Table of ContentsDefining MotivationFactors That Affect Motivation in the WorkplaceMoney/SalaryInterpersonal RelationshipsLearning and Development OpportunitiesOrganizational CultureProcesses and ProceduresPersonal LifeMeaningful WorkDescribing a Recognized TheoryIES Engagement ModelDefining Motivation motivation is the term used to describe the reason(s) behind one's behavior. Work motivation can be defined as the process by which a manager or leader encourages his or her team to achieve a set of predefined goals. It’s the “why” we do things for. Say no to plagiarism. Get a tailor-made essay on “Why violent video games should not be banned”? Get the original essay Dr. PG Aquinas (2006) defines motivation as… “Those forces that cause people to behave in a certain way . Motivation encompasses all pressures and influences that trigger, channel and sustain human behavior. Managers need to understand motivation in order to get the most out of their employees. In my line of work, employees are encouraged to develop through a variety of courses related to their role like this. Factors That Affect Motivation in the Workplace There are many factors that can affect individual motivation in the workplace. Hertzberg's two-factor theory examined the factors that could cause job satisfaction (motivation) and the factors that could lead to job dissatisfaction (hygiene). To further expand on this point, I would summarize those that affect motivation as follows: Money/SalaryFor the most part people generally choose a job to earn a living. They donate their time and skills in exchange for a salary. It is a biological need necessary to provide food and shelter; it is this need that drives people to acquire it – for survival. However, managers should never forget that salary, alone, does not necessarily affect performance. However, if the salary is unbalanced, this can in turn lead to job dissatisfaction which affects the employee's motivation. Interpersonal Relationships Humans need social interaction; this need can be exploited by managers to build strong team dynamics. However, if interactions are negative, it can affect not only individual mood but also team productivity. To facilitate strong teams through interpersonal relationships, managers can create team building opportunities: Foster an environment of open and honest communication. Facilitate team social interactions by introducing social outings at YMCA Birmingham, including hosting the annual staff Christmas party. Relations with the team leader or managerGood working relations with superiors help to establish trust and mutual respect. With this as a basis, the employee may feel able to solve problems, discuss ideas, etc., which allows the manager to access information on how to best motivate and support the employee. Relationships with Team Members It is commonly accepted that we spend more time at work than with our families. It is this conviction that allows us to create enriching working relationships. The need for social interaction and belonging means that having strong teams with little or no conflict helps increase productivity, reduce isolation, dissatisfaction and loneliness. Learning and development opportunities. According to Maslow (1959), self-actualization becomes whatever youare capable of being. . Giving employees the opportunity to reach and achieve this goal is a surefire way to motivate them. Employees who are given the chance to develop and progress are an advantage to an organization, as such employees are likely to achieve higher levels, are more engaged, which leads to higher productivity. Organizational CultureCulture has to do with the values ​​that are place, work environment and goals. It is a set of acceptable behaviors in which employees are expected to work. For example, within my organization, company values ​​are embedded in everything we do and are closely tied to the company's Christian heritage, mission, and purpose. Inspire – We are a welcoming organization that inspires people to belong. Believe – We believe in the potential of people and have faith in the future.Exceed Expectations – We set high standards and are committed to exceeding expectations.Do the Right Thing – We strive to do the right thing , in line with our philosophy, even in difficult situations.Compassion – We show compassion and kindness, listen and care for the whole person. When employees are not aligned with the company culture or do not understand the value system, it can lead to job dissatisfaction and reduced engagement. Processes and Procedures When there are effective processes (employees know what they are doing and why) employees will be engaged and challenged to perform. If processes are not effective or lack clarity, employees will fail, leading to reduced engagement, poor customer interactions, and apathy. Personal lifeThe effects of personal problems on work may include: ; loss of concentration, apathy, disengagement and absenteeism. This is where having clear procedures and processes in place is essential. My organization offers a range of strategies for managing work-life balance, for example flexible working can help employees with caring responsibilities. Leave for family reasons in the event of loss. Support systems such as access to counseling to help employees improve their mental health. Meaningful work Having meaningful work is a motivator. Organizations can foster an environment that emphasizes ethics, corporate social responsibility and doing the right thing (a YMCA Birmingham value). Employees want to know what an organization does and why it does it. How does the organization make a difference? Explain how individual differences affect motivation levels in the workplace. No two individuals are the same, it is this difference that requires managers to adapt their approach to motivation to the employee being managed. Some people are motivated by money, job satisfaction, promotions, bonuses and other incentives, while others are not. For example, on my team there are employees who excel in their interpersonal skills: they know how to make every customer feel at home; these employees thrive in this environment and are motivated to provide the best service. While some employees have not yet mastered this skill and are therefore reluctant to exercise it. Other differences that can affect motivation levels include: Goals – personal or professional Life stage – What motivates a young beginner may be different from what motivates them. an employee nearing retirement. The older generation is oftenconsidered inflexible. Personality – different personalities interact differently with colleagues, managers and customers. Ethnic origin – attributable to cultural differences. Aptitude and capacity – individual propensity to learn and the level at which different employees learn. Explain the potential impact on organizational performance if employee motivation levels are low. Low employee motivation levels are a slippery slope because once this cycle begins, if left unchecked, it will spiral causing untold damage to an organization. From effects on team, productivity, customer satisfaction to loss of reputation and negative publicity. Low or reduced productivity. Where employees are not motivated, they take less pride in taking on the tasks assigned to them and even if they continue to perform their duties, it may not be to the best of their abilities. abilities. They simply work to earn a living – meeting their basic needs. Unsatisfied Customers As employees lose motivation, the normal effort expended to complete tasks is reduced. If employees working within our front desk department are not motivated, it would mean poor/slow service, less attention to detail, which would lead to unsatisfied customers. Poor business performance As employee productivity levels decline, the company will become unable to fulfill its obligations, leading to loss of sales, increased customer complaints, increased refunds due to poor service or defective products. Low team morale. Once an employee begins to lose motivation, this can spread to other employees who have to take on heavier workloads. the commitment/quality of work of colleagues decreases. Like a virus, this will spread to the team, causing a loss of morale and motivation to complete tasks to the best of their abilities. Low morale and job dissatisfaction can lead to conflict within the team, which will further affect performance levels. AbsenteeismLow motivation can lead to employees taking more sick leave because they are no longer invested in the organization – they may no longer understand the company's goals. or the strategic direction of the organization. Describe a recognized theory. Managers must recognize that individuals are motivated by different things at different stages of life. One theory that has understood and sought to explain and expand on this reasoning is Maslow's Hierarchy of Needs theory. The theory was based on understanding what motivated individuals. Although developed over 60 years ago, these principles remain relevant today. He sought to separate the different needs into levels on a pyramid. Maslow believed that these needs must be met at each level and that we can only move on to higher level needs once these are met. Managers must seek to meet needs that are currently unmet. For example, an employee who has reached levels 1 to 3 by obtaining a job, enjoying job stability and finding his place in the team would then need to satisfy his need for achievement. It is the responsibility of the manager to recognize this and provide the individual with the opportunity to reach their higher level of need. The pyramid is based on five levels of distant needs: Level 1 - Biological and Physiological. These are basic needs such as air, food, drink, shelter, warmth and sleep. Necessary needs for survival.