Free Research Paper About Motivating Employees
Management involves a series of functions and tasks that enhance the effectiveness and efficiency of the organization. Management aims to create an environment of cooperation and coordination that enables people to work collectively towards established objectives. However, the primacy of the organizational objectives is a primary concern for most managers due to the individual objectives and goals of employees. The employees are one of the most important elements of the organization due to their role in organizational success. Employees of the organization possess the tendency to make or break the organization because of their effective role present in the development of an organization.
The motivation and morale of the employees dictate the effective completion of tasks and responsibilities along with organizational success. The long-term success and stable growth of the organization depend on the motivation and commitment of employees towards the organizational objectives. The managers need to maintain a high level of motivation among all employees due to their respective roles and contribution to the organization. However, a variety of factors can hinder and affect the motivation of employees especially in a competitive employment climate. In an organizational perspective, an organization cannot survive without the advent of motivation of employees because employees need a drive to work for the betterment of organizations.
People work and complete jobs for a variety of reasons including their inherent determination to work and the compensation tied with the job. The determination and dedication of employees in terms of the organizational objectives are essential elements for organizational success. The managers in the organization need to ensure that all employees understand and recognize the importance of achieving organizational objectives in an effective manner. Different managers believe that employees can achieve the objectives through effective planning and motivational strategies. They would realize this and attain self-sufficiency in both the short and the long run. In order to motivate employees an organization search for numerous factors that revolve around the intrinsic and extrinsic scenario of employees. However, certain employees require a mix of both the factors to produce effective results.
One of the primary factors with respect to the commitment and sincerity of employees is the level of motivation and morale. The managers need to implement specific motivational techniques to develop and maintain an effective level of motivation among all employees. The lack of motivation and morale can lead to poor performance, inefficiency, and increased employee turnover rates. Employees at times do not want to work and they cannot attain motivation in such scenarios. The decision makers should realize such aspects of an organization and they have to deal the individuals with proper care. The organization cannot accomplish the aim of maximizing profits without the fruitful contribution of all employees especially with respect to efficiency.
Motivating employees is the most important task of a manager due to the role of motivation in the effective and efficient accomplishment of objectives. The manager has to ensure that the motivation level of all employees is high to pursue the vision and mission of the organization. The highly competitive environment of the modern business world entails the retention and attraction of the most talented employees. The organization cannot retain and attract talented employees in the absence of high motivation levels among existing employees. The success of several aspects of the business including profitability, competitive advantage, retention, and long-term growth depend on the motivation levels of the workforce. An organization cannot attain proactive success without the advent of proper motivational factors. The growth of multinational organizations and local enterprises in the past few years catalyzed the intensity of competition around the world. The increase in competition led to a high demand for talented and dedicated employees in the past few years. The managers of the 21st century have to hire and retain talented employees that possess a sense of ownership and dedication to the organization. These employees need a boast of performance and they require appropriate support from their respective managers so that they can deliver the results in an appropriate manner.
Maintaining high levels of employee motivation enables organizations to leverage the intellectual talents and resources of employees. The recent business trends, especially with respect to the leading organizations are innovation and reliance on technology advancement. The utilization of technology along with an organizational environment that fosters innovation depends on the dedication and commitment of employees. According to Maruping & Magni (2015), team empowerment has positive effects on the motivation of employees with respect to innovation. Strategists also believe in the ideology that an environment of an organization fosters employees to work for the benefit of the organization.
Most organizations utilize a variety of intrinsic and extrinsic motivational techniques to motivate employees and develop an environment of innovation. However, empowerment of individuals and teams is one of the most effective methods of motivating employees to innovate and explore new technologies. The empowerment enables individuals to innovate and generate ideas for the benefit of the organization. On the other hand, excessive control can demoralize employees and hinder the ability of the employees to innovate and explore new ideas. An organization should design the empowerment scenario in such a manner that employees feel secure in a respective organization and they should realize the importance of decision-making. Most of the employees in such scenarios feel motivated and strive hard to work for the betterment of the organization.
