Discuss the Factors That Affect the Level of Motivation in Employees
Mariam Peyton is a professional Financial Analyst. She holds a Masters degree in Economics. She specialises in financial analysis and forecasting. Her expertise includes studying the financial performance of companies, markets and entire industries looking for trends, insights and information that can help you glean rich insights for use in academic and market research.
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In our societies, one of the most serious challenges faced in the competitive business environment is providing jobs to capable employees. Once the challenge is remedied, the management of the organization is now faced with the responsibility of motivating the workers to do their activities effectively and efficiently.
However simple it looks, motivating is a challenge, and keeping people or employees motivated is even more challenging. Motivation is the process of attracting a person to do something because he or she wants to do it. Different theories have been suggested for motivating employees, such as pay, appreciation, achievement, responsibility, advancement, challenge, and enjoyment. Some will work while others won’t so contemporary organizations will motivate their employees to perform well based on corporate goals, objectives, and culture. Employee motivation is critical as it is one of the ways that will increase the productivity of employees and utilize the resources in the most possible way.
According to Mullins (2016), motivation in its simplest form refers to the creation of incentives and a working environment that allows employees to perform to the best of their ability. It is a state of positive emotion resulting from the assessment of one's job experience. In fact, David and Anderzej (2010) have defined it as cognitive decision-making with the intention of making behavior aimed at achieving a given goal through initiation and monitoring.
According to Huczynski and Buchanan (2013), a motivated group of employees is a sign of a successful organization. In fact, motivated employees are most likely to work and achieve greater output, reducing labour costs. They tend to show pride in their work, require less supervision, and create a positive impact on customers, improving overall performance.
This paper evaluated the factors that affect the level of motivation in employees. It answers questions like; what are the factors that affect employee motivation? What are the internal and external factors of employee motivation?
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Discuss the Factors That Affect the Level of Motivation in Employees a Case Study
Key Learning Outcomes
By the end of the case, students should be able to:
- Identify and explain the main factors that influence employee motivation, such as intrinsic and extrinsic rewards, job design, feedback, recognition, and leadership.
- Analyze how different motivational theories, such as Maslow's hierarchy of needs, Herzberg's two-factor theory, and expectancy theory, can be applied to improve employee motivation in various contexts and situations.
- Evaluate the effectiveness of different motivational strategies and techniques, such as goal setting, empowerment, participation, and reward systems, in enhancing employee performance and satisfaction.
1.0 INTRODUCTION
According to Mullins (2016), motivation in its simplest form refers to the creation of incentives and a working environment that allows employees to perform to the best of their ability. It is a state of positive emotion resulting from the assessment of one's job experience. In fact, David and Anderzej (2010) have defined it as cognitive decision-making with the intention of making behavior aimed at achieving a given goal through initiation and monitoring. It is influenced by various factors that can vary from person to person and from situation to situation.
This assignment will discuss some of the common factors that affect the level of motivation in employees and how managers can use them to enhance their team's performance.
Intrinsic and Extrinsic Motivation
One of the basic distinctions in motivation theories lies between intrinsic and extrinsic motivation. Intrinsic motivation refers to the internal desire to do something for its own sake, such as interest, enjoyment, curiosity, or challenge. Extrinsic motivation refers to the external rewards or incentives that are associated with doing something, such as money, recognition, praise, or feedback. Both types of motivation can have positive or negative effects on employees' behavior and outcomes, depending on how they are used and perceived.
In general, intrinsic motivation is more conducive to long-term satisfaction and engagement, as it fosters a sense of autonomy, competence, and relatedness. Employees who are intrinsically motivated tend to be more creative, innovative, and committed to their work. However, intrinsic motivation can also be undermined by external factors, such as excessive pressure, control, or competition. Therefore, managers should avoid creating a work environment that is too stressful, restrictive, or competitive, and instead provide opportunities for employees to pursue their own interests, goals, and passions.
Extrinsic motivation can also be beneficial for employees' performance and productivity, especially when it is aligned with their intrinsic motivation and values.
Employees who are extrinsically motivated tend to be more responsive to feedback, guidance, and rewards. However, extrinsic motivation can also have detrimental effects on employees' motivation and well-being, especially when it is used in a coercive or manipulative way. Employees who are extrinsically motivated may lose interest in their work, feel pressured or controlled, or develop a dependence on external rewards. Therefore, managers should avoid using extrinsic motivation as a substitute for intrinsic motivation, and instead use it as a complement or reinforcement for employees' intrinsic motivation.
Goal Setting and Feedback
Another important factor that affects the level of motivation in employees is goal setting and feedback. Goal setting refers to the process of defining and specifying the desired outcomes or results of one's work. Feedback refers to the information or evaluation that one receives about one's performance or progress towards the goals. Both goal setting and feedback can have positive or negative effects on employees' motivation and performance, depending on how they are designed and delivered.
In general, goal setting can enhance employees' motivation by providing direction, clarity, challenge, and commitment. Employees who have clear and specific goals tend to be more focused, organized, and persistent in their work. However, goal setting can also reduce employees' motivation by creating stress, anxiety, or frustration. Employees who have unrealistic or ambiguous goals may feel overwhelmed, confused, or discouraged by their work. Therefore, managers should ensure that the goals they set for their employees are SMART: Specific, Measurable, Achievable, Relevant, and Time-bound.
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