Why Is Motivation Important In The Workplace? Motivation is important in the workplace for several reasons. Motivation drives teams forward, motivate employees and enables individuals to strive for personal achievement. However, in order to fully utilize motivation in the workplace, you have to know the various kinds of motivation, and how each one functions in an organizational setting.
Motivation occurs for many different reasons in the workplace. For example, employees may become motivated to do their best because their bosses give them incentives. They can be given raises or other forms of positive reinforcement. Employees may also be motivated to work harder because their boss or their co-workers believe in their skills. These are all examples of different types of motivation.
Rewards are probably the most common form of motivation in workplaces today. They come in many different forms. Some rewards come in the form of bonuses, perks or advancement in salary. Other rewards come in the form of recognition. Yet other rewards occur by simply being recognized for a job well done. Sometimes employees go home with extra gifts on their car keys, or they get a nice dinner for themselves.
One of the most important reasons for motivation is the desire to achieve satisfaction. Satisfaction occurs when you feel your work contributes to a greater purpose. Motivated employees want to contribute to this purpose. This leads to higher productivity. Higher productivity equals more profit.
To be truly effective, motivation needs to be internalized. An employee needs to be completely committed to the task at hand. If the company is going to motivate employees to increase production numbers, it’s imperative that these employees are fully aware of the benefits that will result. This internal commitment ensures the motivation and drives the employee to do their best.
The idea of using two-factor theory in the workplace has been around for awhile. According to the two-factor theory, employees are motivated to do their best because it provides them with two rewards: a tangible benefit (increased production numbers) and an intangible benefit (esteem boost). Each of these is significantly more powerful than just increasing production numbers. Consider this example from the workplace of a call center.
Call center employees are told to make as many calls as possible within a specific time frame. However, when an employee does not meet the required quota he or she will be told that they are not meeting the expectations of the company. Motivation through this form of internal scrutiny comes from the emotional aspect of being told that the goalposts cannot be met. When an employee meets their goal, they know that they have actually been successful and this increases their level of self-esteem and increases their motivation to achieve even more success.
Both extrinsic motivation and intrinsic motivation play important roles in the workplace. Intrinsic motivation is the most commonly found type of motivation and focuses on the development of skills outside of work. Extrinsic motivation is often used by companies to get people to engage in different types of activities such as sports or volunteer programs. People can learn to be more productive by learning about and applying these techniques within the workplace.
Motivational programs based on the engagement model are now used in many workplaces. They are used as incentives to help workers stick with a routine. Employees are encouraged to use a variety of tools for identifying which skill sets and habits make them feel most motivated. Different types of rewards can be used depending on how intrinsic motivated the employee is.
Some companies provide monetary incentives for high productivity levels and encourage employees to use their high motivation levels to increase profitability. They may offer cash rewards for meeting quotas or bonuses for good customer service. Motivation in the workplace has to do with employees using their imagination, skills and talents to increase profitability and decrease costs. Some employers use point systems to determine motivation levels. Employees need to know that their performance affects their points, so it is important to reward performance according to its importance.
An alternative to traditional performance management is the competence motivation approach. Competence motivation focuses on enhancing the employees’ potential to do their jobs well. Employees are also taught to develop and build their networks in order to increase their knowledge and expertise. These innovative solutions allow employers to work with their employees in the workplace, making workplaces more productive and ensuring that employees stay productive.