Robinsons Insurance Agency Blog
Keeping employees motivated is arguably one of the hardest parts of running a company. Motivation is the set of forces that initiates, directs, and makes people persist in their efforts to accomplish a goal. Everyone is different that is why management needs to have insight and really work on making employees satisfied and productive at work. There are several factors that affect motivation, which includes effort, performance, need satisfaction, extrinsic and intrinsic rewards, and other personal needs of the employees. This article will discuss further about effort and performance and the addition of goal to the basic model of work motivation and performance.
Several theories and models created to enhance employee motivation.
The basic model of work motivation and performance explains that motivation is not the only factor to job performance, rather it's just one of the three components. The three factors are motivation, ability, and situational constraints. It means aside from motivation, the ability or the degree which workers possess the knowledge, skills and talent needed for the job and situational constraints or factors beyond the control of employee, need to be considered when evaluating the employee's performance. The basic model of work motivation and performance shows that an employee's unsatisfied need creates an uncomfortable internal state of tension and should be resolved. Some theories suggest that people are motivated by unmet needs and when it persists, motivation is affected. This is the main reason why managers need to learn what those unmet needs are as they need to be addressed and solved right away.
Motivating through goal-setting theory can be done in three ways:
Adding goals into the motivation model directly affects tension, effort, and how employees are energized to take action. Goals also influence persistence. Employees with specific goals along with performance feedback tend to persist more effectively in their efforts. Employees with unaccomplished goals develop plans and strategies to reach those goals. In short, having a goal makes employees exert more effort in the workplace, making them more productive.
In conclusion, job performance is not just affected by motivation, but also by the employee's ability and situation constraints. Adding a goal to the basic process of motivating employees improves their behavior toward work, gives them direction, makes them persist, and inspires them develop strategies to help reach the goal. Goals are effective in motivating employees especially when they receive feedback on their accomplishments, have the skill to perform, and are dedicated to the goals. The practical steps managers can do to help motivate employees are assigning specific and challenging goals, making sure they accept the goals, and regularly giving them performance feedback to monitor their progress.