Introduction
Motivation can be defined as the reason or reasons for being involved in certain behavior. It’s actually the impetus behind the execution of certain activities or duties. These reasons normally vary from basic needs such as food to personal goals such as one achieving his/her dreams. Motivation therefore refers to the course, greatness, instigation and determination of ones behavior (Jacuis, 1995).
It therefore refers to an aspect that greatly contributes to the efficiency of the workforce in meeting personal and or organizational goals. According to Arnold, there are three components of motivation namely direction, effort and persistence. Direction aspect describes what an individual is trying to do, effort describes how hard an individual is trying and lastly, persistence speaks of how long a person keeps on trying.
Personal development
Motivation is mainly influenced by two major factors or rather there are two kinds of motivation. Intrinsic motivation comes from within an individual and this is the most vital part in personal development. These self-generated factors are very important particularly in the achievement of personal goals. I have to possess the zeal to succeed in my first year in college by identifying the reasons to exactly I am studying. This enables me to work tirelessly and persistently towards the attainment of my personal goals. I have to ensure that I graduate with the best grades and with the rightful knowledge that will see me succeed in the job market. This type of motivation is mostly personal because it enables me to develop deeper and long time effects.
As a student I will employ the concept of motivation and management by being disciplined and responsible if I have to achieve my personal goals. Intrinsic motivation allows me to have the freedom to act, develop skills and abilities and makes way or rather gives me the reason to enjoy working hard and engage in more challenging activities. In short as a student I will easily realize my potential by just knowing the reason as to why I am in school. This underlies in the concept that an unsatisfied need creates a state of disequilibrium and hence the need to be satisfied so as to create a state of balance.
Professional development
I will also employ motivation and the management aspects in the attainment of my degree and through this i will foster participations so as to enhance motivation. The other aspect of motivation is critical in management especially when it comes to dealing with staff. Extrinsic motivation involves all the things done to people to motivate them (Hoag & Cooper, 2006). They may be in the form of rewards, promotion to higher roles or even demotion and punishment. This has an immediate effect on the behavior of the employees and since it’s always short-lived it needs to be executed recurrently (Sinclair & Wright, 2005). Employees are better motivated if their work experiences satisfy their needs and they get recognition for their hard work from the relevant persons. My ability to motivate the employees of the organization that I will be working for correlates to the influence I have over them. I will exploit this power can be in either reinforcing a positive behavior by using rewards or discouraging bad behavior through punishments.
A workforce that is motivated contributes greatly in realizing the organization’s full potential. Sinclair & Wright (2005) assert that,”employees who are highly motivated will more likely work beyond their duties having in mind the achievement of the set goals and objectives and not only their objectives”.
Conclusion
Motivation is therefore very important to both an individual and an organization because there has to full rewards if an individual is to engage al a certain activity with the zeal of putting in his/her maximum effort. As a good manager always ensure that you have a motivated staff for better returns
Bibliography
Hoag, B. and Cooper, C.L (2006).organization Value Based management on the motivation of employees: It’s Not What You Think.
Michel J Jacuis, (1995) Personnel management (the Irwin series in supervision and the Behavioral science) pp 109-110.
Sinclair, R and Wright, (2005) Performance differences among four organizational commitment profiles. Journal of Applied Psychology 90 (6), 1280-1287.