Motivation Is To Give Enthusiasm To A Cause Commerce Essay

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In simple language motivation is to give some reason, actions, enthusiasm that cause specific action or certain behaviour. The motivation is divided into two parts. 

[1] Internal 

[2] external 

in internal it happens when people are forced to do something out of the pleasure, importance or exhibit. When we see the external motivation it happens when external factors forced to do something to person. There are many examples which are showing the external motivation in your work like an example, if a manager says to his staff that if you will achieve or able to complete your target or goal for selling the products or marketing then you will get the achievement price of two gram gold coin as your professional achievement .The other example of internal motivation is here, in the school the teacher plays the role as a motivator and increasing participating, encouragement and give higher grades. Study is the main goal of every child when we say to him or her about motivation. Teacher motivates to give them higher grades so the inner confidence is expressed by the students which are internal motivation.

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               EXTERNAL NEEDS         

SALARY   

SECURITY 

POLICY 

SUPERVISION 

BENEFITS

ASSOCIATE AS MEMBER

SAFETY

RELATIONSHIPS 

WORKING CONDITIONS

INTERNAL NEEDS 

              LEND        

JOB NATURE 

RESPONSIBILITY

STAGE OF GROWING         

ATTENTION

This are the needs of the external and internal motivation .This needs are consist step by steps. If you have not clear with two first steps then you cannot move on the fifth step and the person become dissatisfied with his job. External needs and internal needs should be equal level.

EXTERNAL NEEDS INTERNAL NEEDS

BIG RESPONSIBILITY OF MOTIVATION FOR MANAGER

Motivation is first occupy and take exception facing today's modern managers. This assignment will present you to techniques for creating a proper motivational climate. Your staff members are more important and valuable for your success and motivation affect the employee's performance that also affect your company's departmental, distribution and organisation objectives. If employees will not get satisfaction so customers will not get satisfaction because employees directly related with customers and company will fail to take perfect feedback of its product. Now in this generation it is become compulsory to do motivation for staffs by every company's manager. It is the main responsibility or object to be done for the staff by the modern manager in this modern environment. Right now all big companies are doing global business and their production, margin of costs, marketing, sales, advertising is rising. So workload is too much on the manager and he has to complete his target with his staff and so for that only skills ,knowledge ,power, and tempo must not necessary but motivation must also necessary. Manager can motivate and he can produce environment that inspire and launch the staff's self motivation. Motivation is come from the staff not come from the manager. Every motivation is self motivation. All motivations ultimately come from within a person. Manager has to encourage and staff have to express the inner confidence what they want to do it. Secondly, conduct you want to do it will be showed clearly by you. For example if you want that your staff should co-operate , accurate, showing inner skills , time punctuality , guess more responsibilities you must first make sure about your purpose and expectations before communication of your staff. Most important thing is you are the motivator and you have extra ordinary tone, tempo, excellent command on your speech otherwise you will not motivate your staff accurately and it will difficult for you to handle in this modern working environment. This will become difficult for you if you have not acknowledged about that one thing.

EXAMPLE

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YIL Company is too much famous and top company in Malaysia. It started as a corporate powerful group and has developed into a professional world-class company. It is an incorporated infrastructure development company with techniques and expertise in construction, housing, tourism, building raw materials and power generation.

DATO FRANSIC YEOH STOCK PING is new managing director of the YIL Company in Asia. He has sat in the chair of the family empire since the age of 24. He is indeed comfort, honest and is very much at effort at the position of control of the company his grandfather built over four decades ago.

At that time he has also motivate to his staff members for progress of his company. According to him company is also for the employees and employee has also rights to see the progress of the company because if the company will not progress the employee cannot get good rewards so the manager has to give them proper motivation about their goal and also company goal. Employees are the real treasury of the company if they are bright then company will bright.

MODERN THEORIES OF MOTIVATION

THE theories of motivation try to explain people's behaviour. They equip understanding to both the managers and the staff of how to motivate others, how others are trying to motivate a person and how that person can engage more in his/her own motivation effort and other's efforts in trying to motivate him or her. There are different theories which are described by different publishers. Following the chart showing different theories which are launched by different publishers.

DESCRIBERS

THEORY NAME

ADAM

EQUITY THEORY

MASLOW

NEED HIERACHY THEORY

MCCLELLAND

PERSONALITY BASED THEORY

VROOM

VIE THEORY

LOCKE AND LATHAM

GOAL THEORY

BANDURA

SELF EFFICASY THEORY

WEINER

ATTRIBUTION THEORY

HERZBERG

ORGANISATIONAL COMMITMENT THEORY

VROOM'S VIE THEORY {EXPECTANCY THEORY}

EDWARD TOLMAN and KURT LEWIN guided much of the original work on expectancy theory however VICTOR VROOM is usually credited with having applied the model to work place motivation. This theory describe how people select from among different choices available and postulate that motivation is depend on how much we want something and our wants of getting it.

