The Motivation - Term Paper Example

Running Head: Motivation Paper - Management Motivation Paper - Management [Institute’s Motivation Paper – Management Table of Contents Executive Summary 3 Introduction 4 Motivational Theories 5 Barriers 7 Conclusion 9 Executive Summary Unemployment is the biggest problems facing the third-world countries. There are various factors involved in it such as population explosion, dearth of jobs, poor education system etc. In this regard, steps should be taken by the organizations to motivate their employees, in order to acquire quality service from them. In specific, this paper will discuss and analyze some of the significant aspects of motivation that plays a vital and crucial in the success of an organization. . In the year 1973, a number of studies were carried out to understand individual behaviors and their effects on productivity in an organization. (Peitone, 2002) In this regard, a number of motivational theories are available in the literature, and some of them will be discussed in this paper, in order to understand their requisites, as well as, effects. Apart from physiological and social needs, self-esteem plays a crucial role in the continuation of quality service by the employees. In other words, respect and recognition are some of the factors that encourage and motivate employees in working more efficiently. Lastly, it should be realized by the employers that every implemented processes and programs should allow the participation of every employee. Thus, the key factor is the teamwork, which has superseded hierarchy in this respect. Conclusively, the paper has discussed some of the significant aspects of employee motivation. It is hoped that the paper will be beneficial for students, teachers, and professionals in better understanding of the topic. Introduction In the contemporary world, the under-developed and developing nations are faced with awesome challenges and apparently insurmountable problems. These problems are related to the social, economic and political spheres of life. Unemployment is the biggest problems facing the third-world countries. There are various factors involved in it such as population explosion, dearth of jobs, poor education system etc. In such a situation, most people find jobs with hard effort and after waiting long, this situation rotten their inner talent and many a times it happens that while they start their jobs they are already so much disappointed that they perform poor. In this regard, steps should be taken by the organizations to motivate their employees, in order to acquire quality service from them. In specific, this paper will discuss and analyze some of the significant aspects of motivation that plays a vital and crucial in the success of an organization. Motivated workers and employees are some of the main components for the attainment of success by an organization. In other words, achievement and success is always influenced and supported by the motivated workers who provide their quality and effective hard work during different processes of an organization, such as recruitment, production, maintenance, etc. However, studies have indicated that employees used to confront an erroneous attitude from their employees until 1970s. In the year 1973, a number of studies were carried out to understand individual behaviors and their effects on productivity in an organization. (Peitone, 2002) Subsequently, studies indicated that money was not the only obsession of the employees, and attitudes of the employer were quite responsible for the behavior of employees. In other words, term of ‘motivation’ was introduced by experts as means of quality production in organizations. It was specified by the studies that it is very imperative that true factors of motivation should be understood by supervisors, in order to bring some effective changes in employees, as productivity is greatly influenced by motivation in the companies. It is imperative that different strategies should be employed for better understanding of employee behavior during the motivation procedure by the employers, as different jobs result in the demonstration of different responses by the employees. For instance, it is observed that a given level of source is often superseded by motivated employees, as compared to the employees that have not been motivated by the employers. (Bruce, 2002) In addition, quality is another significant aspect that is also fulfilled by these motivated employees in the companies, which saves the time of the employers, as well as, the employees without any wastage of time, as well as, the resources. Motivational Theories In this regard, a number of motivational theories are available in the literature, and some of them will be discussed in this paper, in order to understand their requisites, as well as, effects. Some of the experts have categorized the term of motivation into the process that results in the making of a decision. Behaviors are demonstrated by the employees in response to executive process. In this regard, a number of motivational and development methods can be employees to motivate employees. Studies have noted that theories related to the motivation play a vital role in the provision of opportunities that may provide success and prosperity to supervisors and employers. This paper will focus on two basic approaches to motivation, content and Maslow’s hierarchy of needs approach. In specific, fulfillment of personal and internal needs and requirements is the focus of content approach to motivation, as internal comfort of employees will facilitate them to achieve higher quality and greater productivity in their organizations. On the other hand, five levels have been categorized by Maslow in his provision of hierarchy of needs approach. In this hierarchy, it has been observed that most complicated need has been given least consideration in the hierarchy, as compared with the most necessary one, which has been given the main deliberation by the Maslow’s hierarchy. (Peitone, 2002) Maslow has placed physiological needs on level one of his hierarchy, as it is observed that humans identify some basic needs and requirements during their lives, which include some of the physiological needs as the significant ones. Some of such needs are food, shelter, and water facilities. In this regard, it is very imperative that organizations should facilitate the fulfillment of such needs by timely payments to the employees, which is an easy way to motivate employees. According to Maslow, employees must avoid factors