Motivation is the process through which goal-oriented activities are initiated, guided, and maintained. It has been researched for years, and business executives have utilized numerous surveys to establish their employees’ personality types to predict their behaviours and inclinations better. Furthermore, motivational books are often used to encourage staff to improve their performance. Nevertheless, a one-size-fits-all approach does not work for everybody; while some employees might find inspirational speeches and books motivating, others might appreciate financial rewards. Despite this, there are several techniques that every employee can find helpful when looking for the strength to boost performance.
When it comes to corporate motivation, two kinds of it can be defined. The first kind is an extrinsic motivation that focuses on the outside factors, such as reward or praise (Idowu, 2017). An extrinsic incentive is sufficient when the task is routine, and the performance is easy to monitor. This is the case with basic jobs and monotonous tasks. In these circumstances, the employees are motivated to make efforts and provide significant results in exchange for rewards (Idowu, 2017). Otherwise, they might not feel incentivized enough to provide impeccable outcomes.
On the other hand, intrinsic motivation is described as doing something for the sake of action rather than for any other reason. When individuals are intrinsically driven, they are motivated to act because of the enjoyment or challenge it entails, rather than because of outside items, demands, or benefits (Idowu, 2017). Intrinsic motivation is usually applied in the circumstances when creativity needs to be used to perform the task (Idowu, 2017). Without such incentive, the outcomes will be mediocre, and the employees’ performance will decline.
As a result, managers need to comprehend the company’s objectives and employees’ responsibilities fully. Moreover, it is crucial to implement the basic techniques applicable to any worker. The explained motivational techniques will be applied by Trionix Inc., a fictional company specializing in Metaverse development. Since the company’s objectives are focused on both utilization of creativity and monotonous work, the techniques will concern extrinsic and intrinsic motivation implementation.
Communication is the first factor determining the overall motivation of employees. A significant series of experiments suggest that communication increases the innate urge to collaborate (Wikaningrum & Yuniawan, 2018). Teamwork is strengthened even if no conversation occurs yet people can recognize each other (Wikaningrum & Yuniawan, 2018). Interpersonal interactions can help build trust, understanding, and mutual respect. As a result, leaders’ effective communication will change the dynamic inside the organization and motivate people to work harder toward a shared objective. Such an approach will not only benefit the cooperation but help avoid misunderstandings.
The second motivational component is participation, which refers to tactics used to persuade employees to collaborate on a project to reach a common objective. Rather than the supervisors making all the decisions and the employees implementing their directions, the team as a whole participates in decision-making (Nabi et al., 2017). The most vital part of this process is feedback and the overall feelings of individuals. When every person in a firm actively participates in this process and frequently shares thoughts and ideas, the organization benefits (Nabi et al., 2017). Employees who believe their ideas are respected and responded to are more satisfied with the job and more driven to contribute to the organization’s growth. Employees remain engaged since the quality of the work, and the outcomes they deliver are crucial to them.
In addition to maintaining a friendly atmosphere and engaging staff in decision-making, employee recognition and rewards are also essential for motivation. Employees want to be sure that their actions are making an impact and are not being ignored by those in positions of power (Idowu, 2017). Employees are more likely to be motivated when they are rewarded and recognized. Additionally, recognizing employees for their efforts encourages them to continue working in this company (Idowu, 2017). Rewarding employees for their performance or impact shows that the managers value and appreciate their efforts. It demonstrates that the company believes they are performing their tasks successfully, which not only motivates them to stay but also to work even harder to deliver maximum results.
Therefore, such approaches can result in the overall motivated attitude of employees. However, it is vital to remember that a motivated attitude of an employee has a direct impact on the company’s results. Motivated staff will operate in such a way that the results will add the most value to the business. In contrast, employees failing to maintain their level of performance will jeopardize the firm’s prosperity (Sabir, 2017). This makes the managers and employers responsible for the overall satisfaction of the personnel since their imagination and creativity can contribute to the company’s breakthroughs (Sabir, 2017). Additionally, employees are the direct providers of boosted revenue or a loyal workforce for innovative ideas.
Thus, creating a workplace with strong team spirit and engaged personnel is a pattern that must be deeply embedded into the company’s everyday activities. Employees that are genuinely motivated to participate in the company’s activities and provide significant results are a massive asset to any firm. The basic rule to create a motivating atmosphere is to promote open communication between employees and supervisors. Additionally, staff can be immensely motivated when they feel that they have an influence, their voice matters, and they are even rewarded for their efforts. The results of such considerations are boosted revenues, respect, and trustworthy personnel for the company.
References
Idowu, A. (2017). Effectiveness of performance appraisal system and its effect on employee motivation. Nile Journal of Business and Economics, 3(5), 15-39. Web.
Nabi, N., Islam, M., Dip, T., & Hossain, A. (2017). Impact of motivation on employee performances: a case study of Karmasangsthan bank Limited, Bangladesh. Arabian J Bus Manag Review, 7(1), 1-8. Web.
Sabir, A. (2017). Motivation: Outstanding way to promote productivity in employees. American Journal of Management Science and Engineering, 2(3), 35-40. Web.
Wikaningrum, T., & Yuniawan, A. (2018). The relationships among leadership styles, communication skills, and employee satisfaction: A study on equal employment opportunity in leadership. Journal of Business and Retail Management Research, 13(1), 138-147. Web.