Objectives of Motivation in the Workplace

by Madison Hawthorne; Updated September 26, 2017
Worker motivation is shown to increase job satisfaction, performance and retention.

Having motivated workers has shown to be linked with higher job satisfaction, increased performance and retention. Motivated workers are willing participants in a position and want to perform job requirements. Workers who are not motivated usually perform tasks out of obligation. Some people are innately motivated and have high levels of motivation where others require incentives. Employers can use various strategies to help increase motivation.

Increase Willingness To Do The Job

Increasing worker motivation means workers willingly carry out the tasks required by the job. This also means managers are less likely to pull teeth to try to get a worker to perform tasks. The job description should match duties, qualities and competencies of the position. This helps administrators and workers understand the demands of the position before, during and after coming into a position.

Increase Performance

Increasing worker motivation serves to help organizations meet internal and external goals. Increasing worker motivation has shown to increase job performance levels. Administrators should help workers feel as part of a team in the organization. Increased worker performance usually means increased customer satisfaction.

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Increase Retention

An administrative team that includes the workforce in decision-making processes for strategic planning in achieving organizational goals has shown to increase worker retention. Helping workers feel engaged throughout the process increases worker motivation and to feel invested in the organization. Increasing worker motivation and job satisfaction has been linked to higher rates of retention and increased worker productivity.

Increase Job Satisfaction

A poor working environment can make any good worker lose motivation. Job incentives such as competitive pay, benefits and programs such as tuition reimbursement, flexible hours, scheduling and time-off show increased levels of worker job satisfaction. Since most workers do not stay at the same position for an entire career, training programs have shown to increase job satisfaction. Increased job satisfaction has shown to increase worker motivation, which then increases job retention rates, performance and productivity.

Supervisor and Manager Role

Supervisors may be the problem. Managers who are flexible and understand, recognize and respond to worker’s needs may have employees who are more motivated. Supervisors who are difficult to work with may have workers who are less motivated and therefore have workers who have decreased levels of job performance.

References

  • The University of Mississippi: Creating A Motivating Workplace
  • Mind Tools: Theory X and Theory Y
  • Innovations in Human Resource Management: Getting the Public’s Work Done in the 21st Century”; M.H. Shiplett, et al.; 2009
  • “The American Review of Public Administration”; Does Public Service Motivation Really Make a Difference on the Job Satisfaction and Turnover Intentions of Public Employees?; Leonard Bright; 2008
  • “The American Review of Public Administration”; Toward Understanding Work Motivation Worker Attitudes and the Perception of Effective Public Service; Craig Boardman, et al.; 2009

About the Author

Madison Hawthorne holds a bachelor's degree in creative writing, a master's degree in social work and a master's degree in elementary education. She also holds a reading endorsement and two years experience working with ELD students. She has been a writer for more than five years, served as a magazine submission reviewer and secured funding for a federal grant for a nonprofit organization. Hawthorne also swam competitively for 10 years and taught for two years.

Photo Credits

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