There are several causes that have an effect on motivation in the workplace. The interaction between co-workers is one of the factors that influence motivation in the workplace. The office is an environment where people collaborate and work together to accomplish those tasks and objectives. It is of considerable significance for the workforce and also for the management of the organisation to work together to ensure the well-being of the group. One if expresses contempt towards another symbolizes hatred, and those people cannot be inspired to work together. The positive friendship between co-workers often leads to a decrease in tension levels, making staff happier in their workplaces. Another factor that impacts motivation is how the leader creates the environment for the employees.
The creation of a conducive environment for the employees enables them to feel accepted in the organization. The leaders should show some level of respect for the employees so as to boost their morale when at work. The management by making good policies and guidelines help to resolve conflict when they happen in the organization (Wojtaszek 2016, p.1). Being that employees come from different backgrounds, there can exist some conflicting issues. The conflicting issues can be solved by having proper guidelines and procedures in dealing with it. The fair treatment whenever conflict emerges makes the employees feel they are all equal and with this boost their morale. Motivation can also be motivated by the promotions and the vacant positions up the ladder. Some employees do diligent work to be appreciated by being given higher positions to occupy. The gifts and bonuses are given to other employees also motivate the other employees to do their best in the workplace so as to also be recognized and be given the same bonuses and gifts.
Motivation is the act and desire to perform a particular task without being compelled. Some people will argue that it is _x0093_the willingness to exert high levels of effort to reach organizational goals, conditioned by the effort_x0092_s ability to satisfy some individual need_x0094_ (USA TODAY, 2017). There are very many ways of how to motivate an individual more so in a workplace setting or even in a homestead environment. Individuals are motivated in various ways in the society. An individual will be congratulated for the job well done, will be recognized in the company, will be given promotion to a higher level in the workplace, will be given presents as a sign of honor for the good service and bonuses will be award to individuals. Individuals who have performed well will be able to get encouragements to continue with the good work. In an employment setting, the management will recognize the individuals whose performance is exemplary. Benefit package will be given to the individuals who do good jobs, and this will serve as a sign of congratulation. Monthly awards will be offered for the best performing individuals. Promotions will be given to individuals who have done excellent work in their places of work. Listening to an individual by a higher authority will also symbolize respect to those individuals, and this will make an individual get motivated.
In understanding on how to increase the levels of motivation, a given management ought to go and benchmark from other companies on whatever is taking place. The management of particular organizations should try and go to the best performing organizations. They should analyze how the workers are treated and what makes the difference between the two companies. The management team should try and interview the employees from other organization to determine and improve their organization. The management should also conduct a survey in other organizations so as to have a variety of ideas on how to make the employees motivated. The understanding of good payments to the workers is also a factor that enables an increase in the motivation levels.
Herzberg’s theory of motivation states that there are specific factors which cause job satisfaction and there are some factors that result into job dissatisfaction. He describes the two-factors which are intrinsic and extrinsic motivators. The intrinsic motivators are those that try to represent small and more emotional needs. Some of the intrinsic motivators are such as recognition, challenging work, growth capability and also relationships. These factors are very critical although they are outside the scope of everyone_x0092_s objective at a workplace, the managers in place should ensure all this is taken care of. These factors must be keenly analyzed by the managers as they are useful in empowering individuals in having good performance at work.
In the Herzberg_x0092_s theory, the extrinsic motivators are more tangible and are vital needs. Examples of extrinsic motivators include salary, status, the job security and also the benefits that come as a result of working in these companies. The managers must realize that this is very vital and important factors that enable an organization to thrive. Avoiding the extrinsic factors will make the workers dissatisfied and unmotivated in the job they do. The two factors, intrinsic and extrinsic are differentiated with an aspect of expectation.
As Herzberg states, he claims that the two factors, intrinsic and extrinsic have an inverse relationship. A claim of this is that the extrinsic motivators will only cause a reduction in motivation when they are absent due to expectation while intrinsic motivators will cause an inspiration in motivation if they are available. Herzberg suggests that for a given organization to increase the job satisfaction among its employees it should ensure the nature of work is good, the kind of opportunities it gives to its employees for gaining some status, achievement through self-realization and also assume responsibility. For an organization or management to increase satisfaction, it should dwell on the policies, the work environment, supervision, working conditions and even on supervisions. Herzberg says that the two motivating factors must be adhered to for management to have a useful and productive workforce. He emphasizes on the use of the two motivating factors for the managers of the different organizations so that the employees can give their best.
The roles of a middle manager in motivating individuals include creating an effective working environment for the workers, organizing activities for the employees, being able to support the members of the team and also awarding the best performing employees. A middle manager ought to have an effective in that they need to ensure the environment is suitable for employees to carry out their duties. The environment should be safe in that the security of the surrounding environment should be tight; the manager should not initiate harsh rules in the workplace that may make individuals panic. Organizing other activities out of office for the employees will also enable create a bonding environment for the individuals. The middle manager should be able to facilitate and also give direct promotion to individuals with good work performance. Listening to the individuals’ advice in the company by these managers will create some respect among the employees and the management. All this are the role of the middle manager in motivating individuals working conditions
The levels of motivation will be able to impact positively upon an organization’s goals and objectives. When the individuals are motivated through recognitions of the individuals work through giving of bonuses it will encourage this individual to work harder on their part. The encouragement to work hard will take the organization to another level. There will be competition among the workers within the company to ensure that all of them get bonuses in the company. Good work will be noticed by the management as individuals have a target so as to be rewarded at the end of their workings by giving extra bonuses. Listening to the individuals will make the individuals feel they are part of the organization. This feeling will create a mood of togetherness and cooperation in the organization. All this will enable growth and get maximum profits in the organization.
