Essay On Interpersonal Relationship

According to the article Motivation and Productivity in the Workplace on Westministercollege.edu, “employees who feel motivated to work are likely to be persistent, creative and productive, turning out high quality work that they willingly undertake.” Motivation is a key determining factor in how well an employee is able or willing to perform, how long they will be in the position and how successful he/she will be. Since motivation is so impactful on job performance,

A motivated employee works hard and effectively because of the satisfactory feeling of fulfillment. In business management, motivation is an important research field. Over the years, there have been many motivation theories developed. One of the most famous theories is on the basis of Abraham Maslow's hierarchy of needs. Maslow (1954) argued that individuals have a hierarchy of needs, and true motivation is achieved by fulfilling higher level of needs. Emphasized by various motivation theories, income (money) has been an essential factor which can affect motivation. Someone who has low income jobs tends to have low motivation. Consequently, low motivation will result in low effectiveness

are very important part of the company, because thanks to them it can perform properly

With mortgage rates and rent continuously rising, keeping up with mortgage or rent payments and affording common expenses has become difficult. If employees are continuously worried about being unable to keep up with mortgage or rent payments their motivation may decrease on the job. And if meeting basic financial responsibilities for their family is difficult, they may not be as motivated as they would be if everything was easy. Even basic responsibilities can have a drastic effect on motivation. If an employee is always worried about meeting the basic expectations for food, water and shelter, their motivation may suffer greatly.

This coursework will explain what motivation is, what the psychological theories are and how is that crucial in explaining people’s behaviour at the work place. Firstly, an in depth explanation of what is motivation will be written, then the arguments for and against of the process theories of motivation. Finally, descriptions on how useful these theories are to predict behaviour in companies. There are four factors of motivation; that are intrinsic motivation, it incorporates following: goal, tool, situation and temperament. Goal is related to attitude and behaviour. Tool, on the other hand, is what is used to reach that goal. Situations are the external environment and the position you find yourself into. Finally Temperament is your state (internally).

It is universally acknowledged that remuneration is the key to drive the employees to be more productivity, enhance job satisfaction as well as the direction that determines the organizational behaviour of one. In the early 1900s, Taylor (1903) suggested that financial incentives were significant in improving efficiency of workers. However, the role of money has been revealed that it is not the sole factor to improve worker performance, while other factors need to be considered, as such human relations and social networks in the workplace, it is evident that these have become more important nowadays. Motivation defined by Kreitner (1995) is the process that gives behaviour purpose and direction. It is also defined as psychological drives which determine the behaviour, amount of effort put and degree of persistence in the face of obstacles (Kanfer 1990).

Companies are task with the deed of motivating employees in order to achieve future business objectives. If these objectives are implemented properly, the results will produce eagerness in an employee, which will result in high quality success. Workers whom seemed disinterested in coming to work with a motivation of accomplishing the task at hand, will disconnect and separate.

Past studies have shown that the motivation issues experienced in the work place are not necessarily caused by the work environment. In some cases, external factors not related to work environment are the primary reason that so many workers are incapable of performing to the best of their ability. “People tend to underestimate the importance of external factors and overestimate the importance of internal factors as influences on those behaviors” (Baack, 2012, Ch. 3.1).Through the exploration of how financial problems can affect motivation in employees and how the motivation of these employees can be boosted, a better understanding of performance issues and motivation can be gained.

Motivation is considered to be one of the most powerful tools that enhances the behavior of the employees and allows them to continue in their job, it is an internal force that companies can use to satisfy certain needs to reach certain target. It is based on psychological needs that inspires a performance set by an objective. A motivated employee set his/her goals aligned with those of the company’s and does his/her best to achieve that.

(Lisboa, 2013, para 9; Nohria, Groysberg and Lee, 2008) Motivated employees are a great asset to the organisation as they will be more productive, creative, efficient and effective in their tasks (Business Burrito, 2009, para 2) Consequently, companies that have formed a culture and strategies to enhance employee motivation will achieve the corporate goals and objectives successfully and will also be able to attract and retain the best and talented employees by building respectful and professional relationships. (Desson and Clouthier, 2010, p.1; Lisboa, 2013, para 4 and 9) Although a substantial amount of studies have been conducted with regard to organisational culture as well as employee motivation, however the extent of the relationship and influence amid commitment and

Quratul-Ain Manzoor Department of Management Sciences, The Islamia University of Bahawalpur, Bahawalpur Abstract Purpose- The purpose of this paper is to identify the factors that effects employee motivation and examining the relationship between organizational effectiveness and employee motivation. Approach- A model was designed based on the literature, linking factors of employee motivation with employee motivation and organizational effectiveness. Three hypotheses were build based on the literature and the model and were tested in perspective of the previous

benefits of employee motivation. Motivated employee is a valuable asset who creates value for an organization in strengthening the business and revenue growth. Motivation is going to work if the right person with suitable skills is made responsible for the job or otherwise it will be the wastage of resources and time, and will lead to job dissatisfaction. The paper is aimed to study the effect of

Modern management aims at using and manipulating mathematical models to better understand the inter-relationship between employees and the employers in all aspects (Certo & Certo, 2013). The primary goal of modern management theories is to ensure the interrelationship between these factors is maximised for the benefit of the organisation. Motivation, from a general perspective, is the intrinsic drive that leads a person to take a certain course of action. Employee motivation entails all factors which drive an employee to perform tasks related to work in a more efficient and satisfactory manner. In as much as motivation is an intrinsic force, motivation might be brought about by external factors. These factors vary from physical factors, biological factors, intellectual factors, emotional factors and social factors.

The assumptions and theories explaining the concept of employee motivation will also be reviewed. Significantly, the research is also focused on identifying strategies of enhancing employee motivation so as to ensure attainment of the identified benefits. The research will be able to draw a correlation between the issue of employee motivation and the organizational performance. In order to achieve this, qualitative approach will be utilized so as to ensure success of the research study (Heimerdinger & Hinsz 2008: 383).

Banking sector viewed from personnel angle has its peculiarities. It is a labour intensive industry and competence of employees has got a bearing on the value of services offered. This being the case, it should have been likely that professionalization of management of personnel should have earned superior precedence but sadly personnel happened to be the most deserted facet of banks management. The emblematic functioning of banks per se does not entail any kind of professional training and is an industry where it is robustly believed that anything can be done by everyone and as one knows no body does much to the affluence of the organization. This feature is additionally noticed by the fact that banks function in a seller’s market with entire nonexistence of an element of competition and the prices of deposits accepted is ascertained by the banks, but by an external agency like the RBI and the GOI. In such a sheltered environment, the call for professionalization of bank management was by no means felt personnel happened to be managed by a non-expert and generally by an average officer who could not or else flourish on banking operations.