Strategies for Keeping Employees Motivated in Each of Early and Late Career Stages.

Motivation is, according to the text, “A set of energetic forces that originate within and outside an employee that initiates work-related effort and determines its direction, intensity and persistence.” (Colquitt) When one hears the word “motivation”, one automatically thinks of an individual’s reasoning behind a certain task or performance. In terms of job motivation, it is what pushes or encourages a person to not only perform the work tasks, but to also be successful in the position and within the company. Motivation includes factors like “what do you do? How hard do you do it? How long do you do it?” The question of motivation has been a topic of discussion for decades. Many might think that money or, financial gains, play a huge role in motivation for an employee; however, motivation may differ drastically from person to person. Various underlying elements affect an employee’s motivation. There are several theories that are able to partially summarize aspects that account for high motivation.

A question often asked by first-line supervisors and managers is “How do we motivate our employees?” Effectively motivating employees to achieve a desired outcome is one of the most important functions as a supervisor or manager. There is evidence to show organizations are facing challenges retaining employees due to limited opportunities for advancement and the current competitive labor market. It does not appear things will get any better in the future. The loss of employees represents a loss of skills, knowledge, and experiences and can create a significant economic impact and cost to corporations as well as impacting the needs of customers. Managers who can motivate employees assist the organization by

However, motivating people successfully is not easy and takes time, thought and care (Forsyth 2000 p. 3). To make the matter of motivating a workforce even more complex, different people are motivated by different aspects as everyone has different experiences, interests, concepts and values (Hageman 1992). This is especially true for different generations (Barford and Hester 2011). Consequently, employers need to find a system that will engage all employees. Abel-Lanier (2016 p. 4) states that “today’s leaders must familiarize

Motivation is necessary for employees to grow and stay satisfied with their jobs and their current employer. Motivation is a driving factor that leads people to work harder, produce higher quality work, and contributing to the factor of overall satisfaction, which leads to better employee retention. Everyone is unique, with their own set of unique values and ideas. To be successful in instilling motivation within a company there has to be multiple strategies in place to reach each individual.

Motivation in the workplace is often an ongoing problem for employers. Proper motivation is a key element in keeping employees driven to do good work and to finish tasks on time. There are several methods of motivation that help employees stay productive within an organization, and the means of motivation can vary wildly from person to person. Simply stated, different methods of motivation drive people differently. Webster’s dictionary says motivation is something inside people that drives them to action. In other words, it is the willingness to work at an

Motivation is an important aspect of all organizations today if they are to be competitive it helps

Motivation in the work place has always been a problem for employers. It is a key element in keeping the employees driven to do good work or finish tasks on time. There are several methods of motivation that help employees stay with an organization. Motivation varies from person to person. Different methods of motivation drive people differently. Webster’s dictionary says motivation is something inside people that drives them to action. In other words it is the willingness to work at a level of effort. It is a day to day struggle for managers, supervisors, employers to keep its employees motivated not only finish the job at hand with perfection in mind but also to keep employees for as long as possible. “Motivation comes from

There are so many factors that affect directly as well as indirectly the careers of the employees such as age, gender, qualification, experience, skills, competitive challenges, job mobility, career changes, technology, globalisation etc.

For centuries, behavioral and social scientists have studied the concept of motivation in hopes of finding a right formula for success. Years of research poured into understanding motivation have come up with numerous theories, both favorable and unfavorable. Hence, advice on how it’s applied in today’s workforce and organizations are abundant.

In today’s workplace, there are two types of motivation which are intrinsic and extrinsic and both can be separated from motivation. To begin with, extrinsic motivation is where the employees depend on the pay according to what they perform, their external factors that are affected to engage in the work (Deci 1972). A group of people who react with extrinsic motives are the status seekers and income maximizers. According to Deci’s theory, people will react in a systematic way towards the external incentives. In a matter of fact, they boost up the rate of their work on the occasion of an increase in their compensation. This kind of individual is extrinsically motivated. Besides, status seekers’ intentions are towards an external factor and they react to the appraisal from others. Status Seekers respond in a strongly positive way to the kind of appreciation because it sets them above others (Frey 2002). Their motivation and performance will improved if managers always praise them with the good work. This kind of individual is not keen in consumption but attains the advantages through the feedback from people. Status seeker is commonly in a very small community where the individuals ready for the work to get the position as well as title. On the other side, intrinsic can be classified as an internal factors in the individuals such as the passion, keen, the willingness, excitement to do before and after finish something

Employee motivation is one of the most critical functions in an organization. It gathers people together to get work done efficiently. Employee motivation influences every part of the business from the sales floor into corporate level offices. It is very important in an organization to have employees working as a team and towards the same goal. However, getting employees motivated towards their job is one of the most difficult tasks for managers. Every employee is first and foremost an individual. Each individual has their own needs and beliefs. It is the manager’s job to set a pleasant environment where everyone feels satisfied and needed within the organization.

Organisations are realising that motivated employees could potentially grow the brand reputation and increase profits. If employees are well motivated, they are likely to feel fulfilled and happy in the workplace. Subsequently, they are more likely to be more productive and produce higher quality work. A well motivated workforce could also allow the company to retain good staff thus saving money on recruitment and training, and ensure a committed workforce (businesscasestudies, 2014).

The social contract that existed in the United States during the mid-20th century that guaranteed people a lifetime of employment in exchange for hard work and organizational loyalty has essentially vanished. In an increasingly globalized marketplace, many companies of all sizes and types are struggling to remain profitable and competitive, and these trends have adversely affected employee job security and employee motivation in turn. Today's employment setting is characterized by the need for specialized skills and technological expertise and employees who possess these valuable attributes are termed "gold-collar" workers. These valuable employees can make the difference between a successful and an unsuccessful enterprise, so keeping these employees motivated in the workplace has assumed new relevance and importance in recent years. Formulating optimal motivational approaches, though, requires more than just pay (which is consistently cited as a major influence on motivation) and benefits, but a host of other factors as well. To gain some fresh insights in this area, this paper provides a review of the relevant peer-reviewed and scholarly literature to develop a background and overview, as well as an analysis of those factors that have been shown to influence employee motivation. Finally, an assessment of current and future trends in employee motivation is followed by a summary of the

With so many competing theories there is no generally accepted definition of motivation however, they all focus on factors that can energize, direct, sustain, or stop human behavior to achieve a desired objective (Gibson, et al., 2009; Robbins & Coulter, 2007). Understanding the motivation of employees is extremely important to managers and supervisors, especially in today’s industries with limited budgets and inability to reward workers financially (Sirota, Mischkind, & Meltzer, 2006). Well-motivated employees can lead to the result of higher productivity; higher performance and it can also help to improve the work quality and profits across all the departments. There are many theorists have complied their own conclusions and consequently a wide variety of motivational theory has been produced.

Surviving the existing competition and remaining profitable and relevant in the market is a challenge faced by every enterprise. In order to achieve this, different methodologies are available for use by different companies. One such avenue, which is probably the most productive, is the motivation of employees. Motivation refers to the creation of a friendly environment and provision of conditions that challenge the workforce to be better at their job. This ensures that the productivity is maximum, and the set goals and objectives are achieved with ease. In this accord, the role of employee motivation in the modern management cannot be overemphasized.