You Are a Leader of a Mid-SizedEssay Preview: You Are a Leader of a Mid-SizedReport this essayA company consists of no more than the collaborative effort of employees who, through their work and determination, carve the companys success. The level of motivation of these employees, therefore, is of paramount importance to the success and achievements of a business. Lack of motivation is infectious in a workplace, and, as such, it is crucially important for managers to adequately motivate employees so that a business operations run as smoothly as possible.
However, motivation is a result of numerous factors and, as a consequence, there are several motivational theories that attempt to delineate an employees requirements in order to thrive in the work environment. Motivation can be broken down into two categories, intrinsic and extrinsic. Ryan & Deci (2000) define intrinsic motivation as “the doing of an activity for its inherent satisfactions rather than for some separable consequence”, and not because of “external prods, pressures, or rewards”. These intrinsic factors motivate workers and appeal to the need for growth, self-actualization and self-realization (Burke, 1966). On the other hand, Ryan & Deci (2000) define external motivation as a “construct that pertains whenever an activity is done in order to attain some separable outcome”, and so is not for its intrinsic value, but for its instrumental value. This is most typically in the form of financial promotions, an option that is not available to the company in the present scenario due to the financial crisis. Therefore, in order to buffer demotivation, other alternatives need to be imposed which either boost intrinsic motivation or which supply a worthy non-financial reward as an incentive for extrinsic motivation.
Matthew Gerlach 1201503Firstly, it is important for a company to ensure that all basic needs of employees are in place, to guarantee that there are no dissatisfying characteristics in the workplace. This can be modeled after Maslows Hierarchy of Needs (Maslow, 1943), as illustrated in the image below:
Figure 1: Hierarchy of Needs (Simply Psychology, 2007)By ensuring that the workplace ideally satisfies the categories above, the company will be providing an optimum environment for motivation to thrive. By announcing to employees that, despite the financial crisis, there will be no job cuts, will encourage feelings of safety and commitment. Additionally, fostering a strong sense of community, team work and acceptance will satisfy the employees need for belonging and social interaction, as well as making their jobs dynamic and interactive rather than repetitive and monotonous. Furthermore, holding workshops to improve pertinent skills will improve self-worth and mastery, which will not only boost the employees sense of having met meaningful achievements in the workplace, but also of being allowed to innovate
A good example are the first ten days of work, which the managers are given to learn how to accomplish and motivate their employees to do more. When a small number of employees show up for work, they will usually be the ones to initiate and start the discussion or ask questions. A good starting point for this activity is the introduction of a small group to the group. This can lead to an emotional and understanding interaction within the group that will be extremely productive
At this time, every employee needs a motivation that will encourage their employees to follow through with their goals at work. While a desire to improve their productivity can be a good idea to begin this activity, it can also be problematic at times. This can include that work is stressful for employees, and that they are frustrated, frustrated and depressed, which can lead to bad social attitudes, failure and other negative negative feelings, which can lead people to act out selfishly and cause them to be more judgmental. As individuals begin to learn to identify with the group members from a higher level, they may also experience negative affect and a sense of inadequacy. As they begin to develop the desire for socialization at work, they will be in touch with a higher level of responsibility to deal with problems in their own life, which creates opportunities for those individuals to change their character at work and gain in confidence in their own lives. As they realize that, at work, it is not possible to achieve the socialization they want to, they begin to work more passively and passively, and that changes their character. In addition to being encouraged to do the work we all have become, it may not be possible to do the work we would like to achieve. So while workers may be less likely to see themselves as having succeeded or been able to achieve the socialization goal, as members of the group, they can still see themselves as achieving more than just doing it; they are actively seeking it. At many workplace events, the need or desire to make change at work causes some employees to go on a search for other occupations and activities that are productive and effective for their company (e.g., organizing projects). Therefore, employees seek that other means of doing things that are likely to help them achieve their socialization goal through their own work or because of something that they can do with more time. The goal of socializing is not always to improve their level of fulfillment, but rather to increase their value to others and to make their job and their lives easier for others, which in turn enables them to achieve their socialization goal and to gain positive feedback from all stakeholders. In addition, individuals will find ways to support themselves and others in fulfilling their socialization goal while allowing others to support them in overcoming their socialization goals. This can occur with many industries, but there may be more to socializing than one employer may allow or accept. It is important to keep in mind that the goal of socializing may not necessarily be to improve the productivity of different jobs. Socialization may only be useful for different reasons, and not always in one direction or another. Socialization can be helpful for employees who find themselves stuck in a very challenging situation without a job without motivation or any kind of training to help them find a new life. The good news is that employers in most industries have already begun to start to consider socializing