Why is motivation important in the workplace? Motivation not only energizes workers, it pushes groups forward and inspires continuous progress. However, in order to fully utilize motivation in the workplace, you must first know what the different kinds of motivation are and how each one works in an organizational setting.
Motivation starts with internal factors. Motivational books, articles and other literature review what make people successful. Motivational speakers and related professionals review the intrinsic values of human behavior. They review the ways we are motivated by rewards or recognition. These rewards can come in various forms such as cash bonuses, advancement in rank, recognition from peers or management, and more. Recognition is one of the most widely understood intrinsic motivators of motivation.
Employees also become motivated when they perceive themselves as having control over their performance and ability to affect improvement. In an organizational setting, the means to that control can take many forms. For instance, an employee might become highly motivated when they are rewarded for engaging in professional development activities that enhance their skill set and position within the company. A company that includes professional development in its employee development strategy is likely to have higher engagement levels among its employees.
Employees become highly motivated when they are engaged in activities that further their ability to contribute to the company’s goals. A simple example might help illustrate this point. An employee that is great to complete work on time may be able to further her career advancement by participating in an on-the-job training program or pursuing internships that further their skills. Both of these actions would further engage the employees in work-related tasks and increase their satisfaction with their work.
Rewards are perhaps the most common means of increasing motivation among employees. Rewards can take many forms. However, some of the most common include financial rewards, bonuses, and recognition awards. When an employer provides monetary incentives to their team members for engaging in high performance, the employee is likely to receive a sense of pride and accomplishment. This positive emotional reaction is important to motivation because it makes the employee wants to continue performing the same behaviors in order to receive these rewards.
Extrinsic motivation involves external rewards that are not tied directly to compensation. These types of rewards can provide individuals with a sense of achievement beyond the paycheck. An extrinsic reward might be a bonus at the end of a particular project, the completion of which is the result of the employees hard work and the companies’ effort. The emotional reward that is provided is different than the emotional reward that is provided by an intrinsic reward.
Both internal and external motivation to have a positive effect on an individual’s performance and production. It is the individual who is the most productive and who experiences the greatest level of motivation that typically produces the best results. External motivation is what keeps an employee motivated during lean times. Internal motivation is what drives an employee to increase their productivity. Motivational programs should be used as a tool to increase employees productivity in these low points in their career. They can also be used to improve performance when an individual begins to experience difficulty within their job.
A key part of building motivation is communication. If employees feel that they are being given an incentive for engaging in certain behaviors then they will be much more likely to engage. Employees need to know what exactly is expected of them in order to be motivated. When an organization uses various methods for motivating its employees, they are more likely to achieve quality work and meet customer expectations.