Motivation Of Employees: The Pros And Cons Of What Works And Doesn’t

short
Many methods of motivating employees have been developed over the years. Employee motivation research focuses on how to motivate employees and managers. Incentive theories are important to managers who aspire to be effective leaders in achieving employee loyalty and performance. There are two main ways to inspire content and process. Keywords such as interests, goals, values, culture, management and motivation are related to motivation. (Mattis and Jackson, 1991, p. 80) ፡ There are many theories presenting different theories of motivation. The main purpose of this work is to discuss these different points of view in terms of interests, goals, culture, leadership and motivation, and to explore existing models.
Keyword:
Motivation, employee needs database, goal concept, incentives, performance evaluation

introduction

I understand that employee motivation is a matter of leadership, it is a matter of leadership and it is often linked to the policies, processes, structure and culture of an organization. Understanding why an employee is hired starts with human resource management. What is motivation? Why is this possible? How can we motivate people, especially employees? Motivation is the art of doing things that meet or exceed expectations. It is defined as "a feeling or desire that compels someone to do it". The fact is that people often work hard to achieve their goals. No organization can achieve anything without people (Drucker, 1999). An organization is a group of people organized for a specific purpose. Since management is the efficient use of resources, we must think of the workforce as HR and therefore as resource management. Management is people. Its mission is to empower people to work together, to make their strengths and weaknesses less obvious. It is an organization, so management is an important factor. The most important thing to remember in any business is that the result is visible only from the outside. The result of the activity is a satisfied client. The result of the hospital is that the patient is cured. As a result, the student learns something and ten years later gets a job. There are costs only in the organization” (Druker, 1996, pp. 31-32).

Since motivation reduces performance, managers need to understand what motivation is.

Achievement of high personnel efficiency indicators. Increasing the motivation of employees is not an easy task, because employees react differently to their work and to the organization. Motivation is a set of processes that lead a person to a goal. Therefore, motivated behavior is a voluntary choice guided by an individual worker. The manager wants to influence the factors that lead employees to higher performance. Factors that influence work motivation include individual differences, work characteristics, and organizational experience. Individual differences are the personal interests, values, attitudes, needs, and skills that people bring to their work. Job descriptions are aspects of the constraints and problems of the job. Organizational activities are organizational laws, personnel policies, management practices and reward systems. Managers must consider the interaction of these factors in order to influence employee performance.

In a typical model of motivation, work has key parameters such as skill difference, individuality in place, self-management, and feedback. During work, the worker is exposed to certain psychological conditions, such as the meaningfulness of the work, responsibility for their results and a better awareness of the actual result of the work. Often, when these psychological conditions are satisfied, motivation is greater, performance is better, more satisfaction, participation, and change. (Griffin, 1999, p. 328). It affects productivity, job satisfaction, physical and mental health. "Who is a person" - depends on what kind of work a person does.

Recruitment is necessary for the integration of a person into society. He argues that "I" corresponds to its place in society" (Henderson, p. 49).

Download magazine