Think you need to get motivated?


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Think you need to get motivated?

  1. 1. ==== ====Motivation ====Motivation plays a huge role in any organization or company. The level of motivation can directlyaffect not only the quality of life but can strengthen or weaken the bottom line. Every manager andor leader should know and work to make sure they keep their employees motivated no matterwhat place those employees are in their careers. Managers can keep their employees motivatedby identifying individual factors that influence behavior, understanding and applying motivationtheories and enacting effective behavior modification that encourages a higher level of motivationfor the individual employee. A motivated workforce can make any company or organization acompetitive force. Employees who are motivated usually produce at a higher level, create a betterproduct or service and can be fertile ground for innovative ideas.The goal for managers of all levels is to understand individual behaviors and evaluate whereimprovements are needed. After understanding what areas need improvement the application ofmotivational factor can be applied using motivation theory. Once the employee is being motivatedat a higher level the managers task is to take that motivation and use the appropriate behaviormodification plan to help employees remain motivated and positively affect the atmosphere andcharacter of the organization. Motivation can do more than just make a company run moresuccessfully or productively. The lack of motivation can to a cancer that can create apathy,pessimism, cynicism, and can stifle energy stunting a companys growth and just like cancer if nottreated can destroy the organization. Managers have the reasonability to examine each individualand the areas they need improvement, apply motivational theories in their behavior modificationplan.Individuals react and differently to different situations. That is why it essential when addressingmotivation in the workplace that a manager evaluate their employees on an individual basis tounderstand where they are personally and organizationally. Managers must know what is neededfor an individual before they can find ways to improve the motivation of that person. There are fivemajor stages or levels associated with work-related behaviors. The first work related behavior isjoining the organization in which a new employee is getting associated with the group, itspractices, and culture and finding their place in that group. The second is remaining with theorganization in which the employee has found their place. The third work related behavior ismaintaining work attendance this means not only showing to work at the right time but being therewhen needed. The fourth behavior is performing required tasks this means becoming proficient inthe job and contributing more to the group or company.The final behavior is organizational citizenship in which the employee now contributes at a higherlevel and takes on task where needed and even outside of their duties. Understanding whatbehaviors are not being obtained can tell a manager if motivation is lacking in an individual andwhere a manager can work to motivate an employee. For instance if an employee has reached thethird level maintaining work attendance but has not been consistently there when needed it is not
  2. 2. time to enact a motivational plan that gives the individual more task. Giving this employee moretasks may actually have a negative effect increasing the attendance problem. Knowing that theemployee is at this third level a manager can enact a motivation plan that encourages thisemployee to obtain better attendance and lead them into the next level of performing requiredtasks.Since individuals are motivated by different factors such as needs and what stage the employee isat it is important for managers to identify the individuals in his or her group before enacting andevaluating motivational theories to the group or individual. Motivation can play an important role inthe success of any organization but the motivation of the group is comprised of many individualsmotivated by many different factors. Because a manager can not activate policies for eachindividual the manager must decided knowing each individual where their group is and wheremotivation is needed.While employees are motivated by differing factors that correspond where they are at personallyas well as professionally those factors are broken down by motivational theories. Motivationtheories are essential in creating incentives that will help employees at all levels be moremotivated. It is essential that managers know and understand motivation theory before creatingmotivational incentives. In Maslows needs theory hierarchy these individual factors are groupedinto five main categories. The bottom levels are physiological needs in which basic needs aremotivational factors such as food clothing. The second level is the need for safety this includes awork environment free from hazards etc.The third level is belongingness and this is the personal need to feel a part of the group. The nextlevel is esteem in which the individual is concerned about getting recognition and beingappreciated for their contributions to the group. The highest level of Maslows hierarchy is self-actualization in which the individual has found there meaning in life and fulfills their role to thefullest ability. While the individual can be at varying levels with each group of this hierarchy theyare motivated by factors that fulfill that category. Perhaps and individual feels they are a fullyaccepted member of the group or company. This individual may be showing signs of lowmotivation. The incorrect action would be to tell that individual that new security cameras wherebeing installed to protect them. The correct action would be to assign them a task in which theywould be recognized and rewarded for their efforts. Because motivation plays such a major role inevery organization the need to group individual behavior and needs are needed. Maslowshierarchy provides managers guidelines to take the individual needs of their employees and createplans to increase motivation by identifying types of plans that would be effective for the individuals.Behavior is a byproduct of motivation or the lack of motivation. When motivation is high in anemployee behavior usually falls in line with the groups culture. When a negative behavior isdisplayed by a motivated employee little action is needed. On the other hand when employeemotivation is low negative behaviors are bond to appear. A manager must now apply what theyhave learned about the individuals and use motivation theory to enact the proper action that willmotivate the employee who is not being motivated. The contingencies of reinforcements givemanagers guidelines to choose the right action to motivate and change behavior.There are two main reinforcements that motivate employees to change their behavior, positive andnegative reinforcements. An employee can be enticed to correct a negative behavior by giving anincentive that rewards their good behavior. For example if an employee is consistently late a
  3. 3. reward can be given at the end of the month for the employee who works the most hours. If anegative reinforcement is used punishment is used to correct the behavior. For example theemployee can be warned that their continued course of action will results in disciplinary action.The key for any behavior modification is to understand the individual and their needs. If a person isbeing motivated by esteem than a plan that reinforces their contribution and how that will beacknowledged is a much more effective reward than a lunch certificate. Managers have a difficultjob in ensuring that there employees have high motivation but because of the effects thatmotivation has on a group or company is so important this is a task that deserves all the time andattention that can be allotted to this task. To change a behavior an employee must be motivated todo so. By finding out the individuals needs and apply positive and negative reinforcements to thegroup motivation can and will increase and the success of that task will have long lasting effectson the success of the group.Motivation is a complicated subject to understand because we as people are so individual. That iswhy when a manager approached the issue of motivating their employees they must take intoaccount the individual. It is important to understand where the individual is in their personaldevelopment and career. Finding out what behaviors the individual exhibits can help the managerunderstand is motivation is an issue that needs immediate attention. Once a need has beendiscovered by a manager then an evaluation must be made using motivation theory to discoverwhat it is that motivates his or her employees.After the manager knows what motivates the group and individuals in that group a plan can be puttogether that utilizes both positive and negative reinforcements to effectively motivate theindividuals in that group. Higher levels of motivation within an organization can create anenvironment that makes it a fun place to work where individuals feel obtain what they need bybehaving in ways that benefit the group. On the other hand if motivation is an issue that isneglected because of its complexity or any other reason the results can be devastating on the longterm health of that group. Managers act as the doctors diagnosing the problem and creatingeffective treatment. If the treatment is carefully prescribed a weak company can become strongand vibrant once again. No other issue has as far reaching effects in so many areas as motivationdoes in the workplace and careful attention must be made to ensure that those effects are positiveand enable further growth.Travis Eck is currently a Senior Business Process Analyst and Six Sigma Black Belt for theSnelling Services Inc. In his current role he is instrumental in the development of both executiveand senior leadership as well as creating a culture of continual improvement. In his previous roleas a Six Sigma Black Belt for Providence Health and Services he lead process improvementprojects focused on customer needs and cost reductions. Pervious to his Six Sigma role heworked at Capital One Auto Finance were he and led a high performance test team in the LossMitigation/Funding Divisions where he championed initiatives in Quality Assurance, Policies andProcedures and Business Contingency Planning.Article Source:
  4. 4. ====Motivation ====