What is Motivation Why is it important in management
Motivation is what we call our driving force, our 'get up and go'. It stimulates our senses into the achievement of goals that have been set out for us . It is this reason that we consider motivation to be detrimental to the facets of management within the work force. Its ability to shape the workforce into its own driving force is what becomes important to the success of work organisations. The meaning of motivation is tending to initiate motion; power; that which induces a person to act eg: desire, fear, and circumstance. (Oxford Dictionary, 1987). Motivation can also be associated from having enthusiasm to do or be something. "Enthusiasm" comes from a Greek word "entheo", which means the inspiration within us. By linking these two words we can form a basis for our inspiration.Research and analysis from organisational psychologists has allowed a link between motivation and the forming of a predicted satisfaction from work, known as Intrinsic motivation, and motivation gained from factors external to work, known as Extrinsic motivation. Intrinsic motivation emphasises valued outcomes or benefits that come from within the individual itself. This may include feelings of accomplishment, self-esteem, competence and s
His reply was, "Oh, I guess they think I'm a grumpy old sod", and not only this but they also thought that he had given up on his job. The above personal goals can be satisfied through employment and it is based on this that employees have motivation to satisfy these goals. When approached by Paul Hanna, an expert in motivational speaking, he asked Jeremy how he thought his staff saw him. Extrinsic motivation is a form of motivation that emphasises valued outcomes or benefits granted by others in the form of promotion, pay increases, praise and recognition. Once these were satisfied, individuals succeeded to the next level of needing to protect themselves against danger, threat and deprivation (safety needs). This refers to an outlook that sees work as an instrument to the fulfilment of other goals and individual needs. " (Extract from Managing People, 1993). Motivation based on satisfying individual needs gives an alternate explanation put forth by psychologist, Maslow, who believed there were five levels of need (survival) in which the individual used as personal goals and sought to satisfy them. By management providing their own motivation to work in association with the satisfaction of individual needs and setting goals as an aim toward achievement, achievement combined with motivation can be accomplished through job satisfaction and other incentives. : by getting the workers to do what we want. This also conflicted with employers as common symptoms of dissatisfaction include persistent lateness or absenteeism, below average performance, strikes, employee sabotage and eventually the inability to compete on the market. It is the managers responsibility to pursue employee motivation of the achievement of these goals i. With this, it proves to be an important aspect to be focused on whilst undertaking a managerial position and the ability to gain success will follow the attainment of those objectives. "The management skill is to succeed in persuading your people to want what you want because in this way your objectives and those of your team become the same and they will be motivated to achieve" (Managing For Performance, 1995).
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