Motivation plays a vital role in any organization or company. The amount of motivation can directly affect not only the quality of life but can strengthen or weaken the conclusion. Every manager or leader should know and work to make sure they keep their employees motivated no matter what place those employee's have been in their careers. Managers will keep their employees motivated by identifying individual factors that influence behavior, understanding and applying motivation theories and enacting effective behavior modification that encourages a higher level of motivation to the individual employee. A motivated workforce will make any company or organization a competitive force. Employees that are motivated usually produce with a higher level, create a better services or products and can be fertile ground for innovative ideas. motivational articles
The aim for managers of levels is to understand individual behaviors and evaluate where improvements are expected. After understanding what areas need improvement the use of motivational factor does apply using motivation theory. When the employee is being motivated in a higher level the manager's task is to take that motivation and use the appropriate behavior modification intend to help employees remain motivated and positively modify the atmosphere and character with the organization. Motivation are able to do more than just make a company run more successfully or productively. The possible lack of motivation can to some cancer that can create apathy, pessimism, cynicism, and can stifle energy stunting a company's growth and just like cancer if not treated can destroy this company. Managers have the reasonability to look at each individual and the areas they want improvement, apply motivational theories inside their behavior modification plan.
latest celebrity breaking news
Individuals react and differently to be able to situations. That is why it essential when addressing motivation on the job that a manager evaluate their employees on an individual basis to comprehend where they are personally and organizationally. Managers need to know what is needed for an individual before possible ways to improve the motivation of these person. There are five major stages or levels related to work-related behaviors. The first work related behavior is joining the business in which a new employee becomes associated with the group, its practices, and culture and finding their place in that group. Second is remaining with the organization the location where the employee has found their place. The third work related behavior is maintaining work attendance therefore not only showing to operate at the right time but being there when needed. The 4th behavior is performing required tasks therefore becoming proficient in the task and contributing more towards the group or company.
The last behavior is organizational citizenship in which the employee now contributes in a higher level and assumes task where needed and even outside of their duties. Being aware what behaviors are not being obtained can identify a manager if motivation falls short of an individual and where a manager can work to motivate a staff member. For instance if an employee has reached the 3rd level maintaining work attendance but is not consistently there as needed it is not time to enact a motivational plan that offers the individual more task. Giving this employee more tasks may actually have a negative effect enhancing the attendance problem. If you know the employee is at this third level a supervisor can enact a reason plan that encourages this employee to acquire better attendance and lead them to the next level of performing required tasks.
Since individuals are motivated by different facets such as needs along with what stage the employee is at it is important for managers to recognize the individuals in his or her group before enacting and evaluating motivational theories towards the group or individual. Motivation can play an important role in the success from a organization but the motivation of the group is comprised of many individuals motivated by many different facets. Because a manager can't activate policies for each individual the manager must decided knowing every individual where their group is where motivation is needed.
While personnel are motivated by differing factors that correspond where they are at personally in addition to professionally those factors are broken down by motivational theories. Motivation theories are very important in creating incentives that will aid employees at all levels become more motivated. It is essential that managers know and understand motivation theory before creating motivational incentives. In Maslow's needs theory hierarchy these individual factors are classified into five main categories. The underside levels are physiological needs by which basic needs are motivational factors including food clothing. The other level is the requirement of safety this includes a work environment free from hazards etc.
Another level is belongingness and this is the personal need to feel a part of the group. The next level is esteem the location where the individual is concerned about getting recognition and being appreciated for his or her contributions to the group. The best level of Maslow's hierarchy is self-actualization when the individual has found there meaning in everyday life and fulfills their role for the fullest ability. As the individual can be at varying levels each and every group of this hierarchy they may be motivated by factors that fulfill that category. Perhaps and individual feels they are a fully accepted part of the group or company. The guy may be showing signs of low motivation. The wrong action would be to tell that individual that new video security cameras where being installed to guard them. The correct action is usually to assign them an activity in which they would be recognized and rewarded for his or her efforts. Because motivation plays this type of major role in every organization the call to group individual behavior as well as are needed. Maslow's hierarchy provides managers guidelines to accept the individual needs of their employees and create offers to increase motivation by identifying types of plans that would be effective for your individuals.
Behavior is a byproduct of motivation or lack of motivation. When motivation has scary levels of an employee behavior usually falls using the group's culture. When a negative behavior is displayed by a motivated employee little action is required. On the other hand when employee motivation is low negative behaviors are bond to show up. A manager must now apply what they have learned about the individuals and rehearse motivation theory to enact the right action that will motivate employees who is not being motivated. The contingencies of reinforcements give managers guidelines to select the right action to motivate and change behavior.
There are two main reinforcements that motivate employees to alter their behavior, positive and negative reinforcements. An employee could be enticed to correct a bad behavior by giving an incentive that rewards their good behavior. For example if an employee is consistently late a reward may be given at the end of the month for that employee who works one of the most hours. If a negative reinforcement can be used punishment is used to take care of the behavior. For example the employee may be warned that their continued plan will results in disciplinary action. The main element for any behavior modification is usually to understand the individual in addition to their needs. If a person has been motivated by esteem than the usual plan that reinforces their contribution and the way that will be acknowledged can be a much more effective reward when compared to a lunch certificate. Managers have a difficult job in ensuring that there employees have high motivation speculate of the effects that motivation dons a group or firm is so important this is a task that deserves constantly and attention that can be allotted to this task. To change a behavior a staff must be motivated for this. By finding out the individual's needs and apply bad and the good reinforcements to the group motivation can and will increase and the success of this task will have resilient effects on the success of the group.
Motivation is a complicated subject to understand because we as folks are so individual. That is why when a manager approached the problem of motivating their employee's they need to take into account the individual. You will need to understand where the individual is in their personal development and career. Finding out what behaviors the person exhibits can help the manager seem to comprehend is motivation is an issue that really needs immediate attention. Once a need has been discovered by way of a manager then an evaluation must be made using motivation theory to find out what it is that motivates their employees.
After the manager knows what motivates the viewers and individuals in that group a strategy can be put together which uses both positive and negative reinforcements to effectively motivate the individuals in that group. Higher amounts of motivation within an organization can create an environment that makes it an enjoyable place to work where individuals feel obtain what they need by behaving in such a way that benefit the group. However if motivation is a concern that is neglected due to the complexity or any other reason the final results can be devastating for the long term health of the group. Managers work as the doctors diagnosing the problem and creating effective treatment. In the event the treatment is carefully prescribed an inadequate company can become strong and vibrant again. No other issue has as significant effects in a lot of areas as motivation does in the office and careful attention must be made to ensure that those effects are positive and enable further growth.