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Motivation
http://www.thespecialkclub.com
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Motivation plays a huge role in any organization or company. The level of motivation can directly
affect not only the quality of life but can strengthen or weaken the bottom line. Every manager and
or leader should know and work to make sure they keep their employees motivated no matter
what place those employee's are in their careers. Managers can keep their employees motivated
by identifying individual factors that influence behavior, understanding and applying motivation
theories and enacting effective behavior modification that encourages a higher level of motivation
for the individual employee. A motivated workforce can make any company or organization a
competitive force. Employees who are motivated usually produce at a higher level, create a better
product or service and can be fertile ground for innovative ideas.
The goal for managers of all levels is to understand individual behaviors and evaluate where
improvements are needed. After understanding what areas need improvement the application of
motivational factor can be applied using motivation theory. Once the employee is being motivated
at a higher level the manager's task is to take that motivation and use the appropriate behavior
modification plan to help employees remain motivated and positively affect the atmosphere and
character of the organization. Motivation can do more than just make a company run more
successfully or productively. The lack of motivation can to a cancer that can create apathy,
pessimism, cynicism, and can stifle energy stunting a company's growth and just like cancer if not
treated can destroy the organization. Managers have the reasonability to examine each individual
and the areas they need improvement, apply motivational theories in their behavior modification
plan.
Individuals react and differently to different situations. That is why it essential when addressing
motivation in the workplace that a manager evaluate their employees on an individual basis to
understand where they are personally and organizationally. Managers must know what is needed
for an individual before they can find ways to improve the motivation of that person. There are five
major stages or levels associated with work-related behaviors. The first work related behavior is
joining the organization in which a new employee is getting associated with the group, its
practices, and culture and finding their place in that group. The second is remaining with the
organization in which the employee has found their place. The third work related behavior is
maintaining work attendance this means not only showing to work at the right time but being there
when needed. The fourth behavior is performing required tasks this means becoming proficient in
the job and contributing more to the group or company.
The final behavior is organizational citizenship in which the employee now contributes at a higher
level and takes on task where needed and even outside of their duties. Understanding what
behaviors are not being obtained can tell a manager if motivation is lacking in an individual and
where a manager can work to motivate an employee. For instance if an employee has reached the
third level maintaining work attendance but has not been consistently there when needed it is not

2. time to enact a motivational plan that gives the individual more task. Giving this employee more
tasks may actually have a negative effect increasing the attendance problem. Knowing that the
employee is at this third level a manager can enact a motivation plan that encourages this
employee to obtain better attendance and lead them into the next level of performing required
tasks.
Since individuals are motivated by different factors such as needs and what stage the employee is
at it is important for managers to identify the individuals in his or her group before enacting and
evaluating motivational theories to the group or individual. Motivation can play an important role in
the success of any organization but the motivation of the group is comprised of many individuals
motivated by many different factors. Because a manager can not activate policies for each
individual the manager must decided knowing each individual where their group is and where
motivation is needed.
While employees are motivated by differing factors that correspond where they are at personally
as well as professionally those factors are broken down by motivational theories. Motivation
theories are essential in creating incentives that will help employees at all levels be more
motivated. It is essential that managers know and understand motivation theory before creating
motivational incentives. In Maslow's needs theory hierarchy these individual factors are grouped
into five main categories. The bottom levels are physiological needs in which basic needs are
motivational factors such as food clothing. The second level is the need for safety this includes a
work environment free from hazards etc.
The third level is belongingness and this is the personal need to feel a part of the group. The next
level is esteem in which the individual is concerned about getting recognition and being
appreciated for their contributions to the group. The highest level of Maslow's hierarchy is self-
actualization in which the individual has found there meaning in life and fulfills their role to the
fullest ability. While the individual can be at varying levels with each group of this hierarchy they
are motivated by factors that fulfill that category. Perhaps and individual feels they are a fully
accepted member of the group or company. This individual may be showing signs of low
motivation. The incorrect action would be to tell that individual that new security cameras where
being installed to protect them. The correct action would be to assign them a task in which they
would be recognized and rewarded for their efforts. Because motivation plays such a major role in
every organization the need to group individual behavior and needs are needed. Maslow's
hierarchy provides managers guidelines to take the individual needs of their employees and create
plans to increase motivation by identifying types of plans that would be effective for the individuals.
Behavior is a byproduct of motivation or the lack of motivation. When motivation is high in an
employee behavior usually falls in line with the group's culture. When a negative behavior is
displayed by a motivated employee little action is needed. On the other hand when employee
motivation is low negative behaviors are bond to appear. A manager must now apply what they
have learned about the individuals and use motivation theory to enact the proper action that will
motivate the employee who is not being motivated. The contingencies of reinforcements give
managers guidelines to choose the right action to motivate and change behavior.
There are two main reinforcements that motivate employees to change their behavior, positive and
negative reinforcements. An employee can be enticed to correct a negative behavior by giving an
incentive that rewards their good behavior. For example if an employee is consistently late a

3. reward can be given at the end of the month for the employee who works the most hours. If a
negative reinforcement is used punishment is used to correct the behavior. For example the
employee can be warned that their continued course of action will results in disciplinary action.
The key for any behavior modification is to understand the individual and their needs. If a person is
being motivated by esteem than a plan that reinforces their contribution and how that will be
acknowledged is a much more effective reward than a lunch certificate. Managers have a difficult
job in ensuring that there employees have high motivation but because of the effects that
motivation has on a group or company is so important this is a task that deserves all the time and
attention that can be allotted to this task. To change a behavior an employee must be motivated to
do so. By finding out the individuals needs and apply positive and negative reinforcements to the
group motivation can and will increase and the success of that task will have long lasting effects
on the success of the group.
Motivation is a complicated subject to understand because we as people are so individual. That is
why when a manager approached the issue of motivating their employee's they must take into
account the individual. It is important to understand where the individual is in their personal
development and career. Finding out what behaviors the individual exhibits can help the manager
understand is motivation is an issue that needs immediate attention. Once a need has been
discovered by a manager then an evaluation must be made using motivation theory to discover
what it is that motivates his or her employees.
After the manager knows what motivates the group and individuals in that group a plan can be put
together that utilizes both positive and negative reinforcements to effectively motivate the
individuals in that group. Higher levels of motivation within an organization can create an
environment that makes it a fun place to work where individuals feel obtain what they need by
behaving in ways that benefit the group. On the other hand if motivation is an issue that is
neglected because of its complexity or any other reason the results can be devastating on the long
term health of that group. Managers act as the doctors diagnosing the problem and creating
effective treatment. If the treatment is carefully prescribed a weak company can become strong
and vibrant once again. No other issue has as far reaching effects in so many areas as motivation
does in the workplace and careful attention must be made to ensure that those effects are positive
and enable further growth.
Travis Eck is currently a Senior Business Process Analyst and Six Sigma Black Belt for the
Snelling Services Inc. In his current role he is instrumental in the development of both executive
and senior leadership as well as creating a culture of continual improvement. In his previous role
as a Six Sigma Black Belt for Providence Health and Services he lead process improvement
projects focused on customer needs and cost reductions. Pervious to his Six Sigma role he
worked at Capital One Auto Finance were he and led a high performance test team in the Loss
Mitigation/Funding Divisions where he championed initiatives in Quality Assurance, Policies and
Procedures and Business Contingency Planning.
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Motivation
http://www.thespecialkclub.com
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