MOTIVATIONAL METHODS

Motivational Methods

Abstract

The paper affirms that job performance is partly dependent on motivation. As such, once a worker employed, must be motivated to exert time and energy in achieving the predetermined goals of the organization. In view of this fact, every leader or manager must take appropriate steps or measures to ensure that their organization's workforces are duly inspired and motivated at all times. Therefore, this paper explored a number of techniques that can be applied to facilitate the motivation of employees for maximum performance in the work place. Introduction It believed that when employees are adequately motivated, they tend to work better. In contrast, when they are inadequately motivated, their performance tends to be impaired. The explanation of employee performance certainly goes beyond just motivation. This is because the performance of an individual at work is in many respects a function of some of his or her own personal characteristics such as his/her knowledge of the job, attitudes, skills and certain aspects of the environmental situation as well as the nature of his/her job, the leadership style under which work and the rewards expected after performance (Bhatia, 2007). This fact notwithstanding, motivation must not be ignored or under estimated because the employee's knowledge, skills, expertise and commitment must be energized or activated before effective performance can be accomplished in any organization. It is therefore, imperative for employees to be reasonably motivated to perform their work related activities not merely satisfactory but optimally. This paper explores various techniques that can be applied to increase the motivation of employees in the work place. (Bloom, 2006).

Concept of Motivation

Scholars define motivation from different perspectives. The term motivation originated from the Latin word movere, which simply means "to move". However, this definition is rather simplistic in describing the very complex process of motivation. Motivation derived from motives. A motive is simply doing something. The drives and desires of employees have to be substantially satisfied in order to induce them to act in a desired manner geared towards achieving organizational goals and objectives. A motive is therefore, a stimulated need that an individual seeks to satisfy (Bhatia, 2007). Human motives predicated on needs whether consciously nor subconsciously. Hunger, a need for security, and the desire for prestige are examples of motives. Behaviour directed towards the satisfaction of these needs motivated behaviour or simply "motivation". Since all human beings have needs, it follows that they are capable of motivation. (Bloom, 2006)

Motivational Techniques use in Organizations

Motivational techniques have to do with the practical measures used by management to motivate workers for maximum performance. Some of the major motivational techniques explained in this section. (Chand, 2000)

Carrot and Stick Approach

This motivation strategy involves the use of rewards and punishment in order to induce the desired behaviour in employees. The 'carrot and stick' approach to motivation emanated from the old fable, that the best way to make a donkey move is to put a carrot in front of it or jab it with a ...