Motivation plays a vital role in any organization or company. How much motivation can directly impact on not only the quality of life but could strengthen or weaken the conclusion. Every manager and or leader should know and attempt to make sure they maintain their employees motivated it doesn't matter what place those employee's have been in their careers. Managers can keep their employees motivated by identifying individual factors that influence behavior, understanding and applying motivation theories and enacting effective behavior modification that encourages to the next stage of motivation for your individual employee. A motivated workforce could make any company or organization a competitive force. Employees who are motivated usually produce at a higher level, create a better services or products and can be fertile ground for innovative ideas.Maria Johnsen
Desire to for managers of all levels is to understand individual behaviors and evaluate where improvements are expected. After understanding what areas need improvement the effective use of motivational factor can be applied using motivation theory. When the employee is being motivated at the higher level the manager's task is usually to take that motivation and use the appropriate behavior modification plan to help employees remain motivated and positively affect the atmosphere and character from the organization. Motivation are able to do more than just make a company run more successfully or productively. The possible lack of motivation can into a cancer that can create apathy, pessimism, cynicism, and can stifle energy stunting a company's growth just like cancer if not treated can destroy the organization. Managers have the reasonability to analyze each individual and the areas they require improvement, apply motivational theories within their behavior modification plan.
Individuals react and differently to different situations. That is why it essential when addressing motivation on the job that a manager evaluate their employees on an individual basis to understand where they are personally and organizationally. Managers got to know what is needed for an individual before possible ways to improve the motivation of the person. There are five major stages or levels linked to work-related behaviors. The first work related behavior is joining the organization in which a new employee becomes associated with the group, its practices, and culture and finding their place in that group. The second thing is remaining with the organization where the employee has found their place. The 3rd work related behavior is maintaining work attendance therefore not only showing to be effective at the right time but being there when needed. The final behavior is performing required tasks this means becoming proficient in the task and contributing more for the group or company.
A final behavior is organizational citizenship when the employee now contributes with a higher level and takes on task where needed and also outside of their duties. Being aware behaviors are not being obtained can inform a manager if motivation is deficient in an individual and where a supervisor can work to motivate an employee. For instance if an employee has reached the 3rd level maintaining work attendance but will not be consistently there if needed it is not time to enact a motivational plan which gives the individual more task. Giving this employee more tasks might actually have a negative effect improving the attendance problem. Understanding that the employee is at this third level a manager can enact a reason plan that encourages this employee to acquire better attendance and lead them in the next level of performing required tasks.
Since individuals are motivated by different factors such as needs as well as what stage the employee reaches it is important for managers to recognize the individuals in his or her group before enacting and evaluating motivational theories on the group or individual. Motivation can play an important role in the success associated with a organization but the motivation in the group is comprised of many people motivated by many different facets. Because a manager are unable to activate policies for each person the manager must decided knowing each individual where their group is and where motivation is needed.
While workers are motivated by differing factors that correspond where they are at personally as well as professionally those factors are categorised by motivational theories. Motivation theories are essential in creating incentives that will help employees at all levels become more motivated. It is essential that managers fully understand motivation theory before creating motivational incentives. In Maslow's needs theory hierarchy these individual factors are sorted into five main categories. The bottom levels are physiological needs in which basic needs are motivational factors including food clothing. The 2nd level is the requirement of safety this includes a piece environment free from hazards etc.
The next level is belongingness which is the personal need to feel a part of the group. The next level is esteem the location where the individual is concerned about getting recognition and being appreciated because of their contributions to the group. The best level of Maslow's hierarchy is self-actualization the location where the individual has found there meaning in daily life and fulfills their role towards the fullest ability. While the individual can be at varying levels with each and every group of this hierarchy they're motivated by factors that fulfill that category. Perhaps and individual feels these are a fully accepted an affiliate the group or company. The guy may be showing signs of low motivation. An unacceptable action would be to tell see your face that new video security cameras where being installed to safeguard them. The correct action is always to assign them an action in which they would be recognized and rewarded for efforts. Because motivation plays such a major role in every organization the requirement to group individual behavior and requirements are needed. Maslow's hierarchy provides managers guidelines to accept individual needs of their employees and create intends to increase motivation by identifying kinds of plans that would be effective for that individuals.
Behavior can be a byproduct of motivation or even the lack of motivation. When motivation is high in an employee behavior usually falls good group's culture. When a negative behavior is displayed by way of a motivated employee little action is needed. On the other hand when employee motivation is low negative behaviors are bond to appear. A manager must now apply what they've learned about the individuals and make use of motivation theory to enact the correct action that will motivate employees who is not being motivated. The contingencies of reinforcements give managers guidelines to decide on the right action to motivate and alter behavior.
There are two main reinforcements that motivate employees to switch their behavior, negative and positive reinforcements. An employee can be enticed to correct a bad behavior by giving an incentive that rewards their good behavior. For instance if an employee is actually late a reward can be given at the end of the month for your employee who works the most hours. If a negative reinforcement is utilized punishment is used to take care of the behavior. For example the employee might be warned that their continued course of action will results in disciplinary action. The important thing for any behavior modification is to understand the individual in addition to their needs. If a person has been motivated by esteem compared to a plan that reinforces their contribution and exactly how that will be acknowledged is often a much more effective reward than a lunch certificate. Managers use a difficult job in ensuring that there employees have high motivation but due to effects that motivation is wearing a group or business is so important this is a task that deserves on a regular basis and attention that can be sent to this task. To change a behavior a staff member must be motivated to do so. By finding out the individuals needs and apply bad and the good reinforcements to the group motivation can increase and the success of these task will have longer lasting effects on the success from the group.
Motivation is a complicated subject to understand because we as individuals are so individual. This is why when a manager approached the problem of motivating their employee's they need to take into account the individual. You will need to understand where the body's in their personal development and career. Determining what behaviors the individual exhibits can help the manager comprehend is motivation is an issue that has to have immediate attention. Each need has been discovered by way of a manager then an evaluation must be made using motivation theory to find what it is that motivates her or his employees.
After the manager knows what motivates the group and individuals in that group a strategy can be put together which uses both positive and negative reinforcements to effectively motivate the individuals in that group. Higher numbers of motivation within an organization can create an environment that makes it an exciting place to work where individuals feel obtain what they already want by behaving in ways that benefit the group. However if motivation is a dilemma that is neglected because of its complexity or any other reason the final results can be devastating on the long term health of this group. Managers behave as the doctors diagnosing the situation and creating effective treatment. In the event the treatment is carefully prescribed an inadequate company can become strong and vibrant once again. No other issue has as far reaching effects in a lot of areas as motivation does at work and careful attention should be made to ensure that those effects are positive and invite further growth.