"Good things come to those who wait, but better things come to those who go out and get them"
- Harrison Valente
What is Motivation?
Motivation is distinguished based upon the internal and external factors that arouse aspiration and energy in people to consistently keep them engaged and committed to a job, specific role, or to accomplish a goal. The concept of motivation is often misconceived with the concept of happiness. Motivated employees and happy employees may be related, however motivation relates to the employees extent of desire to perform, regardless of their happiness level.
Motivation is produced through the interaction of conscious and unconscious factors including;
These factors have an impact on why an individual behaves in a particular way, due to the psychological factors that an individual possesses.
When employees are sufficiently motivated to perform a task or role, they will become more productive, engaged and invested in their work. When employees experience motivation they become more successful in their work and therefore receive greater personal rewards.
Motivation for improved performance includes;
In order for employees to gain motivation, they must be motivated by their managers through encouragement to inspire employees on being productive and effective in their positions, both individually and in groups. Motivation is often under-utilized by managers in modern day workplace with results in the disinterest and poorer performance in roles by employees. Without motivation, the best results for the business cannot be achieved as employees work less efficiently and have less interest in their role. It is the duty of a successful manager to carefully identify their employees’ set of motivational forces in order to encourage them, creating a positive motivational environment.
There are two forms of motivation;
1. Intrinsic Motivation: behaviour performed for the individual’s sake, generated from performing the work.
2. Extrinsic Motivation: behaviour performed to acquire a reward, the consequence of an action.
However regardless of the source of motivation, people seek results. Employees seek any form of endorsement to reward their hard work they put into completing a task. Examples include;
Managers use these outcomes to motivate their employees to provide inputs for the business (anything a person contributes to their job).
Motivation is produced through the interaction of conscious and unconscious factors including;
- The passion of desire or need
- The enticement or reward obtained from achieving a goal
- The expectations an individual has on oneself or their peers.
These factors have an impact on why an individual behaves in a particular way, due to the psychological factors that an individual possesses.
When employees are sufficiently motivated to perform a task or role, they will become more productive, engaged and invested in their work. When employees experience motivation they become more successful in their work and therefore receive greater personal rewards.
Motivation for improved performance includes;
- Job satisfaction
- Achievement
- Recognition
- Personal Growth
In order for employees to gain motivation, they must be motivated by their managers through encouragement to inspire employees on being productive and effective in their positions, both individually and in groups. Motivation is often under-utilized by managers in modern day workplace with results in the disinterest and poorer performance in roles by employees. Without motivation, the best results for the business cannot be achieved as employees work less efficiently and have less interest in their role. It is the duty of a successful manager to carefully identify their employees’ set of motivational forces in order to encourage them, creating a positive motivational environment.
There are two forms of motivation;
1. Intrinsic Motivation: behaviour performed for the individual’s sake, generated from performing the work.
2. Extrinsic Motivation: behaviour performed to acquire a reward, the consequence of an action.
However regardless of the source of motivation, people seek results. Employees seek any form of endorsement to reward their hard work they put into completing a task. Examples include;
- Pay
- Autonomy
- Accomplishment
Managers use these outcomes to motivate their employees to provide inputs for the business (anything a person contributes to their job).
Managers often lack knowledge on how to successfully implement motivational programs in order to increase production and create a positive working environment. Although the types of motivation vary, it must be identified specifically to an individual to reach a maximum successful rate of the program. Creating a positive motivational working environment is a perplexing managerial movement and managers must understand their employee’s professional needs to create such an environment.
Motivation Equation
Inputs from organizational members --> Performance --> Outcomes received by members
The time, effort, education, Contribute to organization Pay, job, security, benefits,
experience, skills, knowledge efficiency, effectiveness vacation, autonomy and
and work behaviour and attain goals responsibility
Motivation in the St Andrew’s Catholic College teachers can be accomplished through factors including;
Motivation Equation
Inputs from organizational members --> Performance --> Outcomes received by members
The time, effort, education, Contribute to organization Pay, job, security, benefits,
experience, skills, knowledge efficiency, effectiveness vacation, autonomy and
and work behaviour and attain goals responsibility
Motivation in the St Andrew’s Catholic College teachers can be accomplished through factors including;
- Everyday acknowledgment
- Personal recognition when performing outstanding or consistent hard work
- Employee of the month
- Employee of the year