Introduction
Motivation at work is the process that starts and sustains objective base performance. It boosts our interest, fuel, thinking and ensign the positive and negative emotional responses to work and life. Motivation creates the rational effort that moves us to implement our skills and knowledge at work. In the absence of motivation, even the highly skilled and talented individual will refuse to put his 100% at work. Motivation averts or pushes us to alter the purpose into action and begin doing something innovative or to restart something we have performed before. It also manages our conclusions to persevere at an exact work goal in the face of interruptions and the press of another precedence. Motivation directs us to spend more or less cognitive attempt to improve both the quality and efficiency of performance at work . Whenever any firm or an institute avoids trying something innovative or challenging ideas in their company dealings or stop grasping demanding works or changes, then the company may face some decrease or gap in motivational efficiency in their employees, or this may cause less attention to valued job. Or if new things are introduced in the firms, the management needs to motivate their employees to adopt the changes so that they may become more effective.
It is vital to remind that motivation does not directly affect performance at work. In spite of this, motivation guides us to use information and skills and implement it effectively in work tasks. It is the strength that begins energizes and goes on with the application of experience and specialty. Successful work performance always includes the collaboration of motivation and skills in helpful work conditions. With the absence of appropriate knowledge, motivation cannot improve the performance single handily. Therefore, appropriate motivation is very vital but is not enough for productive performance.
Analytical framework
Everyone has various motivations for work. The causes for working are as different as people. But all of us work because we have something that we need to work. The thing we get from the effects of work morale and motivation and the quality of our lives. This thinking is the latest information about the motive, what people want from work. Some people work for love; others working for self apprehension . Everyone wants to achieve goals and feels that they are contributing to something bigger than themselves, which is important. Some people have a personal aim to be accomplished via meaningful work.
Whatsoever the personal reasons for a person's action and the bottom line behind it, it is a known fact that almost every individual works for money. Whatsoever people call it: reward, salary, bonus and benefits or premiums, money for paying bills? Saving money, building houses, giving cloths, food and shelter to children, sending their teens to college, allowing recreational activities, and eventually, retreat. To reduce the significance of money and the interest and motivation of people who work from their mistake.
Currently in a Workforce article, “The Ten Ironies of Motivation” compensation and recognition master, Bob Nelson, says, “"More than anything else, employees want to be valued for a job well done by those they hold in high esteem." He includes that employees want to be treated as if they are an adult independent human resource at the workplace.
Viewpoint about what makes us effectual grounds motivation
After more than 100 years of finding and discussions, motivation scholars and regulators now commence to concur that motivation is the outcome of our thinking about what makes us effective and efficient. We all value the objectives, working environments and inducements that we think will contribute to our achievement. We evade conditions that will avoid us from achieving our objectives. For example, money and acknowledgment are mostly supposed to be as a motivator and it acts as gauges and catalysts of success for many, possibly most of the people. Whether we call motivational tools as a factor of strengthening or inducements, drivers, or by any other name of quasi technical, this only motivate when these are meant to make or build us successful or efficient. On the other hand, we evade situations that we believe will hinder, reduce or avoid the achievement of goals.
What constructs motivation a complicated matter is the diverse individuals and work groups having very different attitudes about the scenery of achievement and about what ropes or avoids the success? People who work in teams may describe success in a different way than when they are functioning alone. An individual may have other concept for achievement according to his own needs and desires. There is a huge impact of environment and society on people related to other backgrounds or culture. So any organization promoting multi- cultural human resource may also face different perception for success and achievement individually.
Theory X and Theory Y
McGregor's Theory X gathers that work force needs to be continually monitored and guided about what to execute under working environment and what not to. A manager, who considers this viewpoint suppose that the average employee mostly dislike doing work and puts effort only when his job is at stake and the job an employee is supposed to do is only motivated by cash incentives, situation, and penalties.
Theory Y enhances that people are self regimented and would like to do the work themselves. The employees are dynamic and helpful in the work environment and find the job itself rewarding. Implementing this philosophy will construct self guidance towards objectives without punishment or power .
Now a day, it is quite difficult to find an entirely Theory X management or Theory Y direction in a firm. Generally, there is a mixture of each type with a propensity to incline towards one type or the other.
How do your two scores relate to your experience at work?
The management score and personal score of theory X-Y is very much representing my work experience in organizations. The management score of mine represents generally Y- theory management in my organization. The management of my organization is a more participative approach of management where we are dynamically buoyant to be involved in the process of decision making within the company. It shows that employees of my organization are self motivated and consider their jobs as being an accepted and enjoyable life's part.
While my personal score suggests that I strongly prefer Y – theory management. I am quite uncomfortable in the management of X-theory type organizations. The motivation to accomplish such objectives to a large extent are expected to be accomplished through an organization style more inclined with the management of Theory Y which focuses on building workplace surroundings where the employee assistance to the organization are encouraged . In such surroundings management is going to be very much focused on delivering real leadership that motivates employees to perform at their best.
Is there anything in the work context that can change your personal score?
My own actions are much less vital than how my actions are supposed to be by the people around me, therefore, in my opinion context which may change my personal score, would be the working environment. It encourages employee's input in every major task, where an employee`s performance will be encouraged by management. It also enhance people`s thinking that if staff makes a commitment then they should continue with their good performance to achieve goals effectively. This context can make employees more effective and productive.
References
Herzberg, F. (2011). The Motivation to Work. Chicago: Transaction Publishers.
Kanfer, R. (2012). Work Motivation: Past, Present and Future. Dallas: Routledge.
Latham, G. P. (2012). Work Motivation: History, Theory, Research, and Practice. London: SAGE Publications.
Pinder, C. C. (2008). Work Motivation in Organizational Behavior. Perth: Psychology Press.
Wlodarczyk, A. Z. (2010). Work Motivation: A Systemic Framework for a Multilevel Strategy. Paris: AuthorHouse.
