Managing People and Motivation in the Workplace †Free Samples

Question: Discuss about the Managing People and Motivation in the Workplace. Answer: Introduction According to Johnson Nandy (2015), over the last few years there has been an exceptional growth of the business industry all across the world. It noted that, modernized organizations apart from profit maximization tend to focus on their most crucial stakeholder, i.e. employees. Motivating the workforce with training and development has provided with several growth opportunities. This particular project tends to focus on the benefits provided by motivated employees. On the contrary, the report also takes into consideration the manner in which a de-motivated taskforce impact attainment of organizational objectives as well. Benefits of a Motivated Workforce An increased amount of motivation level among the staff members of a firm directly leads to a rise in their engagement levels (Ganta, 2014, p. 221-230). The various benefits provided by a motivated workforce are the following: Engaged: Workers tend to be connected not only with their delegated work, but also with the enterprise in a profound manner. They also play an important role in driving towards future growth. Job Satisfaction: Motivated employees tend to satisfied with their job roles and thereby work effectively as individuals and in groups (Gagn, 2014, p. 134). Increased Productivity: The rate of performance also constantly grows, which leads to a rise productivity levels for companies. Higher Retention and Discipline: It is noted that motivated employees along with being highly disciplined tend to be loyal, which results towards stability of a firm. Affects of a De-motivated Workforce As stated by Stanley (2016), De-motivation among employees spreads like grapevine. The aspect of inspiration and enthusiasm among the workforce of a company greatly tends to decide its success in the modern world. It is noted that a de-motivated staff will not only affect productivity rates, but also possess the capability to spread this disease throughout the framework of an organization. Over the last 40 years, business experts and researchers have carried out several studies on the matter, and have ultimately concluded that objectives in a company can only be achieved with the help of motivated staff members (Salleh et al., 2016, p. 139-143). Further, based on models such as Herzberg`s two-factor or Maslow`s hierarchy of needs, it is inferred that the failure to fulfil needs of employees, lack of admiration, lack of transparency, mistrust and miscommunication directly leads to creation of de-motivation among employees (Wagner, 2014, p. 110-132). In addition to a fall in performance levels and satisfaction rates, lowered enthusiasm in a firm leads to poor consumer service and decreased profit generation, thereby leading to non-achievement of organizational objectives. Conclusion Based on the report it can be concluded that, motivation in the corporate world plays the role of converting motives into action. In addition to increasing productivity and revenues, enthusiasm and inspiration tends to lead an organization towards future growth. Further, it can be inferred that the management of a firm needs to provide its workforce with motivation to ensure fulfilment of goals as well. References Johnson, S. M., Nandy, S. (2015). Leadership skills, job satisfaction, and motivation in the workplace: a phenomenological research study.Journal of Perspectives in Organizational Behavior, Management, Leadership,1(1), 10-14. Ganta, V. C. (2014). Motivation in the workplace to improve the employee performance.International Journal of Engineering Technology,2(6), 221-230. Gagn, M. (Ed.). (2014).The Oxford handbook of work engagement, motivation, and self-determination theory. Oxford Library of Psychology, 2(1) 134. Stanley, D. (2016). Motivation and Inspiration.Clinical Leadership in Nursing and Healthcare: Values into Action, 235-246. Salleh, S. M., Zahari, A. S. M., Said, N. S. M., Ali, S. R. O. (2016). The Influence of Work Motivation on Organizational Commitment in the Workplace.J. Appl. Environ. Biol. Sci,6(5S), 139-143. Wagner, S. (2014).Leadership and job motivation in international corporate governance: Cultural influences on the design of incentives and employee benefits. GRIN Verlag, 1(3) 110-132.