that may harm to the employees, and thus, safety needs of employees are placed on second level of the hierarchy. According to such approach, provision of security plays a vital role in motivating employees to work efficiently with comfort in the organization, and thus, may bring significant changes in the organization. It has been observed and felt by a number of experts that association and involvement of human beings is an essential process, and thus, friendship and belongings are associated by employees by identification of their social needs that provide different opportunities to them in the society. In this regard, organization should provide opportunities related to extra-curricular activities, such as sports, parties, some celebrations etc, which will allow employees to concentrate more effectively on their work. (Bruce, 2002) Apart from physiological and social needs, self-esteem plays a crucial role in the continuation of quality service by the employees. In other words, respect and recognition are some of the factors that encourage and motivate employees in working more efficiently. Thus, self-esteem needs have been played on fourth level by Maslow in his hierarchy. (Peitone, 2002) The organization may fulfill the employee’s esteem needs by assigning projects according to specific expertise and abilities. Self-actualization needs have been placed on fifth and last level of the hierarchy in this approach. Human beings have been bestowed with individual capacities that are identified by them with self-actualization needs. Thus, self-confidence and potential is realized by the employees with the fulfillment of such needs. In this regard, managers may assign challenging tasks to employees, which may allow the employees to portray their capabilities in a confident manner. Barriers It has been observed and explained by a number of studies that several factors are responsible for the success of supervisors and leaders in an organization. In this regard, one of the key factors that influence the success of the leaders is the motivation that is provided to the employees. Loss of an efficient employee may result in number significant problems for the organizations, and thus, it is essential that employees should be motivated by the application of abovementioned and other available theories and approaches. In some organizations, motivational theories are applied on collective level, which can be a barrier in motivation process, and thus, it is very imperative that employees should be motivated individually according to his/her needs and requirements. In addition, lack of communication is one of the significant factors that obstruct abovementioned theories in motivating employees. (Bruce, 2002) In other words, it is very imperative the managers should be equipped with effective communication skills, such as interpersonal skills, intrapersonal skills, intercultural skills, etc. Absence of such skills often results in inefficiency of motivation process, and may result in failure of organizations. In the year 2000, a study was carried out to identify the barriers that obstruct the motivation process, and it was indicated by results that money is not an issue, and it was given the least level in the survey. (Peitone, 2002) Lack of challenging tasks in an organization is one of the other factors that discourage employees in quality service. In this regard, implementation of motivation-related approaches should be performed along with provision of challenging tasks and opportunities that may allow employees to show their capabilities and acquire chances of promotion and advancement. According to the study, absence of opportunities related to promotion was the most significant factor that tends the employees to leave their jobs, which was followed by absence of challenging tasks, nonexistence of motivating environment, and variation. Humans are social animals, and thus, it is very important that they should be provided with varied tasks and opportunities, as provision of similar tasks dampens the effects of motivation process in the organizations. Furthermore, it is very imperative and crucial issue that the process of motivation should be continuous and ongoing in an organization. One of the reasons of continuity of the motivation of employees is that the attitude and responses of employees do change after a certain period, and thus, they need motivation for the provision of effective and hard work. Thus, the employee motivation should be supported by the employers in a continuous manner. In this regard, it is indicated by the studies that discontinuity and inconsistency in motivation-related programs is another major factor that reduces the effects of such programs in the organizations. Until now, a number of barriers and problems are discussed in this paper. Now the paper will discuss some of the practical examples that can be implemented to reduce the abovementioned barriers in the organization. It is observed that teamwork allows the employees to interact with each other and achieve efficient results in their tasks. Teamwork facilitates employees in communicating with each other and establishes concrete relationships that may support motivational programs. Another successful technique to motivate the employees is allowance of integration of personal concerns, as well as, hobbies of the employees with the work, which provides a home environment to the employees, and thus, a moderate and motivated labor force can be nurtured by the organizations accordingly. (Peitone, 2002) Conclusion Lastly, it should be realized by the employers that every implemented processes and programs should allow the participation of every employee. Thus, the key factor is the teamwork, which has superseded hierarchy in this respect. Secondly, individual assurance and integrity should be given to every employee, and respect should be given to them. Thirdly, encouragement, credit, and rewards should be provided to the employees that present better-quality work in the company. In other words, encouragement and provision of a friendly environment may result in the effective provision of work by the motivated employees. Conclusively, the paper has discussed some of the significant aspects of employee motivation. It is hoped that the paper will be beneficial for students, teachers, and professionals in better understanding of the topic. References Anne Bruce. (2002). How to Motivate Every Employee. McGraw-Hill Professional. James S. Peitone. (2002). Motivating Employees. McGraw-Hill Professional Read More