This explained, is an internal force from the employees to achieve certain goals and put efforts in their roles and responsibilities at the organization. Commonly related to psychology on the forces that direct a particular employee or groups to perform in a certain way, it can be thought, as the sheer will to put forth energy and full commitment into daily tasks to achieve a particular goal or reach a certain reward. A setting where motivation is experienced among employees is a wonderfully productive one: usually more productive that one without motivation (Lauby, 2005).
Factors influencing Employee Motivation
Performance at work places is influenced and affected by different conditions and settings. Remember, the organization was built on its own dream: to be able to give your workers reason enough to share that dream is the end goal. Interesting work keeps the staff motivated. Intrinsic motivation comes in from the pleasure of just doing work that is challenging and at the same time pleasurable e.g., Google employees responded to a survey done recently on the levels of satisfaction they experienced from work. With a culture rich in innovations and passion, it was found that people are naturally motivated when they do what they love. Every person does what he/she does to be appreciated. The attention given to an employee goes a long way when it comes to motivation. While visiting a UAE Exchange bureau, there is always attached the employee of the month photo on their board. This helps in motivating the workforce to work hard to get that title and the incentives that come with it. Being a part of a large organization feels like being a part of a family. Most employees feel motivated knowing that their jobs are secure. By reminding employees of how lucky the organization is to have them, a company might benefit immensely from their steady performance (Müller, 2011). Toyota has been using this means for year: treating employees as family. This is why its one of the leading distributors in the automobile industry.
We all want to stay motivated and focused but sometimes it is not that easy. There are a number of theories to learn from and implement in our workplaces. Fredrick Herzberg was the psychologist who came up with the Two-Factor Theory of motivation in the 1950s. His method exploited the factors that motivated employees and those that did not: motivator factors and hygiene factors. Abraham Maslow was also a psychologist who came up with the Maslow’s Hierarchy of Needs in 1943. The hierarchy was five levels: psychological, safety, love/belonging, esteem and self-actualization. Henry A. Landsberger also noted something in 1950. He found that employees became more motivated knowing that they received attention. Though speaking on the same topic, these theories all have different concepts they bring to light. The Two- Factor Theory explains through observation and research that there are specific factors influencing motivation and those regressing it e.g., Ford Company taking an annual assessment of employee satisfaction levels. Maslow’s Hierarchy of Needs has been used at Airbnb to help employees grip their meaning in the company. Knowing your role makes it more effective to work on that role. Hawthorne Effect is popularly used at Google where employees give and share feedback on what they believe could or could not work in a given situation. Hertzberg’s Two-Factor Theory is my favorite because it deals with immediate feedback and immediate changes leading to immediate impacts. Knowing and understanding the exact factors that impress and don’t impress your team in the context of performance helps in improving those factors to increase productivity.