Common Factors That Influence Employee Motivation
In the context of work and employment, motivation is defined as the driving force that encourages people to perform well consistently. Motivation is an interesting yet complicated course of study because it involves a myriad of factors, including personality, expectations, values, and material conditions. There is no one-size-fits-all formula for it as each employee comes with their own set of motivators.
Many years back, people believed that money is the only motivator– the higher you pay a person for the work they do for you, the better the outcomes of their performance will be. However, as research on industrial and organizational psychology improved, businesses realized that motivation is far more complicated than that. For instance, individuals who are earning more than enough to cover their basic needs will probably move past the survival aspect of employment and into something more profound like recognition and skills improvement.
Of course, that’s not the half it. There are more elements to consider before establishing a system to improve your team’s motivation. Below, we listed some of the most popular ones.
Need for Achievement, Affiliation, and Power. According to theorist David McClelland, employees are motivated in three areas: achievement, affiliation, and power. Employees who lean more towards achievement are motivated by challenging yet attainable tasks. Those who value affiliation above all else are more engaged and driven when they work in a team while those with a high need for power are most satisfied in positions where they lead and influence others.
Job Characteristics. The proponents of the job characteristics theory Richard Hackman and Greg Oldham suggest that for employees to have high motivation potential, their jobs must be able to utilize a variety of their skills and provide a sensible connection between their effort and its outcomes. More importantly, employees should believe that the products of their hard work are valuable to the company, if not, appreciated by society.
Self-Esteem. It might look like it’s a stretch, but studies have proven self-esteem to be associated with job satisfaction and performance. The rationale behind this according to Abraham Korman is that individuals who have a better outlook of their own worth and abilities perform better and are more motivated than their low self-esteem counterparts. Korman also theorized that employees perform at a level that’s consistent with their self-esteem, so if you want to improve motivation and performance, maybe you should also reinforce positive self-esteem while you’re at it.
Encouraging motivation is the hallmark of leadership. Effective leaders can push their team members to perform to the best of their abilities without being harsh and condescending. To many leaders, this skill comes naturally, but if you’re among those who admit to having more to learn in this department, don’t fret. You can always improve. Quicker than you imagine.
An Employee Motivation Training Course can help you come up with a step-by-step guide that’ll help your team stay focused and driven in reaching business-related goals. At the end of the 5-hour training, you’ll be equipped with the knowledge and skills to identify your team’s core motivators and adjust your leadership style to complement their motivational needs.
To learn more, visit https://whsandtrainingcompliance.com.au/courses/motivating-employees/.