Motivation is a force, arrived personally or externally, which drives us to work, action, or expression. The effort in work is sustained and consistent. Motivation expects dedication and commitment from the doerâ€™s part. While satisfaction is the feeling of fulfillment after work is done and been appreciated. The following are some of the motivating factors:
1. Money: Money is assumed to be the biggest motivating factor but not always. Money works as a key motivator for one who is in absolute need of finance, not to all. Beyond a limit, if there are no motivating appreciation, and passion, despite the money, then no one would feel really motivated.
2. Appreciation and awards: For many, these are real motivators. In the professional world, building a good employee impression is crucial, and hence, employees often strive towards the goal for words of praise and a healthy competitive environment for admiring merit.
3. Allowances: Bonus, overtime allowance, and private privileges like travelling opportunities, and insurance facilities do attract the best employees.
4. Passion: Many people work well, do good, out of a sheer passion for their work, maybe out of a hobby; they genuinely love the work. Some others are sincere and committed. They remain internally motivated and workaholic.
5. Feeling of responsibility: Many feel that it is their social and ethical responsibility towards their clients, customers, that they should fulfill their responsibility anyhow, even though the working environment is not good. Doctors, nurses, and soldiers are great examples of this.
Why is it needed to Create Motivation for Employees and Teams?
Some contemporary views are given below:
Equity Theory: If employees are provided appreciations and remuneration for their direct contribution, they get motivated towards good work.
Expectancy Theory: Employees work for many reasons. How much they are motivated depends on their expectations from work and organization. It becomes necessary for motivators to directly hit on the factor such as authority money or position to motivate employees and teams.
Goal-Setting Theory: Employees and teams may have specific goals related to money, controlling authority, sales, and profit targets provided by managers. The rewards company provides should be directly attached to their prioritized goals.
Motivation and satisfaction create a positive work environment, where an employee feels positive to work with their active involvement in work. Communication between employees, within teams, and also with managers should be trustworthy and clear. The employee should not feel intimidating to communicate with managers and officers. At the same time, the employee should feel accountable for periodic reviews, assessment, appreciation, and even penalties.
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