In this paper, the various motivational strategies and how they affect productivity will be examined. It will explore organizational efforts to improve performance and employees’ resistance to increasing productivity and the philosophy’s and practices of motivation which management uses. This paper will further identify and analyze the implications of any two motivational theories not currently in place and view the impact on both management and employees.
Workplace motivation is the amount of energy, commitment, creativity which employees bring to the organization. Even in a struggling economy, organizations must seek ways to strike continuous. Motivation is a must in order to achieve and organizations understand stimulating their employees will increase productivity. Employees are the greatest asset to the success of an organization. Employees shape the success of an organization, without them the organization is nonexistent. A motivated workplace runs smoothly allowing the organization’s management to focus on upward mobility and long term development. People thrive in creative work environments and want to make a difference. Ideally the work result itself will give them a feeling of accomplishment—but well-structured reward and recognition programs can underline this consequence (US Legal, Inc., 2001). In effort to keep employees motivated, organization’s resort to tangible and reward in means of retaining desirable employees.
Motivation is based on intrinsic desires and extrinsic rewards. Intrinsic motivation works in getting the right people to do the right job. These are the employees who are tenacious in their personal will to achieve great things. They have the inner passions shine out side of those who have motives. Intrinsic motivation is effective in meeting the personal needs of an employee, such as feeling competent and self-efficacy. Extrinsic motivation works to get the...