Motivating employees - Essay Example

? MOTIVATING EMPLOYEES By Motivating Employees Studies in organizational management concur that worker motivation remains a key factor for success. Organizations with sufficient structures for motivating workers report greater levels of performance as compared to others that fail to incorporate such strategies. 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 (Miner, 2012). The management of any organization will tend to select some of the theories that connect appropriately with the long-term and short-term strategies. In this case, the theories of motivation will always integrate within the general mission and goals of any organization. The goal-theory, self-determination theory, and theory X and theory Y are some of the commonly applied theories in the pursuit of desired objectives (Hoffmann, 2007). The nature of the organization determines the kind of theory applied in accordance with the strategies and frameworks of the organization. In this regard, motivation theories help to condition workers towards the attainment of the organization goals. The theories also help in preparing the workers for personal fulfillment in terms of career growth and individual development. Some organization operate policies that project uniform achievement between the workers and the company. Such a perspective connects with the concept of total quality management. As such, it becomes necessary to consider the fact that a range of issues that connect with the processes of motivation will also involve the determination of goals and aspirations of the various. Most of the theories of motivation are tailored towards the process of controlling behavior. The acknowledgement of human nature and the power of the environment, incentives, threats, to control outcomes in organizations usually depend on the type and impact of the theory (Ahlstrom & Bruton, 2010). For instance, a firm that seeks to develop the human capital of its work force may engage self-determination theory. Self-determination theory often enables the creation of positive attitudes in the organization by encouraging workers to strive towards the attainment of the specific goals that relate to the various processes that align with the combined objectives of the company. On this matter, the determination of the levels of efficiency and productivity of a worker are regulated by the nature of the environment. A range of processes often involves the creation of systems and structures that aid the processes of performance of the workers. The self-determination theory offers employ the opportunity and support to explore the limits of their potentials and talents. Applying this theory within an organization may involve setting of targets and limits for the workers in order to assess their capabilities and capacities to achieve set goals. In the end, both the company and the workers benefit in a seamless manner that determines the degree of balance between effort and rewards. Psychological explanations of this theory hold that humans will often respond positively to challenges that come with some levels of reward. Within an organizational set-up, there remains a range of factors that connect appropriately with the various issues related to personnel development of the workers. Rewards such as promotions and salary increments have often been used alongside the self-determination theory to align the efforts and dedication of workers towards the attainment of specific goals. Reviews of the efficacy of the goal theory show that some of the processes of motivation will tend to merge with the manner in which goals determine the processes of an organization. In normative practice, goal setting entails the determination of a range of available alternatives with the view of creating objectives that fit into the general long-term strategy of the organization. Some of the issues that relate to the general perspectives of the strategies are determined by the orientation of the worker towards some specific goals (Lussier & Achua, 2010). One of the requirements of the goal setting theory is that it involves the creation of precise and specific goals. Another important consideration is the determination of the time range so that the goal falls within the scheduled aspect of time. Organizations such as PriceWaterhouseCoopers are largely controlled by the goal-setting theory. In normal practice, the attainment of goals entails some rewards, which motivate the workers to propel themselves towards higher pursuits. Motivation entails the application of different methods and strategies for the purpose of attuning the minds of the workers to positive processes. Ultimately, the application of theory X and theory Y usually entail a range of processes incentives and coercion. Theory X generally promotes the use of some level of threat to force workers into performing the specified tasks. Theory X may be more appropriate in organizations that require the cultivation of a strong work ethic and some level of discipline. These theory works on the assumption that humans are naturally lazy and will often require some element of force to force them into performing their scheduled duties. According to some analysts, the theory works on a retrogressive assumption that affects the essence of sustainability if applied within modern organizations (Lussier & Achua, 2010). Other studies point out that the theory is demotivating factor in the long term. Organizations that embrace theory Y are more likely to advance in the motivation of workers as compared to those that embrace theory X (Beck, 2004). In a significant degree, theory Y provides conducive conditions for motivating workers by conditioning their minds and character to the workers in ways that sufficiently engage them in meaningful pursuits. On this matter, the process of motivation engages the determination of the courage and effort of the workers. In essence, good motivation strategies often entail the creation of the right kind of environment and factors in ways that connect with the long-term strategies of organizations. Some of the issues that connect with the objectives of motivation has to be considered within the general aspect of motivation. On this score, it might be argued that motivation will often entail the creation of behavioral patterns among the workers in order to engage appropriately with the processes of organizational development. The processes of motivation aim at enhancing the skills and the attitudes of the workers towards in ways that align with the general objectives of the organizations. Work-related stress, burnout, fatigue, and high staff turnover are some of the effects of poor motivation strategies. The competitive nature of the modern corporate world requires the application of appropriate motivation strategies for the purpose of maintaining stable conditions, high levels of job satisfaction, provision of quality services, and the general development of the organization. It is less costly to maintain a motivated workforce through the application of the most appropriate theories that connects with the policies, strategies, and goals of the organization. Works Cited Ahlstrom, D & Bruton, G, D 2010, International management: Strategy and culture in the emerging world, South-Western Cengage Learning, Australia. Beck, R, C 2004, Motivation: Theories and principles, Upper Saddle River, Pearson Education, New Jersey. Hoffmann, S 2007, Classical Motivation Theories - Similarities and Differences between them, GRIN Verlag, Munchen. Lussier, R, N & Achua, C, F 2010, Leadership: Theory, application, skill development, SouthWestern/Cengage Learning, Australia. Miner, J, B 2012, Role Motivation Theories, Routledge, London. Read More