HR Performance Issues and Motivation

HR Performance Issues and Motivation

Introduction

Leadership cannot be effective unless a manager understand the basis for motivating people. This is a basic requirement in the application of the techniques of quality management, as it is the people who actually carry out the work in an organization and the managers have adopted these techniques to improve individual performance (Petri & Govern, 2012). As a result, the theory of motivation plays an important role in the development of leaders and managers of quality-oriented workforce. No doubt, motivation can be seen as a force generated by people moving towards the fulfillment of the objectives, internal and external, which itself creates an inertia behavior. Therefore, the reasoning provides the orientation direction of an individual, which generates a tendency to persist. Motivation is an inner drive that reflects the influences of internal stimuli and/or external factors (Deckers, 2009).

Discussion

Motivational Problems

No one can deny the fact that a de-motivated employee of a company often unconsciously emits signals as a silent siren that warns about the discomfort and feel he or she face. In fact there are employees who often feel little or no worth by a distinct lack of recognition (Pinder, 2008). No doubt, they do their work, but obviously it's not the same. It is essential to understand that lack of motivation is a sign that grows in intensity at times and ends up causing a lot of problems in the short and medium term. The most worrying fact is that when better times return, these employees leave the company.

The essence of motivation is to give people what they most want to get to work. The better employees will be able to satisfy their desires, the more chances they have to get what they want, namely: productivity, quality, service, etc. Of course, there are different factors that affect the motivation of employees and determine what is most valuable or important to them (Reeve, 2008). As a rule, this is not one factor, but several, and together they make up a map or a set of motivational factors. The factors that could affect the motivation are generally divided into internal and external.

Internal factors:

Ideas, creativity

Self-affirmation

Health

Personal growth

The need to communicate

External factors:

Money

Career

Status

Prestigious things

The aesthetics of everyday life

When an employee enters a phase of discouragement, he or she begins to lose enthusiasm and excitement. His/her performance begins to be reduced and the quality of the work is also affected with significant inefficiencies committed by the lack of attention to the tasks. As discussed above there are many possible reasons, such as not being well paid, poor relationship with superior, with colleagues or clients, lack of recognition, routine, personal problems, etc. (Pinder, 2008). However, it is also a truth that with so many variables it is difficult to identify and understand the true root cause of the problem of lack of motivation.

Maslow' Theory of the Pyramid of Needs

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