Managerial Practices to Develop Motivation at Work
In Latin, Motivation can be traced as mover, which means ‘TO MOVE’.
Different people have different concept of motivation like: motive, needs, wants, drives, desire, wishes, incentives, etc. Motivation is the work behaviour itself. It is the feeling that moves a person to act and continues him in the course of action already initiated. Motivation is directly related to Goal oriented behaviour, related to satisfaction.
There can be many factors affecting an individual’s performance:
Motivation of individual
His sense of competency
His role perception, and
According to Mike Flanagan, motivation is directly proportional to individual performance and work behaviour. Hence, it directly affects the performance of the organisation as such if people relate it to the employee motivation. This is where, role of a manager or leader becomes all the more important in motivating his team members. This could be achieved in various aspects such as, rewards, recognition, promotion, etc. As an example, if a staff member has achieved a goal within time and with acceptable quality of delivery, he can be rewarded or his efforts could be recognised in front of the whole team. This not only motivates himself but also becomes a role model for others and they also try to achieve it next time.
Similarly, high performance resources can be promoted to higher levels so that they can play pivotal role in delegating proper duties and responsibilities to the subordinate staff, which in turn motivates them and guides them to achieve their goals effectively and efficiently.