Individual Motivation at WorkÃ¯Â¿Â½2010Ã¯Â¿Â½Ã¯Â¿Â½
Individual Motivation at Work
RMIT VIET NAM
"Show me the money, show me respect and show me attentionÃ¢ÂÂ¦or show me the door."
This study is about influence of work motivation and job performance. It is recommended that both employers and employees should be motivated at work and the organization need to encourage them to make their more valuable contributors to the success of the company.
4I. Introduction Ã¯Â¿Â½
4II. Motivation Ã¯Â¿Â½
5III. Employee needs Ã¯Â¿Â½
6IV. Job performance Ã¯Â¿Â½
6V. Ways to motivation employees Ã¯Â¿Â½
6VI Conclusion Ã¯Â¿Â½
There are many factors that play into the concept of individual motivation at work. It is two-way communication between employee's perspective and employer's behavior. As the result, the researching in motivation is not only to identify and satisfy employee needs but also to enhance the process of performance management.
Motivation is a wish to attain a goal, included the effort and perseverance to work hard for that goal (Robbins, Millet & Waters-Marsh, 2004). Understanding of human needs scientifically is one of the key aspects of most enduring theories of motivation (Whetten & Cameron 2007).
The two-factor theory was built by Herzberg in the 1950s comprising intrinsic and extrinsic rewards. It emphasizes on job satisfaction and productivity of one working in the organizational environment (Baldonado & Spangenburg 2009). However, this section discusses the context of intrinsic motivators only.
The intrinsic rewards are something coming from deep down of someone stated through achievement, the task itself, responsibility, advancement, growth and recognition (Baldonado & Spangenburg 2009). Nowadays, many organizations always concern how to encourage intrinsic motivators in the employees as they want their employees get the feelings of self-control and self-direction in the jobs and...