An Analysis of the Strategies for Motivating Employees
Introduction
Every individual, whether a student or employee, needs to be motivated in order to achieve the quality of their work or generate the most desirable outcome. In a workplace, leaders believed that the use of motivational approaches can adequately increase the performance of an individual. The same idea of motivation is applied for the entire organization, with an assurance that all of the employees will comply accordingly with the organizational objectives.
Background and Problem Statement
From the past and recent organizational researches regarding the workplace, there are proposals that focus on strengthening the performance and increasing the job commitment and satisfaction of the employees. All of the elements that contribute in the employee’s outcome emphasize the importance of motivation. The nature of motivation is primarily concern with the use of energy, creating direction, building the persistence and partial achievement in doing a certain work. Each person has the intention to achieve their goals and often fueled with enthusiasm. In the studies of psychology, the area of motivation and its concept has been widely applied in both academics and professional world. Therefore, motivation is highly valued because of the positive results that it produces. It affects different roles in the society such as the manager, educators, health care providers, parents, and even religious leaders. However, what are the appropriate strategies or approaches that can be use to motivate successfully the employees?
Research Aim and Objectives
The aim of the study is to recognize the position of the motivation and its role in the increasing the performance of the employees. In order to achieve this aim, there are three objectives that should be considered. First is to identify the importance of motivation in targeting the organizational objectives. Second is to determine the most commonly used motivational approaches or strategies that can be effective in any type of workplace. And third is to provide recommendations on how to improve the approaches.
Literature Review
Motivation suggests that the concerned people should be move and act in different circumstances. People can be motivated because they value an activity or through a strong external coercion. People commit to do a certain task because of two factors; they simply want to excel in their field or they are pressured by the people or the other factors around them. These factors are in the matters of internal and external motivations where people use to stand in this kind of behavior with both interests and values or with the representation of the culture (Ryan and Deci, 2000a). At some point, the need is another definition of motivation, desire, or goal in which a person acts in the best way that he can be to reach the best outcome as much as possible (Ryan and Deci, 2000b). The personal or corporate need is the main reason of a person to give his best in doing all his works. The needs of an employee are a good example of motivation. This can be the foundation of an employee to contribute more of his knowledge and skills towards his work. Motivational concepts and structures have been relatively applied in both academics and business sectors. The intrinsic motivation is an important structure of human to learn and assimilate; meanwhile, the extrinsic type of motivation is considered as part of the autonomy and reflects in external control or self-regulation. However, within this two types raise the basic needs of an individual in terms of autonomy, competence, and relatedness (Ryan and Deci, 2000c; Linnenbrink and Pintricch, 2002). The studies on motivation became more interesting because of the significant outcomes that it might create towards the professionalism, productivity, commitment, and satisfaction.
Methodology
The suggested method in the study is the use of survey and interview. The first phase is survey in which the participants are the employees. The participants will answer the questionnaires that are in a Likert Scale form. In this way, the researcher/s can gain the perceptions of the employees regarding the motivational approaches in their workplaces. In the second phase of the method, the participants in the interview are the managers who are representatives of various departments. The interview will be done according to the provided schedule. The interview is an effective method to gain the knowledge on how effective the motivational approaches for the employees, the kinds of motivational approaches, the modes of its implementation, and if there is any significant changes in the productivity of each employee.
References:
Linnenbrink, E., & Pintrich, P., (2002) Motivation as an Enabler for Academic Success. School Psychology Review, Vol. 31, No. 3.
Ryan, R., & Deci, E., (2000a) Self-Determination Theory and the Facilitation of Intrinsic Motivation, Social Development, and Well-Being, American Psychologist Association, Inc. 55(1) [Online] Available at: http://www.psych.rochester.edu/SDT/documents/2000_RyanDeci_SDT.pdf. [Accessed 06 Aug 2010].
Ryan, R., & Deci, E., (2000b) The “What” and “Why” of Goal Pursuits: Human Needs and the Self-Determination of Behavior, Psychological Inquiry, 11(4). [Online] Available at: http://www.psych.rochester.edu/SDT/documents/2000_DeciRyan_PIWhatWhy.pdf [Accessed 06 Aug 2010].
Ryan, R., & Deci, E., (2000c) Intrinsic and Extrinsic Motivations: Classic Definitions and New Directions. Contemporary Educational Psychology, Vol. 25. [Online] Available at: http://www.psych.rochester.edu/SDT/documents/2000_RyanDeci_IntExtDefs.pdf [Accessed 06 Aug 2010].
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