Motivation in the workplace

Fundamentals of Motivation One of the most important things to learn in for human relations are: How do you get people to do things? The answer rests on an understanding of what motivation is all about, for it is motivated workers who ultimately get things done, and without such people no organization can hope to be effective. What motivates an individual to act in a given way? Let’s look at what motives are: Motives: needs, drives, wants, or impulses within the individual. Regardless of how we define motives; however, motive arouse and maintain activity as well as determine the general direction of an individual’s behavior. Motives are classified in two categories: Primary: motives that are unlearned. Ex: the need for food and shelter. Secondary: motives that are learned. Ex: the need for power, achievement, and affiliation. Motives are directed towards goals: If a person needs money (motive), they will opt for overtime (goal). An individual who desires recognition (motive) will strive for promotion (goal). Human Resources Department and individual’s goals. The Department’s Goals The Individual’s Goals Good customer service Good pay High quality of Recruitment Job security High Recognition among the district Chance to achieve Adequate worker efficiency Challenging work High quality of human relation skills Work satisfaction Motive Strength: In many occasions an individual may have many motives or needs and can not actively pursue all of them simultaneously. Motive Strength helps to determine which motives a person will attempt to satisfy through activity. To understand this concept let’s look at the diagram drawn below. (High) Motive Strength (Low) 1 2 3 4 5 As you can see in this figure motive five has the greatest motive strength and will receive the most activity. This means that an individual will work hardest t…

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