Motivation
An organization, simply put, is a group that is formally designed to achieve some specific goal. A top concern of those managing this organization will always be to motivate their employees in an effort to reach their goal as cost-effective and as quickly as possible. Motivation is difficult to explain as well as practice, however, motivation is still the one thing that makes people productive in their jobs. The motivated employee learns fast, deals with customers courteously and efficiently, is cooperative with other employees, and is committed to helping you achieve the kind of results your business needs. Unfortunately, these types of employees do not grow on trees, and must be assisted to become truly motivated towards an organization's goals. There are many theories that can be studied and applied to any situation. Motivational theories are studied and practiced by theorists and companies to increase productivity. Scientists have defined motivation "as the process of arousing, directing and maintaining behavior towards a goal" (Greenberg 1999). The act of arousing is related to the desire and vigor to produce. Directing i
Today's strong economy is forcing businesses to recognize that this old style of management does not produce the best and most lasting results. As shown earlier, motivational theorists have argued for years, that the keys to motivating employees are not found in money, hours, and working conditions. They are found in allowing employees to develop their own abilities to work and be valued by one team (Tulgan 2000). This is along the same lines as the teachings of motivational management theory: "demand personal responsibility, build goal-centered teams, develop the potential of each employee, support champions, reward innovation, and celebrate success" (Tulgan 2000). While these strategies have always been useful, they are now vital to success in the new economy, where talent is the most important business resource (Tulgan 2000). Owners and managers are now realizing that in order to get all employees motivated and moving in the same direction, they must include them in th! s the election of behavior, and maintenance is the inclination to behave in a certain manner until the desired outcome is met (Greenberg 1999). Many motivational theories are related to this definition. This essay will ponder different motivational theory as well as methods to motivate your employees. With new managing styles emerging in recent years, motivational techniques are becoming much more helpful in increasing organization productivity and success. The most successful techniques are those that promote openness, honesty, and inclusion, opposed to exclusion (Schneider 2001). Frank Hood, CIO at Krispy Kreme Doughnut Corp. decided to completely replace the company's "IT infrastructure" (Solomon 2001) in 1997, when he was hired. This was difficult for the employees to adjust to, some leaving and some staying, slowly learning the new system. They surprised Hood, as well as themselves. From this experience, Hood learned some strategies for motivating employees. First, "the Krispy Kreme IT team has a nonhierarchal structure, which gives projects a grassroots feel" (Solomon 2001), said Hood. His most successful technique is to support people while pushing them beyond their own limits. The result: "They dig it", says Hood. "That kind of rush is more powerful than money or benefits for many IT employees", says Edward M. Roche, a New York-based chief scientist at The Concours Group Inc., a Texas-based IT management consulting firm (Solomon 2001). "Breaking the bounds, going where you're not supposed to, doing the impossible. Those are the kinds ! This also tells us that communication is an important factor. If management does not communicate with his/her employees in order to find out what motivates them, their techniques of motivation will not be successful. It is up to the manager to discover what motivates his/her employees. On a more personal level, self-motivation is an important and critical skill. Instead of relying on others to reward and punish, to direct, set goals, and provide feedback, we must learn these tools to manage our own behavior. Self-motivation is particularly useful when employees are isolated while working. After you have motivated yourself, inspiring others to improve performance is possible and more effective (Aldag 2000). q Equity Theory: According to this theory, what motivates people to work is the perception of equitability (fairness) and in-equitability. This theory focuses on two
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Approximate Word count = 2318
Approximate Pages = 9 (250 words per page double spaced)
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