Motivation

Motivation originally comes from the Latin word movere, which means "to move". It is derived from the word "motive". Motive may be defined as an inner state of our mind that activates and directs our behavior. It makes us move to act. It is always internal to us and is externalized via behavior. Motivation is one's willingness to exert efforts towards the accomplishment of his/ her goal.
Job performance is a function of employee ability plus motivation. Employee may possess necessary skills and abilities. But without lack of motivation employee cannot perform their work effectively. Motivation has great impact on employee performance. A well-motivate employee can contribute more to an organization. Thus, the duty of every rational manger is to create an environment to motivate the entire employee. Hence, in conclusion, motivation is the process to encourage employee in work and the effect to satisfy some individual need.

Issue in Motivation
The main issues in motivation are:
1. Motivating to professional people: A typical employee today is more likely to be highly trained professional with a college degree than a blue-collar factory worker. These professionals receive a great deal of intrinsic satisfaction from their work. They tend to be well paid. They have strong long-term commitment to their field of expertise. Their loyalty is more often to their profession than to their employer. To keep current in their field they need to regular update their knowledge and their commitment to their profession.

What motivates these professionals?
Money and promotions typically are low on their priority list. Job challenge tends to be ranked high. They like to tackle problems and find solutions. They want other to think what they are working on is important. Although this may be true for all employees, because professionals tend to be more focused on their work as their central life interest, non professionals typically have other interests outside of work that can compensate for needs not met on the job.

2. Motivating low-skilled service worker: These jobs are typically filled with people who have limited education and skill and little above minimum wage. Traditional approaches for motivating such people are providing them more flexible work schedules and filling their jobs with teenagers and tired whose financial needs is less.

3. Motivating contingent or temporary worker: There is no simple solution for motivating temporary workers. An obvious solution is the opportunity for permanent status. In these cases in which permanent employees are selected form the pool of temporaries, temporaries will often work hard in hopes of becoming permanent. A less obvious solution is the opportunity for training.

4. Motivating people with doing highly repetitive task: These are people who do standardized and repetitive jobs. Motivating individuals in these jobs can be made easier through careful selection. People vary in their tolerance for ambiguity.

5. Motivating diversified work force: Today organization is equipped with different types of workforce like male, female, handicapped, disabled, black, white professional and non-professional etc. All the people won't be motivated by money, position and challenging job. Different people have different needs. This need should be identified and try to meet them to motivate diversified workforce.

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