Essay on Work Motivation as a Form of Positive Manipulation

Motivation is a form of positive manipulation that many companies use to improve their performance stimulate development. It helps organizations to meet their required goals essential for the success of their business. Most forms of motivations are a type of external stimulation to the employees that improve their drive which subsequently has a positive impact on the companys performance. Motivation is usually tailored to a companys situation and goals. They vary from one workplace to another regarding intensity and design. Organizations establish the most effective ways to motivate their workers based on what they desire most. These include security of work position, advancement in the role they play and the type of work they are assigned. In essence, motivation has been seen to improve the productivity of the workers which is, in turn, beneficial to the company. This paper will have an in-depth look at this approach, where it is used and how it is integrated into two different companies.

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There are various focus areas for a motivational approach that companies take. The main focus is usually to improve performance and the company`s productivity and achieve the set goals of the organization which is usually the primary objective of any business. Organizations also give motivation to their employees as a way to differentiate themselves from competitive companies similar to theirs (Ryan, 2014). They do these to get more employees or to retain their own. This is because employees are constantly looking for greener pastures to work. Companies, therefore, try to provide the most conducive working environment and experience to their workers. Motivation is also used to lure potential employees who are looking for different and better benefits offered in similarly ranked organizations. Companies will sometimes compete to provide the best employee services and welfare to ensure they have the best available workers in their field of work.

As much as motivation is a good strategy for any company to take, it works better in some companies more than others (Fang, 2015). An example is an organization that deals mainly in customer service. Improving employee performance and level of engagement, in this case, has a direct and positive impact on customer service and satisfaction. Another example is that of companies that are focused on innovation and creativity. It is important as a way of making employees more relaxed since one cannot force a very good idea. Motivation in such a company helps to enhance and increase productivity and creativity of the workers thus enabling them to be more industrious. As a result of these effects, many companies with the same orientation as these have adopted different strategies for motivating their employees so as to get the best possible results from them.

Many enterprises use motivational strategies to improve their worker's performance. An example of these is Google. They have been known to heavily pamper their worker with the hope of getting the best ideas from them. This strategy has worked better than speculated as they often exceed management expectations (Elliott, 2014). Health services, free self-care such as gym, massage, and hair care and free meals are just but a few of the privileges offered by Google to its workers and in turn, they deliver exemplarily. Similarly, Coca-Cola employs strategies to motivate their employees. For example, employees may get rewards such as travel opportunities and free commodities for good performance. They also offer tuition reimbursement, and their children get the chance to have scholarship funds. Training and mentorship are provided to help develop employee skill.

There are different ways in which motivation can be integrated into a company. For examples, organizations can choose to do it by satisfying employees needs and requests. This satisfactions involve taking a survey and providing the most realistic and most common application so as to motivate as many workers as possible. Motivation is also done on as a reward strategy by promoting employees with good performance to encourage them and others to do the same (Muller, 2013). Awards can also be given for the achievement of set work goals. Once an organization reaches a certain set target, they reward employee effort in general which is often done by sharing the companys profits with the workers. Other ways include treating employees fairly, and positive reinforcements. The system a company uses may vary from another. The motivational approach a company takes is mainly based on the companys state and what goals they aim to achieve from the exercise.

In conclusion, it is important for businesses to realize the importance of motivation so as to meet their targets and expectations. This application is especially useful for start-up companies looking to catch up with their competitors. Studies show that businesses that incorporate different forms of motivation to their employees have the edge over others and just like Google and Coca-Cola; they have seen success and overall development of the companies because of it. On the other hand, not motivating workers may result in them feeling unappreciated and as a result, causes them to underperform in their duties. It also creates a more stressful experience as the management would constantly pressuring delivery of set target and expectations. Poor motivation could result in productive employees seeking work else were. It is, therefore, necessary for some organizations, based on orientation, to take up this approach so as to promote productivity of workers. Doing this will in turn aid development and hence, increase company profits.

References

Dwivedula, R., Bredillet, C., & Muller, R. (2013). Work Motivation as a determinant of organizational and professional commitment in temporary organizations: theoretical lenses and propositions. Journal of Project, Program & Portfolio Management, 4(1),

Elliott, G. (2014). Organizational Psychology: Career Dynamics and Motivation in Organisations. GRIN Verlag. Elliott, G. (2014). Organizational Psychology: Career Dynamics and Motivation in Organisations. GRIN Verlag.

Gerhart, B., & Fang, M. (2015). Pay, intrinsic motivation, extrinsic motivation, performance, and creativity in the workplace: Revisiting long-held beliefs. Annu. Rev. Organ. Psychol. Organ. Behav, 2(1),

Deci, E. L., & Ryan, R. M. (2014). The importance of universal psychological needs for understanding motivation in the workplace. The Oxford handbook of work engagement, motivation, and self-determination theory,