Work motivation

Work Motivation

Name

University

Work Motivation

Introduction

Recent research reveals that good performance on the job is closely related to motivation . In fact , according to Tosi , Mero and Rizzo (2000 . motivation is an explanation of why some organizations are more productive than others (p . 123 . An understanding of the various factors that play a role in work motivation and influence performance is crucial to employers

Therefore , over the years work motivation has been the focal point of many studies as organizations recognize its value and give it

due importance

According to Pinder , Work motivation is a set of energetic forces that originate both within as well as beyond an individual 's being , to initiate work - related behavior , and to determine its form , direction intensity , and duration (as cited in Muchinsky , 2006 ,

. 381 Motivated workers work harder and put in more effort into their task consequently performing better at their jobs than less motivated co - workers . Some of the factors that influence motivation are discussed below . The practice of enforcing markedly enhancing performance . This is because workers are motivated to expend the effort needed to complete the task at hand in to meet the time and this prompts employers to pull up their socks , work harder and avoid procrastination . Moreover the fear of being reprimanded for failing to meet the organizations need to be strict in enforcing reasonable in providing sufficient time to complete the task as otherwise the pressure becomes insurmountable and employees will become unduly stressed and are likely to turn in sub - standard results Nowadays , most organizations recognize the value of motivating their employees and try to use it in to extract the best results

Goals

Setting goals for employees gives them a sense of purpose and direction as they will strive to achieve it and are more likely to perform their jobs with commitment and increased focus . For example a lawyer attempting to make partner in his firm tends to perform better than one who has no such goal in sight and is content to drift aimlessly . It is important to set realistic goals as failure to meet the target usually results in bitter frustration and low self - esteem which would detract from job performance in the long run . In addition to working towards their goals , the promise of a reward on achieving the goal and positive feedback on a job well done contribute to better performance

Job Design

Ideally , by combining the tenets of the scientific - management and human - management approaches , jobs should be relatively easy to perform and sufficiently challenging to sustain interest (Kalat , 2005 Jobs that are too simple or too hard dampen enthusiasm as they result in boredom and excessive stress respectively that ultimately leads to poor performance . But if jobs are designed taking these factors into consideration , employees not only perform their jobs well but enjoy it and are unlikely to quit . A stimulating work environment , along these lines is imperative in to curb the debilitating efforts...