The Role Motivation And Engagement Play on the Organizational Behavior in Business
A person's motivation can come in the form of a need, a desire, or a goal. In some situations, the stronger the motivation to do something, the more likely a person will do it. There is a psychological connection between action and motivation, with researchers and psychologists developing dozens of theories over the years.1 Years of studying motivation has generated quite a bit of knowledge and material that has proven to be quite valuable for society.
Motivation and business are two things that seem to go together quite smoothly, and this extends to organizational behavior as well. This article will look at the role that motivation specifically plays in the business work through organizational behavior and what businesses can do with it. This will include looking at engagement, identifying the types and sources of motivation, and how to give a healthy boost to employee motivation.
How Motivation Works in Organizational Behavior
In order to motivate you staff members, you first have to identify what motivators are already in play. It's not as simple as presenting them with a random reward and telling them what they have to do to get it. There is the possibility that the employees may be motivated by something their employer can't provide, or that they are not going to communicate outright what drives their performance. An employee's motivation may not be something that anyone can have control over in the first place.
In most cases, motivation falls into one of two categories: extrinsic or intrinsic. Extrinsic motivation is also referred to as external motivation and can include things like money, praise, and reputation.5 These are the standard known rewards that can be provided from others, i.e. a person cannot create them on their own. Intrinsic or internal motivation and rewards are the opposite, focusing on more on doing something for the sake of doing it than to get something from someone else.6 The rewards from intrinsic motivation can only be experienced by the individual and can manifest psychologically more than physically. An example would be emotions like satisfaction and pride; basically feeling better because you did something.
Businesses are going to have more of a focus on extrinsic motivators than intrinsic ones, simply because they can offer more control over the situation and intrinsic motivators cannot be easily measured. The employees themselves may have intrinsic motivators that drive their work that operates in tandem with extrinsic motivators that their employer provides for them. Once a business and its staff have determine the type of motivation, they can actually begin to identify their motivators. To do so, three questions need to be answered:
For these questions, a person often has to look at why behind each of their answers in order to make a decision. That reasoning is, typically, the person's motivation for that particular task. In this sense, the motivation shapes all the other parts of a person's behavior in what they are trying to accomplish. If the motivation isn't strong enough, or doesn't match up with the other components of the situation, then that will be reflected in the person's work. This can be applied to tasks and goals set by individual employees, groups, or the business as a whole.
What is Engagement?
When discussing motivation, the concept of engagement is usually brought up as a means of aiding existing motivators in order to generate the best possible results. Also called employee engagement, it involves setting up the conditions in the workplace to best benefit the staff and prompt them to give their best effort in their tasks while improving their well-being at work.7 Engagement works best when there is an established atmosphere of trust and communication between employers and employees; without it, engagement will not be as efficient of a practice as you may want it to be.
In organizational behavior and business, engagement carries a lot of importance. This is, by far, one of the most valuable tools businesses have for improving their organizational behavior and the culture of their business. For the most part, it's also the easiest way for employers to show that they genuinely care about their employees and want to do right by them. Businesses that practice engagement tend to find that their ability to attract and retain employees is noticeably better than those of their competitors that don't. About a quarter or more of the workforce is at risk of turnover because employers are not giving them enough reasons to stay, regardless of the employee's performance or skill.8 Some industries are more prone to high turnover rates than others, and the businesses in those fields tend to be prepared for that from the start. However, most businesses are not and will find that their production and quality will struggle under high turnover rates.
For the most part, employers can begin to practice engagement by simply putting in the time and effort to improve things for their employees in the workplace. It doesn't have to be complicated-although there are some employee engagement tools and strategies that do go a bit overboard. As an employer, you may have to look at other parts of your business' organizational behavior -the business' culture, diversity, perception, and attribution. Past attempts to generate engagement may have been hindered by issues present in these aspects, which may require adjustments before implementing any engagement plans. Problems in policies and ethics practices may also be an issue and should be checked out-which you should do anyway to keep things up to date.
How To Boost Engagement and Motivation
When you take the time to specifically make improvements to employee engagement or motivation in a business, you often end up aid both concepts. The two are connected enough that any attempts to assist one benefits the other. As mentioned previously, increasing engagement and motivation do not have to be complicated so long as the employers (and management) take the time to do so. Quite simply, if you don't put in the effort to take care of your employees, don't expect them to take care of their work. That being said, here are some fairly simply ways to boost engagement and motivation in your business' organizational behavior.
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