Motivation is the enthusiasm to exert great effort to achieve the goals of the organization, which is trained by the ability to satisfy the needs of the employee. In most organizations, management sees employee motivation as a fruitful technique for increasing employee productivity. When employees are motivated, they will try even harder and this shows why motivation is central to management.
Motivation is the enthusiasm to exert great effort to achieve the goals of the organization, which is trained by the ability to satisfy the needs of the employee. In most organizations, management sees employee motivation as a fruitful technique for increasing employee productivity. When employees are motivated, they will try even harder and this shows why motivation is central to management.
To what extent do motivational factors lead to high performance of temporary workers in an organization?
Nowadays, the task of the management of many organizations is to find new ways to motivate their employees. According to Miner J (2007), the factors affecting it are:
limited motivation
low commitment (2003) management must always succeed in leading the organizational goals consistent with employee goals. In most cases, the employees of the organization are passionate about their work and work hard. However, if their work does not contribute to the achievement of the company’s goals, then the company is no better than if the employees sit on their hands. Therefore, it is important for management to know and understand what they want from their employees.
These objectives are usually set in the context of the initial strategic planning of the company or organization.
Miner (2007) noted that Hezberg conducted a study to better understand employee attitudes and the factors that motivate them. He came up with the motivation-hygiene theory to help him get answers to the above. Hezberg called satisfied people motivators and dissatisfied people hygiene factors. He used the word “hygiene” in the sense that they are considered maintenance factors that are very necessary to avoid dissatisfaction, but which by themselves do not produce satisfaction (Miner, J, 2007). :
Other factors leading to employee satisfaction were e.g. said that since the factors that cause employee satisfaction are different from the factors that cause dissatisfaction, the two ideas cannot be treated as opposites of each other. Looking at the factors that caused both satisfaction and dissatisfaction, it can be concluded that these factors are not part of the job itself, but external factors. According to Griffin and Moorhead (2009), Herzberg often called these hygiene factors “KITA” factors, where KITA stands for Kick in the Ass, offering incentives or threatening punishment to get an employee to do something. According to Hertzberg:
Temporary worker is a worker who works for an organization for a short period of time and is usually contracted within the organization (Griffin and Moorhead, 2009).
How should the management of an organization motivate its employees?
People are different, so what motivates one employee differs from how to motivate another employee.
What should management recognize about employee motivation?
Management should understand that motivating employees is a process, not a task (Hampton, 2002). Organizations, like people, change all the time, and it is certainly a continuous process to maintain an environment where every employee can feel strongly motivated. If The management of the organization would consider supporting employee motivation as a continuous process, and then they themselves would be more satisfied and motivated (Andrade, 2006)
How should the management support employee motivation in the organization?
Management must always try to link the goals of the company with the goals of the employees. In most cases, the employees of the organization are passionate about their work and work hard. However, if their work does not contribute to the achievement of the company’s goals, then the company is no better than if the employees sit on their hands. Therefore, it is important for management to know and understand what they want from their employees. These goals are usually set in the context of the initial strategic planning of the company or organization (Hampton, 2002).
Should management adopt fear as a good motivator in their organization?
“Management should not use fear as a good motivator because it works for a short time and employees cannot last long in an organization if management seems too compromising.
Employee resignation: It aims to get rid of employees who are not enthusiastic about their work.
Incentives: things given to employees to encourage, motivate and reward their cooperation and loyalty to the organization.
Increased Pay: Thanks to improved wages, workers feel recognized for their hard work.
Motivation is the enthusiasm to exert a high level of effort to achieve the goals of the organization, and meeting the needs of the employee is training. . In most organizations, management sees employee motivation as a fruitful technique for increasing employee productivity. When employees are motivated, they will try even harder and this shows why motivation is central to management. They tried and applied different strategies to solve this problem but most of the time they did not succeed. The biggest guideline that the management of organizations can apply to solve this problem is to understand what motivates each employee. Incentive programs should be targeted throughout the organization because they offer the best solution to motivate employees.
