Motivation can be defined as stimulating, inspiring and inducing the employees to perform to their best capacity. Motivation is a psychological term which means it cannot be forced on employees. It comes automatically from inside the employees mijn duo it is the willingness to do the work.
Image Courtesy : asu. A motive is an inner state or desire which energizes an individual to move or to behave towards achievement of goal. Motive arises out of needs of an individual. When a motive emerges in an individual. It causes restlessness as he wants to fulfill his motive.
For example motive to earn induces an individual to search for job or work. Individual searches for food to fulfill the motive of hunger. Motivators are the incentives or techniques used to motivate the people in an organisation. Common motivators used by the managers are increment, bonus, promotion, recognition, respect etc.
Motivation is an internal feeling which means it cannot be forced on employees.
What is Motivation | Definition, Types, Theories, Importance
The internal feelings such as need, desire, aspirations etc. For example, desire to have a new house, respect and recognition, etc. Motivation induces people to behave in such a manner so that they can achieve their goal. Motivated person need no supervision or direction. He will always work in desired manner.
For example if a person has a motive to get promotion so he will work efficiently to get promotion. To motivate employees managers use various motivators. Some motivators are positive and some are negative few examples of positive motivators are: promotion, increment, bonus, respect, recognition, etc. If employee does not improve his performance with positive motivators then manager uses negative motivators such as warning, issue of memo, demotion, stopping increments, etc. Sometimes fear of negative motivators also induces person to behave in a desired manner.
Motivation is a complex and difficult task. In order to motivate people a manager must understand various types of human needs. Human needs are mental feelings which can be measured accurately.
If manager measures them accurately then also every person uses different approaches to satisfy his need. Some get satisfied with monetary incentives, some with non-monetary, some with positive and some with negative motivators. So it is not possible to make generalization in motivation. Human beings are ever-changing. Human needs are unlimited and go on changing continuously.Post a Comment. Importance of Motivation in Organization, Business, Management.
Motivation is one of the important parts of managerial functions. A manager becomes unsuccessful if he fails to motivate his subordinates.
In my previous post I have discussed about the features of motivation in organization. And today I am going to discuss about the its importance. There is a close relationship between motivation and performance. The most important of motivation are:. Motivation is an important tool that leads the organization in profitable operations. Motivated workers perform their duties with full responsibility. The development of self responsibility among the workers contributes for the best utilization of available resources like materials, money, machines and others.
Motivation contributes to develop working efficiency of employees. When employees are actually motivated they improve their working efficiency. The development of working efficiency among workers leads to maximize production and productivity. Management can expand its business activities in large areas for organizational profitability and growth. The change in the management system and organizational structure is essential to adjust an organization and its business activities according to changing environment.
In some situation workers, specially, their unions may create resistance to change. They think about their job security and stability. The motivated workers have knowledge about the outcome of changes. They even better appreciate the management view points to the introduction of chances in the organization.
Manpower is the main active factor of production and is responsible for the best utilization of organizational resources. Motivation is the main instrument which creates the willingness among workers to do their work in the best possible way.
In other words, motivated employees make the best utilization of their skills, knowledge, capabilities etc. The satisfaction of employees is essential for organizational effectiveness. Motivation helps satisfy employees and develop morality among them. Employees with high morale become dedicated to the organization. They also perform their jobs in the best manner. Generally, employees are motivated through facilities both financial and non financial.
Financial facilities are essential to fulfill basic and other physiological needs. In a similar manner, promotion on the basis of efficiency and experience is essential to fulfill social needs. Motivation is an important tool, which helps to maintain coordination and develop a feeling of harmony among workers and management. It minimizes misunderstanding and disputes between the management and workers.
The development of transparency about the internal matters stimulates the workers to perform their work efficiently. When workers get knowledge about their responsibility and return, they perform their work efficiently. Motivation is the basis of coordination among all members of the organization. Motivated employees develop a better understanding among themselves.
They appreciate their mutual problems and resolve differences through mutual consent. The main reason for the differences in approach among the workers is the lack of coordination. However, motivation helps to maintain coordination among the workers.Motivation is a psychological term which means it cannot be forced on employees.
It comes automatically from inside the employees as it is the willingness to do the work. According to W. According to Michael J. For example, if an employee develops a need to earn more, this need will make him restless and he will start thinking how to satisfy his need. To satisfy his need he may think of working hard in organization and get promotion so he will start working hard. After sometime he will get incentives or increments or promotion which will satisfy his need.
But motivation process does not end by satisfaction of one need.
After fulfilling one need another need develops and the same process continues till needs keep emerging in human beings. Motivation is the desire that pushes an individual to work well. It is an influence that causes people to behave in a particular way. The main reason for low motivation is the dissatisfaction with their wages for production line workers. They receive half as much as the quality control inspectors who do not participate in the production process.
These workers receives a low weekly wage and a bonus for meeting output targets. This leaves a feeling of frustration as such problems are beyond the control of the workers and they feel that they have been treated unfairly. Thus firstly he pay of the workers should be increased. Also according to Maslows Need Hierarchythe most basic needs are the psychological needs of hunger, thirst and shelter which are gotten by the wages. These wages, if not at par should be close to that of the quarterly inspectors because the inspectors do not contribute to the output of a company.
