In any contemporary organization there is one huge problem that defines revenue and that is the motivation of employees. The idea is that the aspects of motivation are related to any business setting, which could be justified by means of valuable changes in any company if the employees enjoy their work and constantly do it with pleasure.
The opposite situation outlines a problem that is to be solved for every organization. This research proposal is important and worth paying attention to for the reason that it addresses specific problems, aims and research objectives, such as how to motivate people and what approach should be used in order to motivate them correctly.
In addition, the background of this paper is useful to create leaders throughout the company in order to increase motivation of employees. They will be highly motivated to work at their best to raise their wages and working status. Every aspect of the job plays a crucial role in the effectiveness of work.
Leadership is the core quality of every manager within any organization or company, as it has a direct impact on employees and projects; people lead with the philosophy to carefully assess all the sources available, both authorities and subordinates of a project. If a leadership model is correctly chosen, managers thus generate new leaders and boost motivation.
Moreover, true leaders can create an environment where everyone becomes a useful resource for the company. In every place of work, people should be motivated, and the type of motivation is not that sensitive; people could be motivated with the help of various triggers; the key aspect is the idea to motivate people and make them work of their own will, and not only merely complete tasks, but work with passion.
At the same time, the research addresses the need for developing special skills and talents that are required for the counselling psychology and its practice towards psychological motivation. It examines different learning theories and methodologies, and apply them to treat people as effectively as possible.
It was discovered that the human nature of a child requires more physical actions towards motivation, and this is based on emotional atmosphere. According to Skinner, people are developed in a way of “schemes” that are directed by means of various rules of personality. In other words, such rules that are rooted into the personality of a human since birth can lead to numerous problems in the adult life. Among many other theories, the approach of psychology is often applied at work, and all related practices of management, leadership, and motivation. In order to understand the application of these theories, it is helpful to apply them to a workplace setting.
In every life situation, people need to be motivated. It does not matter what kind of motivation is used, as different people can be motivated by different things. The key aspect is to motivate people and make them work of their own will and do so with passion.
Managers can use different sources of motivation with the help of influence behavior; applying motivational theories according to the priciple that anyorganization can become a competitive business work force. Motivated workers will be eager to work better to improve the services they offer, as well as develop the skills needed to create the highest quality of product.
Targeting individual behavior is important for managers of all levels and they should aim to use this work force in order to improve the quality of offered services or produced goods. Motivation theory is one of the main theories for every manager that helps modifying the strategies of work and motivates workers to affect positively the atmosphere in an organization.
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The principle needs and desires of any employee are formed according to the Maslow’s Hierarchy of needs. There are five needs systems that direct the behavior of people such as self-actualization, ego-status and belonging as motivation factors and in parallel, safety and basic physiological factors as hygiene dissatisfaction factors.
At the same time, managers can use different sources of motivation with the help of influence behavior by applying motivational theories, as due to this fact any organization can become a competitive business work force. Motivated workers will be eager to work better to improve the services they offer as well as to develop the skills needed to create the highest quality of every item produced.
Managers should know exactly what is required for the employees to be motivated. Moreover, there is a need for employees to stay motivated for a long period of time. This could be critical when a manager motivates the personnel not knowing individual aspects of different employees, as this could result in negative influence on other people in the workplace, and this is not the best scenario for work.
To address the issue of employee motivation and job satisfaction, the concept of job enrichment, as proposed by Frederick Herzberg, can be implemented. Job enrichment focuses on enhancing the quality of work by incorporating factors that contribute to employee motivation and job satisfaction.
Herzberg’s theory suggests that there are two categories of factors that influence job satisfaction: motivators and hygiene factors. Motivators include elements such as recognition, achievement, responsibility, and personal growth, which directly contribute to an individual’s sense of fulfillment and motivation. On the other hand, hygiene factors encompass aspects like salary, working conditions, and company policies, which, if lacking, can lead to dissatisfaction but do not necessarily contribute to increased motivation.
By applying job enrichment, managers can redesign job roles to incorporate motivators and eliminate or improve hygiene factors. This can be achieved through various strategies, including:
Job Redesign: Managers can restructure job roles to include a greater variety of tasks, increasing the level of challenge and autonomy for employees. This allows individuals to experience a sense of personal growth and achievement, contributing to their overall motivation.
Skill Development: Offering opportunities for training and development can enhance employees’ skill sets, enabling them to take on more challenging and meaningful tasks. This not only increases their sense of competence but also provides a pathway for career advancement and personal growth.
Increased Responsibility: Granting employees greater responsibility and decision-making authority empowers them to take ownership of their work and make meaningful contributions. This sense of autonomy and accountability can significantly impact their motivation and job satisfaction.
Recognition and Rewards: Implementing a system of recognition and rewards for exceptional performance can serve as a motivator and reinforce desired behaviors. Recognizing employees’ contributions and providing feedback on their achievements can enhance their sense of accomplishment and job satisfaction.
Feedback and Communication: Establishing regular feedback channels and open communication lines between managers and employees allows for the exchange of ideas, clarification of expectations, and recognition of individual contributions. This promotes a positive work environment and fosters a sense of value and engagement among employees.
By incorporating these job enrichment strategies based on Herzberg’s theory, managers can create a work environment that fosters motivation, job satisfaction, and employee engagement. This, in turn, can lead to increased productivity, improved quality of work, and a positive organizational culture.
In conclusion, addressing the issue of employee motivation and job satisfaction is crucial for organizations to enhance their performance and competitiveness. By applying job enrichment strategies rooted in Herzberg’s theory, managers can create an environment that promotes employee motivation, job satisfaction, and personal growth. This, in turn, contributes to a positive work culture, increased productivity, and overall organizational success.
