Motivation in the workplace

Motivation plays a major role in any organization or company. The motivation can directly affect not only quality of life but may increase or weaken the bottom. Every manager and / or leader should know and work to ensure that their employees are encouraged no matter where their employees are in the career. Managers can motivate their staff by identifying individual factors that influence behavior, understanding and application of motivation policies, and perform effective behavioral change that encourages increased motivation for individual employees. A powerful job can make a company or organization competitive. Employees who are motivated usually produce at a higher level, create better products or services and can be a fertile ground for new ideas.

The goal of management at all levels is to understand unique behaviors and assessments where improvements are needed. After understanding which area needs to be improved, the motivation factor can be used by using instructional instruction. When the employee is encouraged to a higher level, the project promoter will take this motivation and use the appropriate behavioral change plan to help employees to motivate and have a positive impact on the atmosphere and nature of the organization. Motivation can do more than just let the company run more successfully or produce. A lack of motivation can lead to cancer that can cause reluctance, pessimism, puberty, and can reduce energy that causes business growth and, like cancer, if it can not be treated it can destroy the organization. Managers have reason to investigate whether an individual and the areas in need of improvement apply incentives in a change plan.

Individuals respond and differ in different situations. Therefore, it is necessary to address incentives in the workplace as a manager assesses his employees on an individual basis to understand where they are personal and organizational. Managers need to know what needs a person before they can find ways to improve their motivation. There are five main levels or levels associated with work-related work. The first work-related behavior is to participate in the organization, where a new employee is associated with the group, his practice and culture, and find his place in that group. Another is left at the agency where the employee has found his place. The third workforce is to maintain a working position, which means not only working on time but being there when needed. The fourth approach is to carry out the necessary tasks, this means being proficient at work and promoting more to the group or company.

The final behavior is organizationality, as the employee is now embarking on a higher level and takes on tasks that are needed and even beyond their obligations. Understanding of any behavior can not be said manager if interest is lack of person and where the manager can work to encourage employee. For example, if an employee has reached a third level maintaining a workplace but has not been stable there when necessary, it is not time to enforce an incentive program that gives the individual more tasks. Giving these employees more tasks can actually have a negative impact and increase the level of attendance. Knowing that the employee is at this third level, the manager may require an incentive program that encourages this employee to get better attendance and lead them to the next level performing the necessary tasks.

As individuals are motivated by different factors such as needs and levels of employee, it is important for managers to identify individuals in the group before they participate in and evaluate motivation stones for the group or individual. Motivation can play an important role in the success of all organizations, but the interest of the group is represented by many individuals who are encouraged by many different factors. Because the manager can not activate a policy for each individual, the manager must decide to know which person is their group and where motivation is needed.

While employees are encouraged by different factors that correspond to both personal and professional, these factors are broken down by ideology. Encouragement data is essential to motivation that will help employees of all levels to be encouraging. It is necessary that managers understand and understand the motivation of theories before they create motivation. In Maslow's ideology hierarchy, these individual elements are grouped into five main categories. The lowest levels are physiological needs, as basic needs are motivational factors such as cost of clothing. Another level is a need for security, this includes a work environment that is free from dangers, etc.

The third stage is attached and this is a personal need to be part of the group. The next stage is an opinion where an individual is worried about receiving recognition and appreciation for his contribution to the group. The highest level in Maslow's hierarchy is self-confidence as an individual has found meaning in life and fulfills his / her full-fledged role. While individuals can be at different levels with each group of this hierarchy, they are encouraged by factors that fulfill this category. Perhaps and individual believes that they are a fully recognized member of the group or company. This person may show signs of low interest. The wrong action would be to say that an individual to a new security camera in which is being installed to protect them. The correct operation would be to assign the projects as they would be recognized and rewarded for their efforts. Because motivation plays such a big role in every organization, it is necessary to associate individual behaviors and needs. Maslow's hierarchy provides management guidance to address the individual needs of its employees and create plans to boost incentives by defining types of programs that are effective for individuals.

Behavior is a byproduct of motivation or lack of motivation. When there is an interest in the behavior of employees, it is usually consistent with a group of cultures. When negative behavior is shown by a motivated employee, little action is required. However, when employee interest is a little negative behavior, bonds will appear. The manager must now apply for what they have learned about individuals and use motivational instruction to formulate correct actions that encourage the employee who is not interested. The addition of reinforcements gives instructors instructions to choose correct actions to encourage and change behavior.

There are two main strengths that encourage employees to change their behavior, positive and negative strengthening. An employee can be trusted to correct negative behavior by giving motivation that rewards good behavior. For example, if an employee is constantly late, you can pay a salary at the end of the month for the employee who works the most hours. If negative reinforcement is used, punishment is used to correct the behavior. For example, the employee can warn that their ongoing procedures will lead to action. The key to any behavioral change is to understand the individual and their needs. If a person is encouraged by passion but a plan that strengthens his contribution and how it will be recognized is far more effective than a lunch certificate. Managers are struggling to ensure that employees are highly motivated, but because of the motivation that motivates a group or company is so important, this task describes all the time and attention that can be assigned to this project. To change behavior, an employee must be encouraged to do so. By discovering that individuals need positive and negative reinforcements to the group, motivation can be increased and the success of the project will have a long-term impact on the performance of the group.

Motivation is a complex matter to understand because we as people are so individuals. As a result, the Managing Director approached the matter by encouraging his employees to take into account the individual. It is important to understand where an individual is in personal development and career. Finding out what behavior an individual shows can help managers understand is motivation is an issue that needs immediate attention. Once a manager has found it necessary, it must be evaluated using instructional instruction to discover what motivates his employees.

After the administrator knows what motivates the group and individuals in that group, a plan can be put together that utilizes both positive and negative reinforcement to motivate individuals in that group. Higher interests within an organization can create an environment that makes it a fun workplace where individuals find what they need by behaving in a way that benefits the group. On the other hand, if motivation is a neglected matter because of its complexity or for any other reason, the result may be a destruction of the long-term health of that group. Managers act as doctors diagnosing the problem and creating effective treatment. If the treatment is carefully measured, weak businesses can become strong and live again. No other issue has so far affected so many areas as an incentive in the workplace, and it is important to ensure that these effects are positive and facilitate further growth.


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