VBS111 Motivation

The notion of motivation has emerged as one of the most important ones within the spectrum of the contemporary business world and is being increasingly used by the different organizations for the enhancement of performance of the employees (Lazaroiu, 2015). Schultz et al. (2015) are of the viewpoint that this is important not only from the perspective of the organizations but at the same from that of the employees as well since the effective utilization of the construct of motivation offers mutual benefits to both. As opined by Crocker, Canevello and Brown (2017), the ever increasing focus of the contemporary business enterprises on higher profitability as well as business growth has made it imperative for the organizations to take into effective consideration the notion of employee performance. It is precisely here that the construct of motivation gains prominence. This essay will discuss about the ways through which the motivation level of the employees within an organization can be increased besides discussing the inherent differences between the notion of intrinsic and extrinsic motivation with relevant examples.

As opined by Heyns and Kerr (2018), the increasing prominence that the notion of motivation has gained in the cannon of the contemporary business world is being manifested in the diverse initiatives that the different organizations take for the improving the motivation level of the employees. For example, the organization that I work for besides taking the help of effective leadership also takes the help of diverse kinds of measures like reward and recognition, congenial organizational culture, employee engagement, equity payments, addressing the needs of the employees and others. Crocker, Canevello and Brown (2017) have stated that the use of effective leadership can motivate the employees in a substantial for the achievement of the goals or the targets which has been outlined for them. The organization that I work for takes the help of this process not only for the purpose of motivating the individuals in an effective manner but at the same time to enhance their performance as well.

Njoroge and Yazdanifard (2014) argue that the notion of reward and recognition is being used by the majority of the contemporary organizations not only for the purpose of effectively motivating the different employees of the organization but at the same time to enhance their performance as well. For example, I have seen that the organization I work for not only offers monetary rewards to the employees with the inherent desire to motivate them by making the employees feel that their hard work and effort is being appreciated but at the same time offers designations to them as well on the basis of sustained consistent performance. This use of this system not only helps the hard working employees of the organization but also the ones who are not being able to perform as per the requirement of the organization (Kvaløy, Nieken & Schöttner, 2015).

The organization under discussion here also takes the help of the theory of Adam’s Equity payment. The use of this theory enables the organization to motivate the employees by paying equal wages to all the employees for the equal work that they do within the organization (Schultz et al., 2015). In addition to this, the organization also takes the help of Maslow’s Hierarchy of Needs. The effective utilization of this theory enables the organization to not only address the different needs of the employees but also to fulfill them (Crocker, Canevello & Brown, 2017). As opined by Njoroge and Yazdanifard (2014), this has important connotations for the employees since when they see that the organization is trying to take initiatives for the fulfillment of their needs they actually become motivated to perform in a much better manner. The organization also takes the help of Hertzberg’s Dual Factor Theory for the improvement of its work culture. The theory clearly states that there are positive and negative factors within an organization which affect the performance level of the employees (Herzberg, 2017). Taking the help of this theory the organization tries to enhance the positive factors within the workplace which in turn creates the kind of work culture wherein the employees feel motivated to perform in a much better manner.

As opined by Crocker, Canevello and Brown (2017) within the cannon of the modern business world two different kinds of motivation have gained prominence, namely, intrinsic motivation and extrinsic motivation. Schultz et al. (2015) are of the viewpoint that extrinsic motivation refers to the efforts of the organization to motivate the employees by way of offering them various kinds of monetary and other rewards. The organization taking the help of this construct offers various kinds of performance monetary incentives and other perks to the individuals. As opined by Heyns and Kerr (2018) intrinsic motivation refers to the kind of measures which internally or personally satisfy the employees and thereby propel them to perform in a better manner. This generally refers to the internal drives which makes an individual perform better and thus it is seen that to reward the employees through the use of the intrinsic motivation the organizations takes the help of recognition system wherein the effort of employees is acknowledged and appreciated before everyone (Ganta, 2014). The organization that I work for conducts recognition sessions every month wherein the top performing employees are being appreciated before all the employees of the organization.

To conclude, the effective utilization of the construct of motivation enables the organizations to effectively motivate or influence the employees so that they are being able to achieve the targets or the goals which has been provided to them. It is pertinent to note that the contemporary organizations are resorting to the use of different kind of motivational measures like reward and recognition, creation of an effective organizational culture, employee engagement, addressing the needs of the employees and others. In this regard, it needs to be said that there are two important kinds of motivations, namely, intrinsic and extrinsic motivation and the performance level of an organization depends to a great extent on the effectiveness with which it is being able to use both these kinds of motivations.

References

Crocker, J., Canevello, A., & Brown, A. A. (2017). Social motivation: Costs and benefits of selfishness and otherishness. Annual review of psychology, 68, 299-325.

Ganta, V. C. (2014). Motivation in the workplace to improve the employee performance. International Journal of Engineering Technology, Management and Applied Sciences, 2(6), 221-230.

Herzberg, F. (2017). Motivation to work. Routledge.

Heyns, M. M., & Kerr, M. D. (2018). Generational differences in workplace motivation. SA Journal of Human Resource Management, 16, 10.

Kvaløy, O., Nieken, P., & Schöttner, A. (2015). Hidden benefits of reward: A field experiment on motivation and monetary incentives. European Economic Review, 76, 188-199.

Lazaroiu, G. (2015). Employee motivation and job performance. Linguistic and Philosophical Investigations, 14, 97.

Njoroge, C. N., & Yazdanifard, R. (2014). The impact of social and emotional intelligence on employee motivation in a multigenerational workplace. Global Journal of Management And Business Research.

Schultz, P. P., Ryan, R. M., Niemiec, C. P., Legate, N., & Williams, G. C. (2015). Mindfulness, work climate, and psychological need satisfaction in employee well-being. Mindfulness, 6(5), 971-985.