Motivation business should do to enable to motivate their

Motivation is about the ways in which business organisations
can encourage their employees (staff) to give their best for the business at
all times. Motivated staff in a workplace care about the success of a business
and this tends to enable employees work better. However not all employees are
motivated and care about the success of a business and there must be extra work
a business should do to enable to motivate their employees. Businesses can
motivate their employees to do better in their workplace by doing various
things such as increasing the salary of employees or improving the working
environment of the employee. A motivated employee does not only work better
however, it enables a higher level of staff retention whereby employees want to
work longer hours and take less days off and also allows the increase in output
which is caused by the extra hours and effort given by employees.

Motivation can have effects on the output of any business. Businesses
rely a lot on the efficiency of their production staff to make sure that their
products are manufactured in numbers that meet the demand of customers. If
these employees lack the motivation to produce and perform to the best of their
ability and meet the demand of customers, then an organisation may face a problem,
which may lead to serious consequences.

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Locke’s Theory of goal setting (1968) suggests that staff in
a work place are more motivated when goals are set by managers or by the staff
themselves when they are closely involved in the processes at the workplace,
rather than when employees do not see clearly, what their efforts are focused
on and what their managers expects from them. The basic principles of
motivation and goal setting is that motivational goals need to be clear and
measurable such as my goal is to reduce my weight from 80kg to 70kg. Secondly, goals
must be challenging, with an achievement as the final stage. Thirdly, employees
must start to feel like they are part of the goal setting process to enable
them to be committed to a clear and relevant goal. Finally, there must be a program
that involves feedback, recognition such as good work and extra hours worked in
a report form. This will enable organisation to track the potential or the
success of an employee. This can also be a benefit into motivating an employee
as if an employee was to see they have sold the most goods in a shop it would
motivate them to work even harder and accomplish their goals.

Edwin Locke has expanded on Vroom’s theory by developing the
theory of setting goals that takes into account the conscious motives that
exist when organisations set targets to be met. According to Robbins (2003),
Locke’s Goal Setting theory states that specific and difficult goals lead to
higher performance with feedback. In addition to feedback, he found that the
goal of achieving goals and achievements are related to the goal and
sufficiency of self-efficacy, task characteristics, and national culture.

Motivation comes from an individual’s goal set based on
human needs, personal values, personality traits, etc. Which are shaped through
socialization and experience. The behaviour used to achieve the goal depends on
whether the goal is tough or specific. The amount of effort that an individual
puts reflects the level of satisfaction that can lead to other activities
(Porter et al., 2003). In order to achieve the goals there should be some
conditions; such as feedback, dedication to the goal, ability, etc.

According to him, a goal is needed to motivate employees to
do better than before. It shows that financial awards can improve the
sustainability of a person’s commitment as well as behaviors. . Setting targets
and managing program goals have increased in the last two decades and
motivation is organized into three categories; personality view, cognitive
decisions, and perspectives of self-regulation.

According
to him, the goal is to motivate employees to do better than before. This shows
that financial rewards can improve the sustainability of the person’s
commitment as well as behaviors. , Setting goals and managing program goals has
increased in the last two decades and motivation is organized into three
categories; personality view, cognitive decisions, and perspectives of
self-regulation.

Keeping employees full of potential is the ultimate goal of
employee motivation. Just as there are unlimited amounts of motivators, there
are unlimited amounts of methods that help motivated employees. Motivation
works as an engine of internal human growth by providing an attractive and
demanding task for employees and therefore must be of great importance to
managers.

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