Organisation would by this definitely face rising costs of labor but if by higher wages the workers are given an incentive to work hard then the productivity i. This may then off set the increase in costs and lead to an increase in production of goods. Nevertheless, it would be the non-financial rewards that would play an important role in maintaining the high motivation levels that are initiated by the financial rewards.
Profit sharing is also a financial reward would help worker feel more part of the business of in years of high profits they are given a percentage of profits. They would then wish to contribute to wards the maintaining of this profitability. Job enlargement including job enrichment and job rotationteam working, quality circlestarget setting, delegation and appreciation and recognition by the organisation awards are all methods that organisations can use to motivate employees.
Job enlargement increases the scope of the job so as to provide broader and deeper tasks.
Importance of Motivation
This would involve job rotation where the workers could switch jobs after a certain time that allows them to handle a variety of Jobs and job enrichment that organizes work in such a way that employees are able to use their fullest abilities and do work with lesser supervision.
Delegation should also be undertaken which is the passing to subordinates. This would mean telling the workers take certain decisions as to he performing of tasks. Empowerment would go a step further and give them control on how to perform their tasks by employing efficient methods.
Job enlargement, delegation and empowerment are all in accordance with McGregors Theory Y according to which workers like to work and seek responsibility. These methods help workers to feel a greater part of the process and business as they carry but more than one task and are encouraged to become more efficient.
Since they are given responsibility, they feel trusted and feel more loyalty to the firm.
As they carry out tasks related to the entire process they derive greater satisfaction of having seen the end result. They increase their skills gain more experience and open more opportunities for their future. The only danger is that some workers may be afraid of performing additional tasks as they are afraid of failure and thus losing jobs.Background: The aging of the European population is a demographic trend reflected in the ever-growing number of older employees.
This paper introduces the importance of motivation and satisfaction in the workplace among age diverse employees in Slovenian companies.
Objectives: The goal is to investigate the differences between the motivation and satisfaction of employees from different age groups in the workplace. We employed the Mann-Whitney U test to verify differences in the motivation and satisfaction in the workplace between the two groups. Results: Older employees are more motivated by flexibility in the workplace; autonomy at work; good interpersonal relationships in the workplace; the possibility of working at their own pace; respect among employees; equal treatment of employees regardless of their age.
They are more satisfied with interpersonal relationships in the company; their work; working hours and the distribution of work obligations; and facilitation of the self-regulation of the speed of work performed. Conclusions: Motivation and satisfaction change as individuals age. Aghazadeh, S. Artz, B. Baltes, B. Bartol, K. Bigliardi, B.
Brooke, L. Chileshe, N. Haupt, T. Claes, R. Garg, P. Gellert, F. Ghosheh Jr. Conditions of work and employment for older workers in industrialized countries: understanding the issues, International Labour Organization, Conditions of Work and Employment Series.
Groot, W. Harrison, D. Henkens, K.Please scroll down to get to the study materials. Cancel Report Concept of Motivation source:blogs. A manager feels some sort of challenge to motivate the people in their respective job because this motivation relates to that internal force which directs the people to act in a particular way to get something or satisfy their needs.
From the previous study, we learn that a manager gets work done through others. To get the work performed is not an easy task. A manager has to make the people work as per the direction was given to him. But the question is why people work? Why they behave as they do?
What motives may direct people to behave in a particular work? Motives mean the drives, needs, desires, wants or impulses within the individuals. According to Dale S. Beach"Motivation can be defined as a willingness to expend energy to achieve a goal or reward. According to Harold Koontz and Heinz Weihrich"Motivation is a general term applying to the entire class of drives, desires, needs, wishes.
Motivation is important to both the organization and the individual. To achieve organizational goals, motivation has become very effective tools and a manager has to use this tool to motivate or inspire the staff member in their respective job in such a manner that they could work effectively and efficiently. From the viewpoint of organization and individuals, motivation is important and plays a significant role and is also considered as an important determinant of performance.
Following are some of the importance of motivation:. Sharma, P. Buddha Publication. The needs give rise to motivate and to satisfy the needs, people may be motivated to work hard. Motivation is a human factor in management. Motivation represents the willingness of an individual to put his efforts in a particular direction so as to achieve his goals. Motivation is what makes people perform or do the things.
It energizes behavior of subordinates and directs them to perform the assigned activity by using their zeal and enthusiasm. Motivation is important to both organization and individual. In conclusion, motivation is the act of inspiring and encouraging employees to devotes maximum efforts for the achievement organizational objectives. Motivation induces men to work efficiently and it results in increased production and productivity.
Motivation stimulates employees to work effectively and efficiently. When employees are motivated, they will improve their working efficiency. The improvement in efficiency among workers leads to maximize production and productivity. If employees work efficiently then only there will be a possibility of utilizing of other factors of production properly and that too in maximum.
