Motivating the Employee towards the company Essay Example

a comfortable environment, aligning work with set objectives, and providing regular platforms for employees to share their work experiences. It is common for individuals to lack self-awareness; however, it is a fact that most people spend a significant portion of their waking hours at work. While the workplace provides an opportunity for financial sustainability, there are situations that can reduce motivation. Managers play a vital role in ensuring employee motivation but it is equally important to consider the overall experience of work motivation. In the workplace, there are several methods that can ensure proper employee motivationThis text emphasizes the importance of maintaining positive thinking and motivation in order to achieve goals. It also mentions Abraham Maslow's "Need Hierarchy Theory," which organizes human needs from lowest to highest. According to Maslow, once a set of needs is met, it no longer serves as a motivator for individuals. The hierarchy includes physiological needs like food and shelter as the primary necessities that must be fulfilled first, followed by security or safety needs. The text explores different human needs and underscores their significance in being satisfied, including physical safety, job security, basic necessities such as food and shelter, as well as emotional protection. Additionally, humans have social needs related to a desire for belongingness and finding qualities in others that align with their own characteristics. Once the need for belongingness is fulfilled, individuals strive for high self-esteem both internally and externally from others. This text delves into various factors that contribute to an individual's needs, encompassing prestige, confidence, power freedom,self-respect recognition,and statusAccording to Maslow's hierarchy of needs, self-actualization is the highest need, driving personal growth and fulfillment. Achieving

this need allows individuals to reach their maximum potential and accomplish significant goals in life. Once all needs are met, the next level becomes the need for dominance or control. In an organizational setting, Human Resources managers must determine employees' level of need to effectively address them. Managers widely acknowledge and implement Maslow's theory in motivational programs.

In Douglas McGregor's book "The Human side of Enterprise," two approaches to managing people in organizations are introduced: Theory X and Theory Y. Theory X describes individuals with a negative attitude towards work and low motivation, while Theory Y refers to those with a positive attitude towards work and high motivation. Directors can categorize employees into either Theory X or Theory Y based on their attitudes towards work and the organization.Both Theory X and Theory Y have contrasting beliefs about employees' dislike for work, the need for punishment to achieve goals under Theory X, avoidance of tasks that do not meet guidelines, and prioritizing safety over ambition. In contrast, Theory Y suggests that employment stress is normal but can be balanced with relaxation or participation. According to Theory Y, individuals exhibit self-discipline, autonomy, and commitment towards achieving goals and willingly take on tasks while applying innovative thinking to solve organizational problems. The organization structure in this theory relies on human intelligence to some extent. On the other hand, according to Theory X, individuals must be controlled through commands. However, in contrast to this belief, Theory Y assumes that individuals should largely govern themselves.

Organizations following Theory X tend to have demanding leaders who exert autocratic power and expect obedience and compliance. On the other hand, participatory organizational theory integrates the

goals of the business with those of the individuals involved. This approach allows people to achieve their personal goals by directing their efforts towards achieving the objectives of the organization.

Frederick Herzberg developed a modification of Maslow's Hierarchy of Needs theory known as Motivation-Hygiene Theory (also called Two-Factor or Hygiene Theory).This theory introduces two employee groups within an organization: Satisfiers and Dissatisfiers, each associated with specific factors. Intrinsic factors are related to job satisfaction, while extrinsic factors are connected to dissatisfaction. Herzberg conducted experiments to determine individuals' preferences and dislikes in an organization to answer the question "What do people want from their jobs?" The findings revealed that resolving dissatisfaction does not always lead to job satisfaction. Certain factors naturally exist within the organization but do not guarantee motivation; however, their absence results in demotivation. Some examples of Hygiene factors include safety, position, relationships with colleagues, personal life, salary, job environment, superior correlation, and company rules and management. Examples of Motivational factors include opportunities for growth and development, responsibility, challenges recognition and advancement.

The Porter and Lawler Model by Lyman W. Porter and Edward E. Lawler describes motivation based on expectancy theory. An employee's actual capability can be determined by the effort they put into the organization. Individual performance is also influenced by their ability to perform the work and their personal understanding of the necessary tasks.

