Motivation at the workplace Name: Course: College: Tutor: Date: Introduction According to Podroff (2005, p. 40), motivation refers to the driving force that enables people to attain their goals; it is both extrinsic and intrinsic. According to different motivation theories, motivation is not optimism or volition but it is related to though distinct from emotion…
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Motivation is more of psychological processes that lead to arousal, persistence and direction of one’s behavior. Intrinsic motivation is driven by enjoyment or interest in task itself and it exists within individual and not on any external pleasure (Alexander et al, 2000, p. 54). Extrinsic motivation is driven by activity performance that is focused on attaining an outcome, it rises from outside the person, and some of the forms of extrinsic motivations include threat of punishment, coercion, money and grades (Jelencic, 2011, p. 3). Competition is also a form of extrinsic motivation. In the workplace, work of manager entails getting work done by employees, for this to be achieved; managers have a role to motivate employees. Motivation entails both theory and practice and its one of the difficult subjects that touches various disciplines. In the workplace, motivation is approached by businesses in different ways as managers try their best to motivate employees to work hard, however, the fact is that no one can make one work where that person has no desire to work (Podroff, 2005, p. 40). Effective motivation requires the managers to shift workers mindset and understanding of employees creating the appropriate set of circumstances in the workplace. Podroff (2005, p. 40) has argued that motivation is not and cannot be coerced. Importance of workplace motivation According to Jex and Britt (2008, p. 234), motivation is central in determining intensity, duration, and direction of work-related behavior among employees, behavior here refers to activities that employees engage in at workplace. Intensity of motivation determines the energy and vigor that employees put in directing their work-related goals. In organizational psychology, common motivation dependent variables include employees’ choice, effort, and at times persistence. Motivation influences the performance and well-being of employees. Kondalkar (p.246) added that motivation reduces employees’ turnover, enhances their ability to accept organizational change, and improves the image of the organization. Ways of enhancing workplace motivation Bruce (2006, p. 7) suggested various ways of motivating staff, one of them is to know their need for motivation, once the manager is able to answer the question, he/she is well placed in engaging the employees at work more effectively and influence their workplace behavior so that they can act more enthusiastically focusing on achieving the organizational goals. Managers must also recognize employees’ real motivation without relying on myths like financial incentives as the only motivator; this requires mangers to evaluate the factors that drive their employees’ motivation. Managers need to inspire employees to what is meaningful and important, for instance, they can inspire the staff to think like business entrepreneurs, to take risks and unleash their synergistic and limitless potential. Effective communication is also essential in enabling staff realize the reasons for doing what managers desire to be done, employees may not necessarily be motivated by managers reasons and objectives, they would wish to know what is in the objectives for themselves, managers therefore must communicate to them so as to evaluate their purposes and causes and connect them to organizational activities and goals. Latham (2007, p. 4) argued that motiv
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