As a state of mind, Bruce and Pepitone described this as the attitudes and perceptions of individuals manifesting in the willingness to contribute greater effort towards the achievement of organizational goals with the willingness conditioned by expectation of satisfying individual objectives (2). State of mind depends on various factors. Nickels and McHugh identified these factors as scientific management (260) in organizations, the Hawthorne effect with perceptions of organizational concern towards employees linked to positive outcomes (262), a work environment meeting an individual's hierarchy of needs (263), existence of positive incentives and challenges (269), and intrinsic and extrinsic factors influencing job satisfaction (265).
As a process, Bruce and Pepitone described motivation as the process of arousing, directing and maintaining attitudes, behavior and perceptions towards the attainment of organizational goals (2). Nickels and McHugh discussed motivation as the facilitation of the interaction between individual and organizational goals (273) in a manner that ensures the achievement of individual and organizational expectations (274) and perceived as fair (275). ...
Motivating individual employees is important to the business environment because this creates a number of benefits. First benefit is job satisfaction (Nickels and McHugh 260), which refers to the positive emotional condition of employees that comes from their personal appraisal and/or organizational performance assessment of accomplished tasks. Job satisfaction means employees feeling better about the value of their work contribution to the organization, going beyond minimum expectations, and positive response to task completion. This is important in the contemporary business environment because of its link to customer service and satisfaction. Satisfied employees are likely to do better in their work. This spills over to their treatment of customers. Customers then receive better service and improved experience of the products and services of the firm (Nickels and McHugh 260). This could lead to repeat purchases and even loyalty.
Second benefit is improved individual performance, which when combined translates into improved organizational performance (Bruce and Pepitone 38). This links employee performance and organizational performance. Employee performance refers to both work outcomes and task completion processes. Measurement of work outcomes could include task completion based on quotas or other standards applied by the organization. Efficiency in task completion by working with errors at a minimum level, targeting more than the minimum expectations, and better disposition towards work also reflect the performance of motivated employees. Improved individual performance is important to the contemporary business environment because
Fierce competition in the contemporary business environment highlights the importance of human resources in achieving business goals. Human resource determines organizational capabilities and performance. Motivation emerged as an important concept that describes the state of mind of employees within the context of human resource management practices of business firms and the encompassing organizational culture…
Why do many managers prefer that their employees work in teams? Does this necessarily deliver the workplace outcomes that these managers envisage? Teamwork has been the new ‘mantra’ of modern corporatism. It is viewed as the panacea for all performance problems in a company.
Understanding the value of worker motivation within any organization involves the connection between the psychological orientation of the workers and the processes related to questions of motivation. The value of motivation has been explained variously through theories that attempt to determine the behavioral processes of the human agent.
Messmer (2011) notes that motivated employees perform better than employees who are not motivated. Apparently, so many employers have not recognized the importance of motivating their employees. At the same time, the few that understand the value of motivation in enhancing the performances of employees do not know the techniques to adopt and the circumstances where such techniques are applicable or necessary.
According to Charles C. Manz (1992) the self influence of the employee helps more than the reality in improving of self confidence and his capacity. In order to utilize the total man power of the company in proper way to improve the performance of the organization motivation helps them to reach their goals.
The need-want satisfaction chain is somewhat oversimplified. How Team building will enhance the productivity of Employees is also discussed.
Motivation means different things to different individuals. For some, it may be an incentive and for others, a psychological backing or setting a good example.
Managers motivate by providing an environment that induces organisation members to contribute. The need-want satisfaction chain is somewhat oversimplified. How Team building will enhance the productivity of Employees is also discussed.
ACTAVIS BULGARIA EAD Sofia is the Bulgarian branch of the international generic pharmaceutical company Actavis Group hf.
The author suggests that today’s manager must be an advocate for ensuring that employees are rewarded appropriate, from a financial perspective, for achieving performance goals. If basic cost-of-living increases can motivate employees, then giving them a reward scheme, or at least providing guidance to senior leaders on how to build one.
As far as my motivation is concerned, money is not the only motivating factor for me. Money is significantly important but it is not at all the ultimate motivating factor for me. Work life balance means, getting time off from my duties also motivates me significantly. It
This can be done through establishment of a taskforce which would collect feedback from all employees about their working conditions as well as patients on the kind of service improvements that they would like the hospital to implement. Training is
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