Index Defining MotivationFactors that Influence Motivation in the WorkplaceMoney/SalaryInterpersonal RelationshipsLearning and Development OpportunitiesOrganizational CultureProcesses and ProceduresPersonal LifeMeaningful WorkDescribe a Recognized Theory IES Engagement ModelDefining MotivationMotivation is the term used to describe the reason(s) behind one's behavior. Workplace motivation can be defined as the process through which a manager or leader encourages his or her team to achieve a set of predefined goals. It's the "why" in why we do things. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an original essay Dr. PG Aquinas (2006) defines motivation as… “Those forces that cause people to behave in certain ways. Motivation includes all those pressures and influences that trigger, channel, and sustain human behavior.” Managers need to understand motivation to get the most out of their employees. In my area of ​​work employees are encouraged to develop themselves through a variety of courses related to their role such as this. Factors that influence motivation in the workplace There are numerous factors that can influence individual motivation in the workplace. Hertzberg's two-factor theory examines the factors that cause job satisfaction (motivation) and those that lead to job dissatisfaction (hygiene). which influence an individual's motivation such as: Money/Salary For the most part people generally choose a job as a means of earning a living. They offer their time and expertise in exchange for a salary. This is a biological need necessary to provide food and shelter; it is this need that drives people to acquire it – for their survival. However, managers must never forget that salary alone will not necessarily impact performance. However, if the salary is imbalanced, this can in turn lead to job dissatisfaction which affects the employee's motivation. Interpersonal Relationships Human beings need social interaction; this need can be exploited by managers to build a strong team dynamic, however, if interactions are negative, this can affect not only individual mood but also team productivity. To facilitate strong teams through interpersonal relationships, managers can create opportunities for team building: Promote an environment of open and honest communication. Facilitate team social interactions by introducing social outings to the YMCA Birmingham, this includes organizing the Annual staff Christmas. Relationships with the team leader or manager Good working relationships with superiors help build trust and mutual respect. With this as a foundation, the employee may feel empowered to address issues, discuss ideas, etc., which allows the manager to access information on how to best motivate and support the employee. Relationships with Team Members There is a common belief that we spend more time at work than with our families. It is this belief that lends itself to creating rewarding working relationships. The need for social interaction and belonging means having strong teams with little or no conflict helps increase productivity, reduce isolation, dissatisfaction and loneliness Opportunities for learning and development According to Maslow (1959), self-actualization is becoming everything you are capable of being. Provide employees with the opportunity to reach out and achieve thisgoal is a sure way to motivate them. Employees who are given the opportunity to develop and progress are an asset to an organization as employees like this are likely to perform at higher levels, be more engaged and this leads to greater productivity. Organizational cultureCulture has to do with the values ​​that are held, work environment and objectives. It is a set of acceptable behaviors that employees are expected to work towards. For example, within my organization corporate values ​​are rooted in everything we do and are closely linked 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 ethics, even in difficult situations.Compassion: We show compassion and kindness, listening and caring. THE whole person. When employees are not aligned with the company culture or do not understand the value system, this can lead to job dissatisfaction and reduced engagement. Processes and procedures Where efficient processes exist (employees know what they are doing and why) employees will engage and be challenged to perform. If processes are inefficient or even unclear, employees will flounder and this would lead to reduced engagement, poor customer interactions and apathy. Personal life The effects of personal issues on work can include; loss of concentration, apathy, disengagement and absenteeism. This is where it is crucial to have clear procedures and processes. My organization offers a range of strategies to manage work-life balance, for example flexible working can help employees with caring responsibilities. Compassionate leave to deal with a loss. Support systems such as access to counseling to help employees improve mental health. Meaningful work. Having meaningful work is a motivational factor. Organizations can foster an environment that emphasizes ethics, corporate social responsibility and doing the right thing (a YMCA of Birmingham value). Employees want to know what an organization does and why they do it. How does the organization make a difference? Explain how individual differences influence levels of motivation in the workplace No two individuals are the same, it is this difference that requires managers to tailor their approach to motivation to the employee they manage. Some people are motivated by money, job satisfaction, promotion, bonuses and other incentives, while others are not. For example, in my team there are employees who excel in interpersonal skills: they know how to make every customer feel at home; these employees thrive in that environment and are motivated to provide the best service. While there are employees who have not yet mastered this skill and therefore are reluctant to practice it. Other differences that can influence motivation levels include: Goals – personal or business Life stage – What motivates a young person starting their career may be different to what motivates an employee nearing retirement. The older generation is often seen as inflexible. Personality: Different personalities interact differently with colleagues, managers and customers. Ethnicity: attributable to cultural differences. Aptitude and ability: individual propensity to learn and the level at which different employees. Explain thepotential impact on organizational performance if employee motivation levels are lowLow employee motivation levels represent a slippery slope as once the cycle begins, if left unchecked, a spiral will occur which will cause untold damage to an organisation. From the effects on team, productivity, customer satisfaction to loss of reputation and negative publicity. Low or reduced productivity Where employees are demotivated, less pride in completing assigned tasks and although they will continue to perform their tasks, it may not be to the best of their ability. ability. They are simply working to earn a living, meeting their basic needs. Dissatisfied Customers As employees lose motivation, the normal effort put into completing tasks is reduced. If the employees working in our reception department are not motivated, it would mean poor/slow service, less attention to detail which in turn leads to dissatisfied customers. Poor business performance As employee productivity levels decline, the company becomes unable to fulfill its obligations resulting in lost sales, increased customer complaints, increased refunds due to poor service or defective products. Low team morale Once an individual employee begins to lose motivation, this can extend to other employees who have to take on greater workloads as they colleagues' commitment/quality of work decreases. Like a virus, this will spread to the team leading to loss of morale and motivation to complete tasks to the best of their ability. Reduced morale and job dissatisfaction can lead to conflicts within the team that will further affect performance levels. Absenteeism Low levels of motivation can lead to employees taking more sick days as they are no longer engaged with the organization – they may no longer understand the business objectives or strategic direction of the organisation. Describe a recognized theory Managers should recognize that individuals are motivated by different things depending on their life stage. One theory that has understood and attempted to explain and expand this reasoning is Maslow's hierarchy of needs theory. The theory was based on understanding what motivated individuals. Although developed more than 60 years ago, the principles remain relevant today. He tried to separate the various needs into levels on a pyramid. Maslow believed that these needs must be satisfied at every level and that one can only move on to higher level needs once these have been satisfied. Managers must try to meet needs that are currently not being met. For example, an employee who has achieved levels 1-3 by securing their job, having job stability, and finding their place in the team, would require their need for achievement to be subsequently satisfied. It is the manager's responsibility to recognize this and offer the individual the opportunity to reach the next level of need. The pyramid is based on five distant levels of need: Level 1 - Biological and physiological These are primary needs such as air, food, drink, shelter, heat and sleep. Necessary needs for survival; why employees accept employment; to provide for these basic needs. Within my work area there are employees for whom this is their first job. These employees try to satisfy this level of needs. Level 2 – SecurityThe need for protection, security, order, limits and stability. Managers can define goals and objectives, set standards and expectations.