations for their staff members and then allow them to do their jobs. Shift your focus from making sure that specific tasks are completed correctly to establishing standards and expectations. Never assume that people know they are appreciated one of the biggest

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Mistakes a manager can make is to assume that people understand how important they are to the team or organization, Find ways to acknowledge the efforts of your staff, internally (within your group or team) and externally (with your superiors and with others. groups within the organization). There are often times when employees have the tendency to feel unwanted or not important and more and more you find the employee lacking in their performance, as a manager you do not have time to pamper and baby grown people, but often a little encouragement will help any company keep successful employees. You should acknowledge the opportunities you do have to reinforce the good work of your team and don’t let an opportunity pass without taking advantage of it. Poor pay, lack of opportunities for advancement, and lack of motivation are just a few conditions that can annoy employees. It is not useful to dwell on negative aspects of the work, but showing an understanding of the things that affect your staff members negatively can build morale and trust and improve motivation. Work motivation is one of the most studied aspects of management. Managers can't force their employees to be motivated in their work, but they can encourage motivation by empowering their staff to have control over their work and acknowledging their achievements whenever appropriate.

How to motivate employees and save money

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David Worman also known as Dr. Motivation came up with several ways that managers, directors and team leaders can motivate employees without putting the company in so much debt by offering