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Motivation at the workplace

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  1. Employees are the most important part of an organizational structure since they shape the performance levels of an organization
  2. Work can help employees realize their inherent, individual strengths and weaknesses
  3. There are different parameters that are used to measure the level of motivation of individual employees within the organization
  4. The achievements and efforts of employees are recognizable and organizations need to engage their employees and ensure that they have ensured that they have rewarded the effort and dedication
  5. Work is also important in helping an individual improve and maximize on their strengths and look for ways to curb their weaknesses
  6. There are different needs that ought to be satisfied for an individual to improve their performance and give their potential best
  7. According to Maslow's theory the ability to work to satisfy various needs of an employee is important in ensuring that the employees continue to work in the organization of their order of hierarchy of needs is met by the work that they engage in
  8. Herzberg also developed a motivational theory that was referred to as the two factor model in trying to explain the motivation as a functional concept that improves the employees' performance through satisfaction of their needs
  9. The achievement motivation theory asserts that the personality traits and the background of an individual may influence the need for achievement

Employees are the most important part of an organizational structure since they shape the performance levels of an organization. In order to perform to their level best employees need to be properly motivated towards achieving the goals and vision of an organization. Employees are motivated by different factors at the workplace that may drive them to work more and push for their different motivation aspects at the workplace that is understandable through understanding the psychological factors that influence an employee. This paper looks at the work and the workplace environment as the motivator for employee actions and behavior.

[...] As aforementioned, looking to satisfy the intrinsic needs of the employees is more important than the extrinsic needs within an organization in order to ensure that there are happy and satisfied employees that improve performance. This is mainly because the employees have to have the level of satisfaction to strive to be better at their organizational performance and look to ensure that they get the best out of their employees potential. Reference List Arnold, J., Randall, R. et al. (2010). Work psychology: Understanding human behaviour in the workplace, 5th edition. Harlow: Prentice Hall Cameron, J., & Pierce, W Rewards and Intrinsic Motivation: Resolving the Controversy. Westport: Bergin & Garvey. [...]


[...] There are different parameters that are used to measure the level of motivation of individual employees within the organization. The engagement, commitment, intention and satisfaction are some of the components that are examined in order to determine the level of motivation that an individual employee has towards a specific goal within the organization. It is important therefore for the employees to bring their level best and maximize on their potential in order to gain from the different incentives within their organizations (Mcreynolds pg103). [...]


[...] The achievement motivation theory asserts that the personality traits and the background of an individual may influence the need for achievement. According to the theory, the need for achievement is a psychological concept and it's intrinsic in nature. The employees have the need for achieving higher goals and crediting themselves according to the achievements within the company and how well they have done and managed to achieve in the company's hierarchy (Cameron and Pierce pg73). It's important for the organization therefore to ensure that they have a progressive culture where people are credited for their efforts and the structure or process of crediting the employees is properly formulated and stated (Chung pg41). [...]


[...] Moreover, many employees may find the desire to comprehend their work making meaningful contribution to the wider attempt to step up motivation. Contrary to conventional belief and understanding of employee motivation, a few employees feel motivated by extremely taxing jobs. Others are motivated to achieve long-term ambitions and desires by jobs that help them grow and learn (Whiteley pg94). Monotonous jobs and tasks that lead to a dead end often demoralize employees. On the other hand, employees who feel trapped or forced to work for a given entity should endeavor to find new dilemmas elsewhere. [...]

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