Employee Motivation

Increasing employee motivation means looking at what drives employees to perform at their best and creating an environment where they can do so. Here are some actionable ways to increase employee motivation in your workplace. 1. Give employees goals they can control Having a sense of autonomy and control contributes strongly to employee motivation. It makes sense - employees won’t feel like there’s much point to performing at their best unless they feel they have ownership over what they do and contribute. 2. Improve communication The easiest way to increase employee motivation is by having positive communication at the workplace. Not relying only on emails but by making sure they talk to their employees in person and even on a personal level, if possible. Strengthening communication between employees and their direct managers strongly affects how motivated employees feel 95% of employees say their relationship with their manager strongly impacts how they feel about their job. 3....

  “An employee’s motivation is a direct result of the sum of interactions with his or her manager.”                                                    – Bob Nelson Motivation is the set of states of the individual’s needs that require to be satisfied and therefore pushes, incites and causes the individual to perform a series of actions in order to satisfy them. At one time, employees were considered just another input into the production of goods and services. Achim, I.M., Dragolea, L. and Balan, G., (2013) . Motivated employees can lead to increased productivity and allow an organization to achieve higher levels of output. Imagine having an employee who is not motivated at work. They will probably use the time at their desk surfing the internet for personal pleasure or even looking for another job. This is a waste of your time an...

Vroom’s Expectancy Theory Professor Vroom is an authority  on the psychological analysis of behavior in organizations, particularly on leadership and decision making. His 1964 book, Work and Motivation, is regarded as landmark in that field, and his books dealing with leadership, Leadership and Decision Making and The New Leadership, are widely cited as breakthroughs in the study of organizational behavior. His study of psychology has shed light on how people behave in the workplace, particularly when it comes to motivation, leadership and decision-making. I t works on the assumption that people will choose to maximize pleasure and minimize pain. This means that people will behave in a way those results in the best outcome or reward. (Channell,M. (2021) The theory is dependent on the idea that the more an employee values the outcome, the more motivated they will be to achieve it. The more effort they put in to succeed, the more certain they are of getting that satisfying reward...

  McClelland's Human Motivation Theory David Clarence McClelland was an American psychologist, Known as his work on motivation Need Theory. He published a number of works between the 1950s and the 1990s and developed new scoring systems for the Thematic Apperception Test and its descendants. David McClelland’s motivation theory says that humans have a total of three main types’ emotional needs, which they acquire as a result of their life journeys. Given that this model focuses on needs, it is considered a  content theory of motivation.     The needs the model considers are: Achievement (getting things done) Power (having influence over others) Affiliation (having good relationships) Figure : David McClelland, 1961, "The Achieving Society." McClelland says that these needs are scalar and everyone has a blend of them, though usually one is dominant. The blend and strength of an individual’s needs shapes their behaviors and motivations in wor...