The advantages of Performance Management for the middle managers includes; being able to be good leaders, creates a good bonding between employees and the manager, learning leadership skills and being able to tolerate others, enables staff development and also encourages growth within the organization. The middle managers can acquire leadership skills on how to relate with others at every level and also in the coordination of activities within the organization. The disadvantage for the performance management is that it is time-consuming. The middle manager will make an attempt to talk to each and every employee, and this will be consuming some time and thus slowing the working process (Van de Ven 1981, p.240). The advantage of Performance Management for individuals is that it encourages the development of the individuals. The individuals through the yearly celebrations and activities will be able to boost their morale in the workplaces. The reward that the staff gets from the good performances is essential for the job growth. The disadvantage in the Performance Management for individuals is that it creates some hatred within individuals who compete to get promotions in the organizations. Some biasness will also be shown by some individuals in the organization.
Monitoring performance enables the company to access the individual’s effort. It will separate individuals who have not been working diligently from those who have been working hard in their areas. The monitoring will help in giving promotions to the individuals who deserve it. The monitoring will also help in the identification of underperforming individuals and may sometimes be eliminated. Monitoring of performance will help the management to ensure everyone works diligently in an organization. The poor performers in an organization will be either eliminated or demoted to lower ranks in the organization. The monitoring process will help in establishing to what percentage are the bonuses necessary to be given to each and every individual in the organization. It will identify and separate the serious from the unserious individuals in the company. The monitoring process will also help in keeping the employees on toes by doing quality and effective work.
The middle manager’s role in Performance Management is to create a good working environment for the employees. The middle manager should be able to coordinate the activities going on in the organization and is answerable to whatever is going on in the organization (Wojtaszek 2016, p.1). The manager should be able to encourage the employees and offer necessary assistant whenever an issue emerge. They should be able to check on the performance, award good performing individuals and also eliminate individuals who don_x0092_t work hard. The middle manager_x0092_s role is to co-ordinate the activities that are to happen and those that happen in the organization. They are required to give communication to the employees. The instructions of the day to day activities solely lie within the jurisdiction of the middle manager.
Rewarding performance is based on an individual’s input in an organization. The individuals who do diligent and impact greatly in the organization will get rewards at the end of the work. They will be rewarded for the work well done in ensuring they deliver in the duties they have been mandated to do. Some of the rewards are gifts others are bonuses and others are giving promotions to higher levels. Non-monetary rewards in the workplace are such as being given some time off, taking the individuals for a vacation and also organizing celebration events for these individuals. The individuals will be allowed to go and relieve themselves after such a hard work and be given some time off, taking the individuals for a vacation and also organizing celebration events for these individuals. The individuals will be allowed to go and spend some time on a vacation holiday so as to come back with renewed strength. Celebrations are also organized so as to thank the individuals for their good performances. Effective employee reward systems are programs that are put in place to ensure the employee’s work is recognized. The reward systems when handled with care they enhance performance and in turn motivates and boosts the morale of these individuals. When there are effective employee reward systems, the loyalty of the employees is built. The reward system enables the retention of top employees in the organization and also is a sign of gratitude towards the employees. The reward system is only attributed to the people who do exemplary work and shows commitment at their workplace. An effective reward system such as profit sharing is a vital tool in motivating and boosting the morale of an employee.
The management is to come up with a system of sharing of the profits among the employees. The shared amount of profit that an employee is to get equals to a percentage of pay an employee gets as a salary. The stock option is another system that can be used in ensuring employees are motivated. There exists a stock-option program for the employees. This stock-option program enables a worker in a company to purchase a given percentage of shares from the company for a given fixed price for a particular duration. The stock option programs tend to motivate employees by rewarding those who stay for a longer period with the stock market, and this will eventually motivate employees.
Another system that can be used effectively is the bonus programs (Wojtaszek 2016, p.1). The bonus programs are established to reward the individuals who accomplish some particular task in a specified duration. The bonus programs are also used in recognition of a given team who has done a good job. The bonuses through the bonus programs though are important but are short-term motivators. The bonus programs are a good system that will enable the employees to commit themselves at the workplace so that the management can thrive.
Wojtaszek, H., 2016. Selected aspects of innovative motivation. World Scientific News, 44, p.1.
Van de Ven, W.P., and Van Praag, B.M., 1981. The demand for deductibles in private health insurance: A probit model with sample selection. Journal of econometrics, 17(2), pp.229-252.
y-course.co.uk. (2017). KOL Moodle: Log in to the site. [online] Available at: http://www.my-course.co.uk/course/view.php?id=2290 [Accessed 30 Jan. 2017].