Clayton Alderfer introduced the ERG Theory - Existence (E), Relatedness (R), Growth (G) - as a revision of Maslow's hierarchy of needs.Alderfer's theory suggests three core needs categories. The theory is based on David McClelland's categorization of motivations into power, relatedness, and achievement groups. People in the power group seek authority

and control while enjoying attention. They possess strong ethics and ambition. Those in the relatedness group prioritize interpersonal relationships and strive for social connection. They create pleasant environments and are motivated by love and faith. Lastly, individuals in the achievement group are driven by self-challenge and fear of failure. They set manageable tasks, take risks, and find motivation in potential success.

J Stacey Adams proposed Equity Theory which focuses on fair wages within an organization relative to income. It suggests that people use subjective judgments to determine if they are being treated justly or unfairly compared to others. If individuals feel they receive equal wages, they might reduce work effort or seek alternative employment options. Conversely, perceiving higher rewards can motivate individuals to work harderB.F Skinner proposed the Reinforcement Theory, which suggests that individuals can shape and design their environment. While internal factors like emotions and attitudes can influence behavior, individuals have control over the external environment and what happens to them. Skinner emphasizes the importance of creating a suitable working environment that enables effective performance.

Punishment leads to discouragement and demotivation, so continuously making positive changes in the external environment is crucial for motivating employees within an organization. Administrators should implement motivational techniques to enhance employee performance; however, implementing these techniques in real-life situations can be challenging due to potential obstacles.

To have a motivated team that remains committed and contributes significantly to company success, consider following these tips for each team member:
Step 1: Create quality time based on purposeful accomplishments. This includes differentiating between quality time and quantity time, setting shorter intervals for quality time rather than annually, reviewing assigned task durations more frequently, ensuring

all team members have interpersonal relationships with one another, granting supervisors proper access to observe job performance accurately, understanding desired job outcomes thoroughly, and fostering both formal and informal relationships among team members.Spending quality time together is a great motivator for the team, as it generates suggestions and ideas to better articulate the organization's vision and mission. It is the responsibility of squad supervisors to provide proper feedback and coaching to employees in administration. Furthermore, leaders should acknowledge and recognize good performance while addressing any shortcomings. Motivating highly skilled employees through adequate compensation is crucial for fostering a positive team atmosphere. Additionally, directors should possess the ability to offer constructive criticism and guidance in a supportive manner. Empowerment involves effectively utilizing knowledge, experience, and additional sources of motivation.

Managers must instill optimism in team members so that they can reflect on their actions and decisions when goals are not achieved due to mistakes or other reasons. Various leadership styles exist for achieving organizational goals according to Kurt Lewin—authoritarian or bossy, participative or democratic, and delegative or free rein. Effective leaders may utilize all three styles depending on the situation; however, one style usually dominates. Conversely, ineffective leaders tend to stick with just one style.The bossy leadership style, also known as the authoritarian style, involves autocratic leaders who prefer to have things done according to their own wishes and will. This style is appropriate when there is sufficient information available to solve a problem, time constraints exist, and employees are highly motivated. Although not commonly used, the bossy leadership style is most suitable in certain situations.

On the other hand, if you have time and want to increase

employee commitment and motivation, it is recommended to use the participative style of leadership. This style involves leaders including employees in the decision-making process while still retaining final authority. It allows for employee autonomy and motivation, especially when some information is needed from employees who are elsewhere. Managers understand that they can't know everything which is why competent workers are hired. The participative or delegative style of leadership fosters employee integration into the team and facilitates better decision-making.

The provided information presents different interpretations of leadership styles. While the authoritarian style best suits new employees seeking to acquire new skills at the beginning of their careers - individuals who have a desire to learn but need guidance from an experienced manager implementing an autocratic approach.When a team of employees has a strong understanding of their work and desires involvement in decision-making processes, the participative style is appropriate. The leader comprehends the problem at hand while the employees grasp their roles within it. In situations where employees possess more knowledge about their job than leaders do, a free reign leading style is suitable. This approach encourages employees to take ownership of their work while allowing leaders to focus on other important tasks without detailed knowledge of specific job functions.

Different organizations can adopt various theories and styles of leadership depending on factors such as employee characteristics and prevailing work culture. Motivational theories and leadership styles are both crucial for ensuring successful completion of work. Managers can utilize different leadership styles or a combination thereof to motivate employees. Organizations should embrace diverse motivational theories to empower all employees in their work, while employees should also adapt to the organization's

work culture.

Alongside motivation, leaders must clearly assign tasks and ensure understanding of responsibilities. Different leadership styles may be used based on employee type. Effective completion of administrative work necessitates a clear comprehension of value and responsibility. To maintain a favorable organizational environment, leaders must employ these strategies.