Hence, motivation helps to utilize the factor of production in a managerial way. An organization operates in a dynamic environment. When any changes occur in the organization, the workers may not be happy, discomfort, assume insecurely and show their disagreement and protest against such change.
But if they are properly, timely and tactfully motivated and managers give knowledge and inspiration, they will accept the change even more enthusiastically. Motivation creates confidence among the employees.Sales team motivation is a combination of incentives used to engage and motivate members of a sales organization. Most often, this includes monetary and non-financial incentives.
Sales team motivation is key to successful organizations. Unmotivated, disengaged sales teams often go hand-in-hand with poor overall performance, which can derail sales goal attainment. Sales teams can be motivated in a number of ways.
Typically, sales organizations motivate reps with a combination of monetary and non-financial incentives. Monetary sales team motivation does exactly what it's name says—motivate sales reps with financial incentives.
Non-financial sales team motivation engages reps with non-monetary incentives. Often, these are tangible gifts that reps either compete to win or work towards throughout the fiscal year.
Perhaps the most popular non-financial incentive is president's club. As a member of president's club, sales reps get to enjoy additional perks for meeting and exceeding quota often in an offsite location at the company's expense! The answer is simple. Motivated sales teams perform better. All in all, there are some very good, compelling reasons for putting the cigarette down, right?
But, would you believe that the ultimate motivator in getting these employees to quit smoking was cash? And not even boat loads of it? Checked again 15 to 18 months after the study's start, 9. Without strategic incentives, companies will fail to reach their corporate goals. Rather, their viewpoint on incentives must shift. This sets your sales organization up with a strategic mindset. Want to learn more about strategic sales planning?
Skip to main content. Sales team motivation is key to achieve corporate goals. Discover different motivation types that help keep sales reps engaged and on track to meet quota. What is Sales Team Motivation? Types of Sales Team Motivation Sales teams can be motivated in a number of ways. Monetary Motivation Monetary sales team motivation does exactly what it's name says—motivate sales reps with financial incentives.
Related Resources View All Resources. Register Now. Watch Now.To browse Academia. Skip to main content. Log In Sign Up. The role of motivation in Human Resource Management: Importance of motivation factors among future business persons. Freeman Ace. Organizations design motivation systems to encourage employees to perform in the most effective way but also to attract potential candidates.
The key to create the efficient motivation system is an answer to the question what really motivate employees. The purpose of this paper is to find which motivation factors are seen as the most important by students considered as future business persons. The aim is to analyze findings in the light of existing motivation theories. The knowledge from the theoretical part of this paper combined with the results of the research can be useful for managers who deal with freshly graduated employees and for HR professionals who prepare recruitment campaigns focused on attracting students.
The research was based on the questionnaire distributed to the sample of respondents from Aarhus School of Business, and participants from Management and Marketing Department at University of Gdansk UG in Poland.
Respondents were asked to rank thirteen motivation factors in the order of their importance. The distribution of ranks was similar in both groups. The findings indicated that Interesting work and Good wages were the most important factors for all students. Students from Aarhus School of Business gave the third position to Feeling of being well informed while students from Gdansk University to Job security. Both groups agreed that Promotion and growth in the organization and Full appreciation of work done were also included in the top five factors according their importance The results suggest that future business persons are motivated by factors from many different categories.
Therefore, the most efficient approach to their motivation should not be based solely on intrinsic motivators neither on extrinsic motivators. By being aware of the factors that are the most important for future business persons companies can meet the challenge of attracting, motivating and retaining them.
Theoretical Background Conclusion and future research Introduction A great amount of worldwide wealth occurs in a form of human capital. The one of the most important functions of HRM is motivation.
The importance of motivating people at work is noticeable at all levels of organization. Starting from managers who need to be aware of factors that motivate their subordinates to make them perform well, through employees who need to think through what expectations they have of work, ending up with HR professionals who have to understand motivation to effectively design and implement reward structure and systems.
It seems to be obvious that companies need motivated employees and without any doubts motivation is an important aspect of HRM.
However, because of a complex nature of human behavior, motivation is not easy to understand and to use. Although, some of research suggested that money is not as potent as it seemed to be, many companies tried to implement monetary incentives as their main tool to motivate employees. The question that has arisen is if there are other options of motivating employees that would be equally effective but more costs efficient.
The literature on a subject of motivation shows that there are several other ways to motivate employees. The most well know and often cited theories can be divided into two categories: content theories and process theories. The first group is focused on what motivate people.
Theories of Motivation and Their Application in Organizations: A Risk Analysis
It is represented by authors such as Maslow, McClelland and Herzberg who are known by almost everyone who ever read anything about motivation. The second category — process theories, try to find out how motivation occurs. Vroom, Adams, Locke and Latham created the most influential process theories. In fact, there are many more examples of possible motivators in the literature on a subject of motivation.
In this multitude of possible options it is not easy to answer the question — what in fact motivates employees. The easiest way to find out is simply to ask them.
There is a long history of researches which ask employees to rank the importance of motivating factors. In their studies they compared answers from employees coming from different cultures, age groups, levels of organization and even from different points of time in a history. Their results showed that importance of motivating factors might vary among particular groups of people.