Motivation Essay

Question: Write an Essay on Motivation. Answer: Introduction It is believed that the overall productivity of employees depends on the motivation level of employees. Therefore, it is important that the organizations should develop a culture where employees can work with high productivity levels. The Maslow hierarchy suggests that people can have different needs and likewise the motivation factors could also differ for different employees. The organizational leaders should be able to realize the motivation drivers for employees at different levels. It is correctly said that employees are an organizations best assets and without motivated employees, organizations cannot achieve their overall objectives. The objective of this paper is to analyze and discuss the impact of motivation on organizational effectiveness. Analysis It would be correct to say that communication and leadership play an enormous role in keeping employees motivated and this does affect productivity. As relayed in the textbook, Daft (2013) explains not only does effective communication lead to better bottom-line results, but also managers spend 80 percent of the day in communication with others. It is up to the manager to know what method of communication will offer the clearest understanding. The manager is also responsible for engaging the team and providing a strategic vision that motivates them. By asking questions and seeking clarity managers can not only build trust and critical thinking skills, but they can also get people to accept responsibility for solving problems (Daft, 2013). In recent times, organizations and leaders have realized that it is still easy to manage the team in a local region or small company. Motivating virtual teams is a difficult challenge because every team member has responsibilities but not all team members are invested as others this leaves the members that are truly invested in the team willing to go the extra to pick up any slack. By rotating responsibility for planning and setting goals individuals become more invested in the team. Different approaches work on different people. It is important that a leader must be firm and have conviction, but also flexible to adjust to different situations and personalities. A leader should have many tools at his disposal and pull out the appropriate tool at the appropriate time. The foundation of the leadership is built on relationships between the leaders and the subordinates (Dion, 2012). These relationships are two-way streets with mutual respect and communication that is open and honest; thi s helps establish strong ties between the leader and the subordinates. Virtual teams can optimize their work together by learning how to use a variety of electronic communication media strategically. In an organizational setting, motivation of employees would also depend on the abilities of leaders to keep employees motivated. In recent times, leaders have started to focus on value-based leadership to keep employees motivated. According to Trevio, Brown, and Hartman (2003), it is critical for leaders to have deeply instilled values and beliefs in order to mold organizational culture where employees can have high productivity levels. However, in addition to strong individualized codes of ethics, leaders must utilize an effective communication strategy and rewards system to promote ethical culture among organizational members. Leaders develop context for personnel within the organizational structure by communicating a clear, concise vision of expectations (Schneider, Ehrhart, Macey, 2013). Value based leadership enables leaders to effectively cultivate ethical organizational cultures. Value focused leadership corrects many of the potentially detrimental effects of high-paced commu nication and technology by bringing valued focus to organizational culture and empowering organizations to take ethically correct courses of action even when it would be more profitable to do otherwise (Mody Mody, 2012). It is believed that there has to be some type of structure within an organization and the leadership to enhance the motivating moral of the employees. The leader and manager must believe in his or her team they just as the team has to have their backs he must have theirs. It is believed that this is the path to take to building motivation between within a team, which brings on innovation. In an organizational setting, employees can work with high motivation level only when employees are involved in the organizational planning, stage. Planning would involve more of a management role such as metrics, numbers and graphs. However the leadership and innovation role is just as important. Using innovation to create the necessary motivation to get staff to work to a goal is important (Reidenbach Robin, 2013). This is where leadership and innovation come into play. A leader must be able to understand what makes his/her team go and then be able to execute the plan to achieve that goal. Being able to connect with employees helps to earn employees respect and foster good working relationships. Creating new ways to get to know employees and getting employees to know one another and work better together are innovative ideas to help increase morale and potentially the collaboration from the team members.It is important to keep employees motivated so that they can give their best to the job. When they (employees) are motivated on a personal level, they seem to work harder and are more readily adaptable to change and innovations throughout the business. Plucknette (2014) identifies it is important to engage and motivate them to help achieve personal and business goals, as that is something my organization also teaches. Practicing conscious capitalism is the idea of motivating employees from the inside and naturally developing, the difference being that a corporation looks with in for its decision and motivation of their ethical practices, instead of being pushed to make ethical decision based on external action and therefore being reactive to situations (Legaula, 2012). It is important for organizations and leaders to keep employees motivated so that organization can achieve its goals and objectives. The impact on an organizations management tactics while applying ethics from conscious capitalism is that the management tactics start to impact employees on all levels, customers and society as it drives value, shows that corporations are interdependent and an ever changing system (Legaula, 2012). The impact on these manager tactics is development, training, outlook and decision-making, which can them lead employees to further success within an organization (Legaula, 2012). Conclusion With the above discussion it can be said that motivating the employees and engaging them is most effective when it is done consistently, and not just in times of change. It can be said that the motivation level of employees has a direct impact on organizational effectiveness. The employees can work with 100% commitment and dedication only when they are motivates enough. Therefore, motivation of the employees is a direct driver of organizational productivity. It can be said that organization is the combination of employees and the performance of the organization depends on the individual performance of employees. Therefore, it is important that the employees should be motivated enough to work with high productivity levels. The organization would be able to achieve its short-term and long-term plans only when it has got a consistent support from employees and it can happen only when employees remain motivated towards their job and responsibilities in the organization. References Daft, R. L. (2013). Management (11th ed.). Mason, OH: South-Western Cengage Learning. Dion, M., 2012. Are ethical theories relevant for ethical leadership?.Leadership Organization Development Journal,33(1), pp.4-24. Legault, M.(2012) Conscious Capitalism: Leaders and Organizations with a World View.Integral Leadership Review. 12(2), p1-9 Plucknette, D. (2014). 4 differences between managers and leaders. Plant Engineering, 68(10), 16-18. Mody, M., Mody, M. (2012). Value based leadership and organizational effectiveness.EXCEL International Journal of Multidisciplinary Management Studies,2(12), 216-219. Schneider, B., Ehrhart, M. G., Macey, W. H. (2013). Organizational climate and culture.Annual Review of Psychology,64(1), 361-388. Trevio, L. K., Brown, M., Hartman, L. P. (2003). A qualitative investigation of perceived executive ethical leadership: Perceptions from inside and outside the executive suite.Human Relations,56(1), 5-37. Reidenbach, R.E. and Robin, D.P., 2013. Some Initial Steps Toward Improving the Measurement of Ethical Evaluations of Marketing Activities. InCitation Classics from the Journal of Business Ethics(pp. 315-328). Springer Netherlands.