Motivation Techniques Implemented by Managers-Samples for Students

Question: Explains the perception of motivation techniques implemented by the managers to increase the efficiency of the employees who are working in erkezky Organized Industrial Site, and if managers differ concerning the working process, and how. Answer: Motivation techniques implemented by managers in order to increase the performance and productivity of their employees: Impact and application. Organizational behavior is the process by which people in a business organizations interact and communicate with one another in order to run the daily operations of the business. In order to increase the efficiency and the performance level of the members of the organization this study is approached. It helps the management of the organization to review and analyze the tactics implemented by the management at the same time managing the staff and the recourses of the enterprise so that there is an increase in motivation and performance. To upgrade the level of efficiency of an employee in a group there are various concepts in organizational behavior which can be implemented by the Human resource department and the management. Organizational behaviors have two fold to the concept first the nature of an individual and second the nature of an institution (Coccia 2014). Employees are the heart of an organization and the capability and efficiency level in an individual is always varying from one person to another. The efficiency of the employees are directly associated with the success of the organization. Efficiency is the correlation in between the input an individual gives in the production process with the output that is derived due to the effort. It is important for a business organization to use the opportunities that are available at the disposal to the optimum. These opportunities may include potential resource and skill, resources to remove or reduce the dangers with the lowest losses incurred etc. The members of the organization are evaluated on various aspects depending on the requirement of the job description. It is commonly observed that people are much more capable than what their efficiency level is (Guclu and Guney 2017). The potential of a person in a business organization depends on various aspects like: level of job satisfaction, encouragement and appreciation form the management, incentives in from of monitory and motivation etc. Skill development and training also helps a person identify the real potential and also increase the performance of the employee. According to Guclu and Guney (2017), the factors that affect the level of efficiency among the employees can be segmented in two divisions: Intra-business factors that affect the business organization and extra-business factors. Intra-business factors include instrument and equipment of the organization, the structure of the organization etc, while the extra-business factor includes energy, business practices, management approach, and technology etc. Motivation is the recognition, inspiration and encouragement that the management offers the employees in order to appreciate the effort that they put in the work. Motivation is an aspect that helps create energy and elevated efficiency among the employees and the resources of the organization in order to achieve a goal and fulfill a purpose of an endeavor. The motivation approaches which are executed by the managers have a significant impact in unveiling the skills and potentials. According to Guclu and Guney (2017), motivation from the managers has a positive impact on the productivity of the employees. In society at large motivation has a significant impact on the relationships between the individuals it creates a sense of reliability, integrity and honor (Elnaga and Imran 2013). The process of motivation is the period of persuading an individual that has a direct impact on the objective of the work and also on the personal requirements of the employee. Requirement desire instinct bonding competitions etc are some of the correlated concepts of motivation. The perceptions of motivation among the employees are directly related to the educational status of the individual. The people with higher educational background are more influenced by the motivational tactics than people with low education background. I agree with this conclusion derived in the article as people who have better knowledge and understanding of the process will understand and value the extra effort that has been put by the organization in order to meet the needs and aspirations of the employees. A highly educated person is ought to have an open mind set and a clear vision of analysis, hence it is easier for him to understand why the management is taking the effort in motivating the employee therefore he or she will work towards improved productivity and performance (Lazaroiu 2015). According to me motivation is one of the most effective tools that the management can implement in order to increase the productivity of an individual. For example, a new recruit is a person who faces maximum challenges in an organization, it takes him or her time to settle down in the company and slowly take the pressure. A motivational or an appreciation speech from the manager who is responsible for the new employee works positively to boost the confidence of the person. It makes the person comfortable in the environment and helps him or her to easily adapt to the working situation that is prevalent in the company. Primarily there are two types of motivation explained n the common theories intrinsic and extrinsic. Intrinsic motivation is the stimulus that arises from within the conscience of an individual. Every individual has the desires and needs and it directly affects the performance of a specific task. Acceptance, appreciation, curiosity, honor, independence, order and social status and contact are some of the aspects of intrinsic motivation. There are no rewards or incentives associated with this kind of motivation as it is self generated and self less. Intrinsic motivation varies from one person to another. Extrinsic motivation is the process by which an individual is inspired by external forces in order to perform a task. Rewards or punishments follow such motivation and is the type of practice that managers implement in order to increase the productivity of the employees. Monitory allowance, benefits, promotion, competition as well as threats are some of the examples of extrinsic motivational tools (Bell 2013). For example, an employee is unhappy with the job role that he has been offered and hence the job satisfaction level of the person is low. Because of the lack of interest in the job he is also being sloppy and irresponsible in his tasks. The manager is aware of the potential of this individual but can understand that there is some issue with t he person. In this case the manager can communicate and interact with the employee in order to understand the challenges that he or she is facing. The manager with the consultation of the higher management change the job role of this employee will act as a tool of motivation and will help the employee to enjoy his work as well as increase the performance and productivity level. The change of job role works as a extrinsic motivation, while the recognition of the fact that the grievances of the employee are being heard and actions are being taken in order to help the person work better and also acts as intrinsic motivation (Cherian and Jacob 2013). Figure: Process of motivation Source: Authors creation The desire to work in order to achieve certain goals and objectives must sustain within the employees and it is the duty of the manager to create this desire. Motivation defiantly ensures high efficiency and performance at different level of psychology of the employees. The mode of motivating also is an important factor that affects the intensity and the impact of motivation. In a business organization monetary motivation in the form of incentives and bonuses are impactful as a persons remuneration is directly responsible for the productivity and job satisfaction of the person. To maintain a cordial relation in between the employee and the management of the organization and to create positive work culture motivation plays a very significant role. Internal disagreements among the, labor absenteeism and employee turnover rate are considerably reduced with motivational benefits. Motivation ensures effective use of human resources in order to solve challenges and grievances within the or ganization structure. In case motivation is lacking in the management the employees in order to seek satisfaction of their requirements outside the organization which in turn may be harmful. The optimum utilisation of resources ensures the successful achievement of objectives and goals of an organization. In order to achieve optimum utilization motivation is inevitable. Reference list: Bell, N., 2013. Experimental evidence on the relationship between public service motivation and job performance.Public Administration Review,73(1), pp.143-153. Cherian, J. and Jacob, J., 2013. Impact of self efficacy on motivation and performance of employees.International Journal of Business and Management,8(14), p.80. Coccia, M., 2014. Structure and organisational behaviour of public research institutions under unstable growth of human resources.International Journal of Services Technology and Management,20(4-6), pp.251-266. Elnaga, A. and Imran, A., 2013. The effect of training on employee performance.European Journal of Business and Management,5(4), pp.137-147. Guclu, H. and Guney, S., 2017. The Effect of the Motivation Techniques Used by Managers to Increase the Productivity of their Workers and an Application. Lazaroiu, G., 2015. Employee Motivation and Job Performance.Linguistic and Philosophical Investigations,14, p.97.