Motivating Employees in an Organisation Essay

Motivating Employees in an Organization S Santosh Contents Chapter 12 Chapter 25 Chapter 310 Chapter 415 Chapter 1 Motivation Concepts and Theories Defining pauperization The word penury comes from the Latin word movere to move. And managers often view motivation in exactly those terms (I take on to get my multitude moving ). Motivation is the psychological feature that arouses an organism to action toward a desired terminus the reason for the action. General motivation is concerned with causa towards any goal, whereas effort towards Organizational goals reflects devise-related behavior.Many contemporary authors have in like manner defined the concept of motivation. Motivation has been defined as the psychological routine that gives behavior purpose and direction (Kreitner, 1995) a predisposition to behave in a purposive manner to achieve specific, unmet needs (Buford, Bedeian, & Lindner, 1995) an internal take up to satisfy an unsatisfied need (Higgins, 1994) and the wil l to achieve (Bedeian, 1993). For this paper, motivation is operationally defined as the inner force that drives individuals to accomplish personal and organisational goals.We mainly deal with the motivating employees in an organization towards the organizational goal for the benefit of both the organization and the employee. Understanding what motivates employees and how they are motivated was the counsel of many researchers following the publication of the Hawthorne Study results (Terpstra, 1979). Motivation Theories and concepts While at that place are many theories on motivation, the seven major approaches that have lead to our understanding of motivation are the following According to Maslow, employees have vanadium levels of needs (Maslow, 1943) physiological, safety, social, ego, and self- actualizing.Maslow argued that lower level needs had to be satisfied in advance the next higher level need would motivate employees. Herzbergs work categorized motivation into two fa ctors motivators and hygiene (Herzberg, Mausner, Snyderman, 1959). Motivator or natural factors, such as achievement and recognition, produce calling satisfaction. Hygiene or extrinsic factors, such as pay and job security, produce job dissatisfaction. McClellands Theory of Needs which focuses on three needs, namely need for Achievement, Need for power, Need for affiliation.