The contemporary techniques of motivating people involve motivation through intrinsic factors rather than extrinsic factors. Some of the most prominent factors that motivate employees in the 21st century workforce include job security, compensation, long-term growth, empowerment, and appreciation. The long-term growth and survival of the organization depends on the dedication and commitment of highly motivated employees. Employees that feel motivated can easily change the face of an organization and can easily bring a proactive change in the development of an organization.
According to Masno (2011), employee empowerment and sense of ownership are the two most important factors in motivating employees. When employees understand the fact that they would attain viable returns from the welfare of the organization then they feel motivated and work for the betterment of the organization. The individual ownership and stake of employees in the organization in the form of stock options and performance-based incentives positively influences motivation levels. The drive to improve efficiency for personal gains tied with the organization leads to the enhancement of organizational effectiveness and efficiency. Organizations should devise proper procedures to gauge the motivational trends of employees to attain viable returns in both the short and the long run.
The perception of managers and subordinates with respect to performance also influences the level of motivation. The perceptions of the followers with respect to the motivational language utilized by the leaders influence job satisfaction, morale, and effectiveness of the followers. Although motivation techniques positively influence the satisfaction and effectiveness of employees but the communication methods for implementing motivational techniques have an equal status. An organization should devise proper gauging technique and communicational patterns within the organization through which they can coordinate with the employees about the communication of different rewards.
The effectiveness of the communication methods utilized by the manager or leader plays a vital role in influencing the motivation of employees. The communication methods implemented by the managers can positively influence several employee outcomes including effectiveness, efficiency, and job satisfaction. The feedback of employees play an important role too when it comes to gauging the result of motivation. An employees should always evaluate the perspective that how effective the strategies are and whether employees feel motivated from the implemented strategies or not. In order to evaluate this perspective, feedback of the employees plays an important role. Organizations can initiate this through survey questionnaire or direct interview with the employees to attain viable results.
The working condition and the environment play a critical role in the motivation f employees to work for the benefit of an organization. When the working conditions are not appropriate then it is highly probable that employees cannot work proactively and this would affect the performance of an organization. Certain managers treat their employees as children and they focus on micromanagement of employees that would hurt the motivational level of employees. Employees feel like adults and they want proactive approach to work for the betterment of their respective organization. The aspects of racism and prejudice in an organizational culture also created negative scenarios for the employees in a way that would hurt the welfare of an organization. Minorities and employees that feel targeted because of racism do not feel motivated to work for their respective organizations. Similarly, managers should set up smart and achievable goals because at times setting up stiffer goals would de-motivate the employees. The managers should realize this fact and they should foster a team based environment so that the burden would lower down and employees feel relaxed to work for their respective organization.
Conclusively, motivation of employees is an important perspective that can make or break an employee. Employees stress a lot on this scenario because their promotion and financial benefits rests of this aspect. Organizations do believe in this ideology that when they motivate an employee through intrinsic or extrinsic means then it is highly probable that the performance of employees would strengthen up. However, employees should maintain equality in their approach to attain the best possible results. There are chances when a decision might turn out to be a negative scenario for a certain group and they would feel de-motivated because of the actions of their respective manager. An organization should stresses on the aspect of equality and they should try their level best to generate positive vibes in an organizational environment.
Banks, L. (1997). Motivation in the Workplace: Inspiring Your Employees. New Jersey: Amer Media Inc.
Fowler, S. (2014). Why Motivating People Doesn't Work . . . and What Does: The New Science of Leading, Energizing, and Engaging. New York : Berrett-Koehler Publishers.
Maruping, L. M., & Magni, M. (2015). Motivating employees to explore collaboration technology in team contexts. MIS Quarterly, 39(1), 1-24.
Masno, G. (2011). Motivating Innovation. Journal of Finance, 66(5), 1823-1860.
Simmons, S. A., & Sharbrough, W. C. (2013). An analysis of leader and subordinate perception of motivating language. Journal of Leadership, Accountability & Ethics, 10(3), 11-27.
Thomas, K. (2009). Intrinsic Motivation at Work: What Really Drives Employee Engagement. New York : Berrett-Koehler Publishers.
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