RESULT

VALENCE

PERFORMANCE

EFFORTS

          

 

EXPECTANCY

INSTRUMENTALITY

VALENCE

IF I TRY HARD I CAN DO

BETTER

IF I DO BETTER I GET A BETTER REWARD

VALUE OF THE RESULT TO THE PERSON VS DIFFERENCE OR AVERSION

For these three things it must be required following matters and must be noticed. Self concept , self efficacy , locus of control , traits , competencies , values.

ENVIRONMENT SUPPORTS

Equal and subordinate support

Quality of material and equipment

Availability of relating to the matter under consideration information

Previous success at task role specific identities.

[1] EFFORT TO PERFORM EXPECTANCY

This is a person's inner skill which he has to express his own self to achieve his goal and make himself a successful employee. There are various skills which are like seeds of growing the plant of motivation like self concept, stability, place control, producing an intended effect. These latter factors are the result of educate or feed, supporting and development experiences a person has leads to them to feel confident and capable both personally and specific situation.

[2]PERFORMANCE OF OUT COME EXPECTANCY

This factor also can be said it is an external factor which is to be done forcefully by others. Here VROOM wants to say that they belief that if they will do work hard and will complete their target they will able to take some reward or getting promotion. They create temptation for reward and do their work forcefully.

[3]OUTCOMES AND VALENCES

Here VROOM wants to say that whatever the result come but the performance will guide to cut-out the extra work load, stress, over responsibilities may have been removed while recognition, promotion or salary, wages raise may be positive.

WEINER'S ATTRIBUTION THEORY

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Weiner launched a theoretical framework that has become very forcefully in social psychology today. Origin theory assumes that people try to resolve why people do what they do, that is representing causes to an event or behaviour. Three stages process underlines an attribution.

BEHAVIOUR

MUST BE OBSERVED MUST BE RESOLVE ATTRIBUTES TO INTERNAL

OR EXTERNAL

Weiner's theory's main point is achievement. The most important factors affecting to attribution are skill, effort, task difficulty and luck. If you have these for factors the work of motivation is easy for you. Attribution are classified a long three casual scope.

Place of control { internal = external}

Stability {do cause change over time or not?}

Controllability {causes one cannot control such as skill vs. cannot control such as luck, other action}

Here Weiner wants to say that if the modern manager will not control between the internal factors and external factors then he will face complexity. Sometime manager fails to create stability of the management of his staff and once again he has to face complexity. Sometimes some employees luck is higher than other one then he can achieve his target and rivals blame that may be his internal and external factors are with him and they spread illusion so modern manager has to face also this difficulty at the time of motivation.

FACING COMPLEXITY IN MOTIVATION TO MANAGER

Managers plays key role in company. He has to play role between employer and employee. Right now in this generation modern manager has to face complexity in motivation because of excess responsibilities and lack of skills and company's aims or goals are rising. There are three complexity defined by wood in 1986 which are as follow.

CONSTITUENT COMPLEX

EQUALITY COMPLEXITY

ENERGETIC COMPLEXITY

NUMBER OF ELEMENT IN TASK

THE NUMBER AND NATURE OF THE RELATIONSHIP BETWEEN ELEMENT

THE NUMBER AND TYPES OF ELEMENTS AND THE RELATIONSHIP BETWEEN THEM

OVER TIME

Wood , Mento and locke (1987) rated they studied 125 goal setting on the basis of these scope and related these complexity ratings to the size of the goal setting effect established. It makes clear that simple task the effort perused by the goal leads relatively without delay for task performance. Endeavour does not necessarily reward so directly though the task is so complex.

TIME MANAGEMENT - someone is promoted to a supervisory role, but asked to retain some or all of their previous responsibilities work so they may not have enough time to manage effectively.

COMMUNICATION - This needs to be learned, particularly to act as an intermediary between employees and senior manager.

SELF-AWARENESS - some managers do not appreciate how important their role is so sometime manager has to face the difficulties.

EXAMPLE

[1] MOBILE COMPANIES HAVE FACE COMPLEXITY IN MOTIVATION

In mobile company it is necessary to give motivation to his staff but right now the competitions are raising and recruitment and selection become too much difficult for the managers so right now their responsibilities and their objects and goal so they cannot give sufficient time to their staff now. Now in mobile companies new electronic technologies come so manager have to put their more skills in this work also so they cannot give proper motivation to his staff and day by day they have to refresh their skill or increase their skill.

CONCLUSION

At the end of this the result that motivation is the main responsibility of the manager for company's bright organisation and for better progress of company and with the help of motivation employee can reduce their overloaded work, over responsibilities, stress. Employees can achieve easily their goal and manager can complete his target with his team. Some theories are not noticed by the manager carefully and the business ethics creates wide so manager has to find difficulties in motivation.