To manage such a magnitude of employees requires expertise, skill and a deep knowledge of principles of management. Regardless of the size of the organization, human resources are what keep a company moving. This paper discusses the role of motivation in getting work done and especially in increasing employee job performance.
The following is a report on the factors that affect motivation in an given organization. The report highlights different technique and human resources theory, which different organizations use to give rewards and maintain a well-motivated workforce. This section of the report analyzes the techniques and theories with an aim of evaluating their effectiveness as strategies made to assist the organization in achieving its goals. It is evident that the task of motivating workforce in an organization is not an easy one and requires that organizations evident enormous resources in the process.
Cranny, Smith, and Stone, (1992), defines motivation as the process of empowering an individual to continue acting in a certain positive behaviour. Motivation in organizations is aimed at encouraging employees to take initiative in execution of their duties at the work place. Motivated employees exhibit self-drive and desire to willingly perform their tasks in accordance to the organization's objectives (Cranny, Smith, & Stone, 1992). According to the Maslow's theory, employees' behaviour is influenced by wants and desires which unless satisfied, they continue to determine and influence how an employee will act. In a business organization, employees have their needs and wants, which make them to work. However unless their expectations are fulfilled they may under perform or function in less effective manner.
Business organizations have come up with different ways of fulfilling human resource needs. The most important of them is the motivation of workers. Unless workers are motivated performance is likely to go down and therefore the organization is likely to face losses. Different organizations have different mechanisms in place for motivating their employees. The most notable motivators in use by most organizations are in form of pay hikes and salary increments. Some organizations have a reward system for excellence in which sterling performance can earn an employee promotion another rewards such as increased responsibilities and benefits such as education and career growth opportunities. Therefore the above factors, money, promotions, benefits are all motivators different companies use to improve performance. Another common form of motivation is performance based pay which links output to income. This has been largely successful especially for wage payments under casual labour schemes (Cranny, Smith, & Stone, 1992).
Management has a big role to playing in bringing up a team which beats all the challenges such as cultural differences and work place conflicts in order to get employees to function as teams. Where management plays its roles of motivating employees well, employees are united and functions as a team. This in turn creates a synergetic effect in which the company attains success and utilizes the employees to the maximum. Employee motivation is grounded on the fact that, employees are born