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A Common Question Recruiters Ask Prospective Candidates is How They Would Motivate Their Staff - Essay Example

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The success of any business primarily relies upon the performance of its staffs. They are treated as the vital resources of any organisation which tend to yield high productivity through their performances…
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A Common Question Recruiters Ask Prospective Candidates is How They Would Motivate Their Staff
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Download file to see previous pages Introduction The success of any business primarily relies upon the performance of its staffs. They are treated as the vital resources of any organisation which tend to yield high productivity through their performances. For staffs or employees, motivation acts as a key towards enhancing their performances. Motivation is a force which encourages employees to render their best effort towards the job. This motivation can only be achieved when the requirements of employees are satisfied. These requirements can differ from person to person as every person has their personal needs which can help to inspire toward high performance and thus yield high productivity. It has often been argued in this context that effective motivation is one of the prime reasons which prompt certain positive behavioural aspects amid employees. Although motivation is regarded as a crucial factor for success of business, there are certain debaters who attempt contradicting this explanation. In broader terms, motivation is believed to be the determination to perform better. Motivated people are identified to commonly exhibit energy and enthusiasm in the work procedure. Based on this notion, the paper will describe motivation of people from different perspectives. The objective of the paper is to understand the aspects which can help to stimulate employees towards higher performance. Application of different theories along with challenges and success factors for motivation of employees has been illustrated in the discussion henceforth. 2.0. Literature Review 2.1. Traditional Motivational Theories There are three most commonly applied motivational theories which were developed in traditional period namely, ‘Maslow’s Need Hierarchy Theory’, ‘Hertzberg’s two factor theory’, and ‘Theory X and Theory Y’. Maslow had proposed that employees have different set of requirements through his Need Hierarchy Theory. He had identified five kinds of needs to be effective for any and every individual from a generalised point of view which included ‘psychological needs’, ‘safety needs’, ‘social needs’, ‘esteem needs’, and ‘self-actualisation needs’. However, the earnestness of these different needs is likely to vary from person to person. In this regards, Maslow had described that when one need is fulfilled, the other need arises. Hence, the urge for satisfying different needs drive employees toward more effort. Thus, accomplishment of different needs can help to motivate employees toward higher performance in an organisation (Bryson, 2006). Fredric Herzberg had developed two aspects namely ‘motivators’ and ‘hygiene’ factors which certainly creates an impact on motivation of staffs. Hertzberg believed that there are certain aspects which result in satisfaction of staffs and certain other aspects which inhibit dissatisfaction amid them. According to him, the hygiene aspects are essential for existence of motivation in the workplace. Although hygiene aspects do not result in positive satisfaction for long run, it is vital for preventing displeasure among employees. In other words, hygiene aspects are extrinsic factors in the job. Alternatively, motivational aspects can generate satisfaction for employees to a considerable extent. These aspects are fundamental in nature and motivate employees for providing superior performance on a consistent basis. Motivator aspects are often termed as satisfiers and represent the ...Download file to see next pagesRead More
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