How Motivation works
How Motivation Works Introduction In modern society, a central part of many people・s lives is work. ... Or why someone works hard at one task but another is chatting with others leisurely? Here will see what motivation is. Motivation is the cognitive decision-making process through which goal-directed behavior is initiated, energized and directed and maintained. ... Motivation plays an important part in both individual・s and a company・s performance. ... The relationship with performance can be expressed by the formula: Performance = ability x motivation x training It is not completely correct, but it shows two major points. First, if motivation is zero, performance will be zero. Secondly, motivation can・t exist by itself, it is not enough, it must be accompanies by ability and training. The first point emphasizes the importance of motivation, while the second point emphasizes that, on its own, motivation is not a panacea. But not everyone has the same level of motivation. The exact reason is not clear but there are two main possibilities: some people may feedback by a higher level of motivation than others; some may be from their life experiences which lead to be more motivated than others. A person・s general level of motivation is important, meanwhile, it can be used to select people whose level of motivation is generally high. The differences among people in the level and the direction of their motivation do not happen for a conscious choice. ... Clearly, it need to translate theory into practice, managers may influence motivation in five main ways: ensuring that the environment is motivating, selecting highly motivated employees, training, appraisal, and remuneration. People and the relationships between them are probably the biggest influence to motivation, whether better or worse. ... Attractive motivating environment Some organizations seem to have been in a way that it prepares to reduce the motivation of their employees; the organizational climate is restrictive and it emphasizes a submissive role for employees. ... Organization structure An organization・s structure has implications for motivation. For example, Indik (3) showed that the size of an organization was related to symptoms of poor motivation such as absence and turnover. ... And some other researchers suggests that the relationship between size and motivation is very complex, and the real key point is not the size of the whole organization, but the size of a part of the individual. ... The motivation of individuals is much more directly affected by the models of design of jobs and the selection, training, appraisal and remuneration of employees than by a large-scale organizational structure. Control systems In order to ensure that employees perform their duties, control systems are used and have a direct influence on the level and direction of an employee・s motivation. ... The important points are that not all of these factors are logical and the grouping is rarely made with the motivation of workers in mind. ... As researchers on industrial motivation such as Herzberg (6), Turner and Lawrence (7), and Hackman and Oldham (8) suggest that motivating jobs require the exercise of a variety of skills, producing a meaningful unit of work and having the autonomy to decide how the work is done, let the job holders know how they are doing. ... Redesigning jobs can gain an increasing motivation and satisfaction, and they are in some part dependent on the levels of growth need strength of the employees concerned. ... On the other hand there are very few valid psychological tests which measure motivation. Give the absence of objective psychological tests to measure motivation managers must rely on the traditional, and less reliable interview to select employees who will be motivated. ... Do not be over influenced by the motivation, or seems lack of it when having a interview. ... In order to judge motivation, the situations should be carefully chosen to require motivation. ... An additional safeguard is to ask referees specifically about the motivation of the candidate. This ploy works particularly well when the referee is a personal acquaintance of the interviewer. ... There are strong links between self efficacy, motivation and goal setting. ... And the rate will be used to effect on the motivation of employees.