Effects of Motivation, implication, and performance
- Company Presentation of Decathlon
- The company
- Justification for the choice-SBA
- Environment of Decathlon
- Current market situation of sports
- The environment at Decathlon
- The sectoral analysis
- Competitive forces
- Strategic Groups
- The different strategic positions
- Generic strategy
- Defining Key Success Factors
- Managerial Expertise
- Marketing Expertise
- Strategic Analysis
- Internal factors
- External Factors
- Analysis of Strengths - Weaknesses - Opportunities - Threats
This document focuses on the motivation of individuals in their workplace. Although technical skills are needed, (i.e. planning, organizing, and controlling production), a company cannot operate effectively if the players lack motivation. The workers naturally need to be strengthened about their hopes, need for trust and feeling of belonging to a common project.
The company must deal with individuals and the group, their personal, professional, emotional, rational, philosophical and material issues. If one takes the perspective of the business, in order to develop further, motivation is more involvement in order to get the needed performance. The performance combines the ability to achieve goals while minimizing the cost of resources used. However, when employees speak about motivation, they relate to satisfaction.
The objective of this case is to study the factors of motivation to work and relationships arising between each variable on the basis of major theories. This research is on why we work and what drives us to the performance. Is there a relationship between motivation, satisfaction and performance? Can be fully involved even if you are not satisfied? Can we get to the performance even if one is not motivated?
After an overview of the major theories of motivation, we will consider the challenges posed by the source of job satisfaction, impact on performance and outcomes in employment. The design of a questionnaire to be administered to 200 employees of the Meeting, multicultural world, we will raise assumptions leading to a content analysis of qualitative and quantitative.
Lectures were given on books which contemporary writers have made a little new to the old theories of motivation. The following exploration work consists of two parts. After giving the definition of variables, we will study the one hand, some fields of theoretical work motivation to find food for thought and also enlightening, exploratory talks to complete the tracks.
The various scientific works on the topic of motivation to work regularly renewed debate on how to motivate employees. Research conducted over the past three years is both more comprehensive and less simplistic. Motivation is studied not as a fact but as a process that builds over time with personal characteristics and situations.
How to define work motivation? Motivation is the driving behavior; it acts as a trigger in the work of the action (Action! Action!)
The definition of Vallerand and Thill (1993) is: "The concept of motivation is the hypothetical constructs used to describe the internal forces and / or external trigger occurring, the direction, intensity and persistence of behavior."
For C. Levy Leboyer, is a multidimensional concept "Being motivated is to have a goal, decide to make an effort to achieve and persevere in this effort until the goal is reached."
Despite these clarifications, the motivation remains difficult to define concretely. However, we can say that a motivated individual provides the necessary effort to perform a task and to adopt attitudes and behaviors that allow it to jointly achieve organizational goals and personal goals.
This phenomenon triggers internal factors or cognitive (personal needs, values, objectives) and external factors, environmental (pressure, stress). These factors internal and external motivations are changing and unique to each individual.
Tags: motivation; implication; performance; effects in an organization