Note: Sample below may appear distorted but all corresponding word document files contain proper formattingExcerpt from Essay:
For many people, especially those who are in their 30's, 40's, and 50's, they are motivated by the idea that they need to have built up a savings in order to retire. This is another form of financial motivation, but it seems to play out quite commonly among working professionals. In fact, many companies have retirement plans and financial tools for employees to help reach their retirement goals. These, coupled with medical and other benefits help to motivate an employee directly. But these external motivations are just that, external, and in no way create a bind or association between the employee and his or her output or product. In this way, external motivations tend to be less effective (Perry and Hondeghem, 2008). Retirement plans also help to create a commitment to a particular company as many employees are required to work for a certain number of years or quarters in order to fully maximize their benefits.
If the employee's actions or professional output is tied to the success of the company or group, and not only to their own personal success, employees will tend to work harder to accomplish more (Gagne and Deci, 2005). This has been shown to be true of CEO's and other workers whose compensation comes partly in the form of stock options or incentives (Heinrich, 2007). If the employee has something invested in their work or in the company besides their own desire for a paycheck, they will typically be more effective and efficient employees. In this way, the employee's productivity is tied directly to the performance of his or her financial assets, and the employee is motivated to do their very best to maximize their financial gains. This type of motivation, which comes after the employee invests their own interests in their employer, fosters reliance on other team members which creates a bond in and of itself (Holzer, 2008). If the transparency of their reliance on other employees is apparent, and clear, then they feel as though others are counting on them to do their best work, and the cycle of self-investment is complete.
Employees are motivated by many different things. Some of these motivations are external and some internal. The employee's goals, dreams, and pride in their work are all types of internal motivations. Monetary and benefits compensation, bonuses, and other forms of payment represent external motivators. It is important for any manager to understand the motivations of his or her employees in order to effectively take advantage of these motivations to help increase company productivity (Collier and Esteban, 2007). Just as emotional motivation creates action or inaction in employees, both intrinsic and external motivations can be satisfied through a number of managerial techniques, tactics, strategies, and actions.
It is also important for managers to use a balanced approach to motivation and not use external motivations alone or count on the employees' intrinsic motivations as the sole source of motivation (Latham, 2007). Employees must have a balance of these two motivations in order to feel valued and to take pride in their work. It is also important to build trust in an employer, and to feel as though the employee is being treated fairly (Latham, 2007). All of these parts work together to help form a better understanding of employee motivation and how to create and manage a productive workforce. Companies that can take advantage of successful motivational techniques will succeed far and above those that cannot.
Cartwright, Susan and Holmes, Nicola. 2006. "The Meaning of Work: The Challenge of Regaining Employee Engagement and Reducing Cynicism." Human Resource Management Review. Vol. 16, No. 2. Pp. 199-208.
Collier, Jane and Esteban, Rafael. 2007. "Corporate social responsibility and employee commitment." Business Ethics: A European Review. Vol. 16, No. 1. Pp. 19-33.
Gagne, Marylene, and Deci, Edward L. 2005. "Self-determination theory and work motivation." Journal of Organizational Behavior. Vol. 26, No. 4. Pp. 331-362.
Heinrich, Carolyn J. 2007. "False or fitting recognition? The use of high performance bonuses in motivating organizational achievements." Journal of Policy Analysis and Management. Vol. 26, No. 2. Pp. 281-304.
Holzer, Harry J. 2008. "The determinants of employee productivity and earnings." Industrial
Relations: A Journal of Economy and Society. Vol. 29, No. 3. 28 June, 2008. Pp. 403-422.
Latham, Gary P. 2007. Work Motivation: History, Theory, Research, and Practice. Sage Publications, Thousand Oaks, CA.
"Employee Motivation And Production Maximization" (2010, July 23) Retrieved December 10, 2016, from http://www.paperdue.com/essay/employee-motivation-and-production-maximization-9424
"Employee Motivation And Production Maximization" 23 July 2010. Web.10 December. 2016. <http://www.paperdue.com/essay/employee-motivation-and-production-maximization-9424>
"Employee Motivation And Production Maximization", 23 July 2010, Accessed.10 December. 2016, http://www.paperdue.com/essay/employee-motivation-and-production-maximization-9424
ROI from Employee Education The notion that employee education and training leads to higher levels of employee productivity is not a new concept in business management. However, for many businesses, the cost of employee education is still regarded as an optional business expense instead of an essential business investment. This prevailing attitude is primarily due to the fact that there appears to be no clear connection between employee education and
Organizational Behavior Joe Salatino (Revision) Joe Salatino, president of Great Northern American case study Joe Salatino Joe Salatino is known as the Northern American President due to his determination and effort in maintaining high standards, in regards to his profession as a sales person. Joe was capable of hiring many employees in his organization, and used motivation as the major tool in helping his employees. The employees specialized in supplying general stationery and other
company called YPF. The company is noted to suffer from several problems associated with culture change and the need to remain competitive. We therefore begin this work by presenting a problem statement as well as a presentation of the specific problems that affects the operations of the company. We then proceed to the presentation of the alternatives solution for each of the problems that are facing the company. A
Manufacturing Seven Key Elements for Successful Implementation Norman Binette, Jr. Biddeford, Maine Manufacturing organizations are built on the premise that they possess the ability to provide a wide variety of quality products for their customers. This reputation is dependent upon the constant review of existing processes and the identification of new and innovative methods of production that will enhance and increase the diversification of product lines. One such process that has proven itself
Business Strategies Coca Cola Company Case Analysis Strategy Recommendation in Business The Coca Cola Company (Case Analysis) The Coca cola Corporation is among the most successful and well-known company in the globe. Its reputable existence is analyzed with its performance and efficient management. The company has dominated and controlled the beverage industry for many years, and has often proven its abilities in innovation, creativity and consumer satisfaction. The company has also set extremely high
The differences identified during this process determined the training objectives that must be reached by these programs. Furthermore, the company selects the trainees, the training methods, and the evaluation process. The necessity of training programs relies on a series of factors. This is because these programs are able to help the company develop a pool of skilled employees that can be recruited on several positions within the company. This is
Counterproductive and Productive Behavior in Organization Productive and Counterproductive Behaviors Paper In today's organizations, employees are meant to work effectively by utilizing the resource available in an organization efficiently in order to attain optimum productivity of labor. It is expected by the management that the employees should exhibit productive behaviors in essence contributing towards and organization's goal of optimality and objective targeting (Nathan & Gary, 2010). It appreciated that, absence of productive