A Study of Motivation: How to Get your Employees Moving
Position paragraph
Most employers in the modern day desire to have their workforce motivated and
ready for the daily work and activities within the organization. However, they
seem not to understand how to get personnel motivated for the sake of improved
performance effectiveness. Organizations can be extremely useful in their
operations especially if essential needs are met for personnel, and theories
implemented by employers to ensure that employees remain motivated. This
research is meant to uncover the impact of motivation on performance. Some
theorists argue that motivation does not increase overall effectiveness and
accuracy, but leads to increased will to work. Therefore, every employee has
different needs and are at different stages of their lives. Common theories
discussed include; Maslow’s hierarchy of needs, Herzberg’s two-factor theory and
Aristotle’s seven causes of motivation.
There are two major types of motivation in the case of an organization
setting; financial and non-financial motivation. This research focuses on the
financial and non-financial aspects (Burton, 201). It is evident that most
organizations don't have enough resources and financial strengths to cater for
workplace motivation. There is a need to, therefore, understand how the
management can be able to make personnel feel important without necessarily
, interfering with the financial objectives of the organization. Both elements,
however, need to be implemented in the most efficient manner to achieve the best
results.
In most cases, individuals end up concluding that managers spend a lot of
time motivating their personnel to extend their existence. Employees are very
crucial in an organization. If personnel lacks the commitment to work, they will
not excel in their respective work units. According to research, it is evident that
more than 80% of an organization ends up struggling regarding recruiting new
employees, especially due to the challenges faced by having the old staff.
Considering that this study might be rendered outdated, this information is relevant
in the modern day. The text emphasizes the need to maintain professionalism and
more so, ensure that organizational objectives are not interfered with, despite the
challenges facing the human resource team. There are two primary reasons why an
employee needs to be motivated in an organization;
a) To be able to achieve their goals
b) To be able to achieve organization goals
In this research, it’s evident that personnel feel as if they have reached a dead end
in their career, especially if they are not appreciated in their workplaces (Burton,
200). Personnel needs motivation, and management needs to devise ways which
can be embraced to make employees motivated for increased productivity in the
Position paragraph
Most employers in the modern day desire to have their workforce motivated and
ready for the daily work and activities within the organization. However, they
seem not to understand how to get personnel motivated for the sake of improved
performance effectiveness. Organizations can be extremely useful in their
operations especially if essential needs are met for personnel, and theories
implemented by employers to ensure that employees remain motivated. This
research is meant to uncover the impact of motivation on performance. Some
theorists argue that motivation does not increase overall effectiveness and
accuracy, but leads to increased will to work. Therefore, every employee has
different needs and are at different stages of their lives. Common theories
discussed include; Maslow’s hierarchy of needs, Herzberg’s two-factor theory and
Aristotle’s seven causes of motivation.
There are two major types of motivation in the case of an organization
setting; financial and non-financial motivation. This research focuses on the
financial and non-financial aspects (Burton, 201). It is evident that most
organizations don't have enough resources and financial strengths to cater for
workplace motivation. There is a need to, therefore, understand how the
management can be able to make personnel feel important without necessarily
, interfering with the financial objectives of the organization. Both elements,
however, need to be implemented in the most efficient manner to achieve the best
results.
In most cases, individuals end up concluding that managers spend a lot of
time motivating their personnel to extend their existence. Employees are very
crucial in an organization. If personnel lacks the commitment to work, they will
not excel in their respective work units. According to research, it is evident that
more than 80% of an organization ends up struggling regarding recruiting new
employees, especially due to the challenges faced by having the old staff.
Considering that this study might be rendered outdated, this information is relevant
in the modern day. The text emphasizes the need to maintain professionalism and
more so, ensure that organizational objectives are not interfered with, despite the
challenges facing the human resource team. There are two primary reasons why an
employee needs to be motivated in an organization;
a) To be able to achieve their goals
b) To be able to achieve organization goals
In this research, it’s evident that personnel feel as if they have reached a dead end
in their career, especially if they are not appreciated in their workplaces (Burton,
200). Personnel needs motivation, and management needs to devise ways which
can be embraced to make employees motivated for increased productivity in the
