Motivating Employees Analysis Essay Example

1997). Theories on individual differences propose that certain employees are naturally more inclined to be motivated than others, with factors such as genetics and affectivity influencing job satisfaction levels. However, instead of genetics and affectivity, self-esteem, need for achievement, and tendency for intrinsic motivation are the individual differences most strongly associated with work motivation. It has been scientifically verified that there are inherent differences between men and women (Ridley, 1999).

Men and women have different motivational styles. Men typically rely on basic needs and tangible rewards to motivate, while women may be better at using higher levels of needs and intangible factors (Gerstner, 2002). However, all managers, regardless of gender, should combine various motivational tools. One of the most effective tools is providing timely, constructive feedback (Sachs, 1995).
In times of change, effective motivation requires a combination of emotional and intellectual levers, such as frequent feedback and recognition. Managers should use and combine multiple needs, factors, modes of reinforcement, and outputs in their messages to motivate employees and assess their job performance (Ridley, 1999).
To become a good motivator, managers need to understand which motivational tools or levels work for each employee and learn how to effectively motivate and communicate through positive reinforcement – by providing positive feedback and recognition (Ridley, 1999).