Manipulation of Employees :: Business

The concerns that managers have regarding the checkmate of motivation and how to get the most effort from their employees are valid concerns because. The pragmatism of todays economy have many people livelihood paycheck to paycheck and sometimes working two and three jobs righteous to make ends meet. Although many people are grateful to have jobs, they tactual sensation that they are living in times of uncertainty and worry free-and-easy if they will have jobs tomorrow. The stress of dealing with the rising cost of everything not only makes motivation more challenging, it has caused people to be more hot and distrustful. Trying to keep employees motivated in these times of uncertainty is hence a big concern. Robbins and Judge define motivation by factor of three components. The first element is defined as being the branch that account for an individuals intensity which is concerned with how hard a soul tries. The second element is direction that benefits the organization and the third element is persistence which is a measure of how long a person fecal matter maintain effort. Motivation is also driven by certain situations that start out between individuals and within individuals, at different times. (Robbins & Judge, 2007, p.186) These elements should not only be expected from employees but from managers as well. The key to understanding what employees motivations are, and how managers can aid them in their aims and objectives, is to understand that different people are motivated by different things. Managers should make a conscience effort to stay in touch with the interest, skills and abilities that their employees possess. Given the opportunity, it is possible that employees can provide valuable tuition about how to motivate each other to do a break up job.Maslow needs theory has received wide recognition particularly among practicing managers. perchance it could provide some valuable insight in motivation. Maslows hierarchy of needs hyp othesized that within every human being there exists a hierarchy of five needs. Maslow separated the five needs into higher and dismay orders. Physiological and safety needs were described as lower-order needs and social, esteem, and self-actualization as higher-order needs. As each of these needs becomes substantially satisfied, the next need becomes dominant. So if you want to motivate someone, you need to understand what level of the hierarchy that person is currently on and focus on satisfying the needs at or above that level. (Robbins & Judge, 2007, p.187) Psychologist Frederick Herzberg contends that if we want to motivate people on their jobs, underline factors associated with the work itself or to outcomes directly derived from it.