MANAGEMENT AND LEADERSHIP

Management and leadership

Management and leadership

Why is it important for managers to understand motivation and how can this improve organizational performance?

In organization the role of employees has transformed continuously in the new era. In the start of the century, business refers to labour, afterwards concept of human resources emerged which identified individual employee of the organization as business resource to manage the organization. However, with passage of time more concepts emerged such as talent, motivation, people, creativity, knowledge and creativity. It is found that main factor of organization are creativity, knowledge and people (Brewer, 2011, pp. 347-362). Among them motivation is an important factor for success of the business as it hugely depicts the success of the business and its objective achievements. It is the fact that most of the segments in business did not completely or wholly identified the importance of such issues and following the same traditional business practices that do not undertakes the concept of human factor. This brings lack of skilled resources in such organizations and this is the reason on basis of which businesses are in search of different ways to retain and attract quality human resources.

The job market has changed and now retribution has ceased to be the main element to keep in mind when selecting a place giving way to other aspects such as reconciliation measures, personal development, and flexibility. These factors make up what is called emotional salary.

There are several possible reasons, such as feeling not well paid, poor relationship with superior, with colleagues or clients, lack of recognition, lack of professional development, routine, personal problems, etc.

Some of the causes of lack of motivation are given by: poor relationship with peers or leaders of the organization, the lack of precise and clear directives objectives, excess activities, low pay, monotony and stress. The consequence of the lack of motivation results in disinterest in the assignment, absenteeism, pessimism, constant tardiness and failure to schedule and responsibilities.

To avoid such situations, the action of persons occupying the highest positions of the organization is key: the heads should be available for employees to share their concerns about their jobs without fear of being criticized. They must make the best efforts to ensure that employees feel they can trust them and know that many of their problems can be solved easily without the need for uncomfortable anywhere. Turn must identify the negative behaviours of employees and recognize what are the factors that drive them to that state. Daily monitoring of the work environment will be effective to attack the problem quickly and fix it before the motivation spreading to other parts of the organization (Rose & Manley, 2011, pp. 765-773).

We should note that the motivation can sometimes be generated not only for reasons of dissatisfaction at work level. In many cases a worker may demonstrate less attention to when carrying out their tasks because they are facing personal or family problems, when this happens the high command and Media should empathize with the situation and not to overburden ...