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BEH 225 Week 5 Motivating Employees

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Motivating Employees 1
Motivating Employees
Your Name Here
Axia College of the University of Phoenix
BEH 225
Instructor, Name Here
Date

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Motivating Employees 2
Motivating Employees
There are many reasons to motivate employees – as well as methods to successfully
motivating employees. Firstly and obviously, employees who are motivated are much more
productive than employees who are not. In addition, people who work for companies who are
more motivated can help the company survive. Moreover, where there is one motivated
employee the company stands a greater chance of receiving other individuals to become just as
motivated or notice good habits and work ethics. Others may see that the motivated individual is
being treated in an enhanced way contrasting the way that the non-accomplished individual is
being treated. Motivation is the drive to get things done. Motivation at work is a difficult
practice. An employer must be aware of how to motivate and how to reward. The manager
should be able to motivate employees to get things done. In order to do this the manager should
know the employees’ needs and take into consideration that human nature is very different.
Research bellows the principles of Maslow’s first theory of motivation and Herzberg’s Two
Factor Theory.
Allen (1998) supports Herzberg’s Two Factor Theory… such motivators as “achievement,
recognition, advancement, responsibility, the work itself, and growth possibilities”, which are
intrinsic, provides satisfaction and the workplace (para. 10). Therefore, motivation is necessary
for improvement in job performance, which moves the employee to higher acting (Allen, 1998).
“Dissatisfaction occurs when the following hygiene factors, extrinsic or job context, are not
present on the job: pay, status, job security, working conditions, company policy, peer relations,
and supervision” (Allen, 1998, para. 11). These factors do not generate motivation, but prevent it
from happening.
Allen (1998) concludes at the job motivating as coming from the employee’s feeling of

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Motivating Employees 3
achievement rather than from the outside factors. The feeling of achievement is an intrinsic
motivation, while extrinsic motivators encourage employees to do their best, but the lack of them
may lead to dissatisfaction at the job, which in its turn prevent motivation from occurring.
According to Maslow’s Hierarchy of Needs, the best implication of management in
motivating employees is to know what motivates them. These needs are presented as self-
actualization, esteem, social, safety, psychological needs (Maslow’s hierarchy of needs).
Extrinsic motivation will inspire employees to develop intrinsic self-esteem in order to perform
better. However, I believe that if employees see extrinsic motivation coming from management
as not of a real nature, than their working prospective might decrease.
Employee motivation works on principles of theory and practice. While it is good for a
manager to know his employees’ needs to perform motivation, intrinsic motivators provide better
satisfaction in the workplace. And at the same, while intrinsic motivation increase satisfaction,
extrinsic motivation is the factor some employees put a great value on. An employer must be
aware of how to motivate and how to reward. Some solid ideas are: getting to know your
employee, respect, ask for employee feedback and opinions, give proven employees as much
independent thought control and freedom to perform known and scheduled tasks, challenge
them, praise them and set achievable goals for them. I believe that yes, an employer can
motivate their employees and that the successful employer must fully understand the methods
that are to be deployed – in order to receive the best all-around results – extrinsic or intrinsic
motivation.

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