Motivational Strategies in the Workplace Abstract: A good Sales Manager should always have a good and practical knowledge about motivational strategies for these are the important keys to the success of any organization. There is a greater chance to achieve goals if people involved in a particular activity are motivated and concerned with the achievement of the goal. No one can cause someone to do something; the person must first be convinced that he has to make an effort to achieve an endeavor. Only when one is truly moved or motivated can there be a collective efforts in pursuing and attaining a goal. = = = = = = = Motivational strategies are very important to reach the projected and anticipated goals of organizations as well as individuals working to reach something meaningful, something rewarding and something lucrative. The sales force, in particular, is one such unit which needs a very high degree of motivational thrust since the whole operation of the organization depends on the groups desire, thus each individuals aspiration, to reach a particular goal (productivity) by beginning and ending the pursuit with no other focus but to win.
One must always begin with the premise that motivation is an inner state of need or yearning that activates an individual to do something that will satisfy that particular want or wish. And since motivations are derived from aspirations, needs and desires which are inherent, integral and internal to an individual, there is no way that other people can do something and motivate or induce or cause someone to do something. One can only manipulate environmental variables that may result in either an increase or decrease of motivation. This is where motivational strategies will come in whose primary purpose is to develop or to trigger an inner desire in each individual involved in the endeavor for beginning or completing such. There are whole gamuts of motivators that exist and are effective and valuable. These can either be intrinsic or extrinsic depending on the relationship of the goal to the activity necessary to secure it. Intrinsic motivators are objective and activity related, like goal setting and planning, commitment, improved working conditions including improve working tools ; while extrinsic have little relationship to either goal or task (e.g. incentives, rewards and bonuses).
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Both types are actually effective depending on the kind of people needing the motivators. Intrinsic motivators are constant and continual so once the individual identifies the activity necessary to achieve the goal, the motivator remains stable as well as recurring. Extrinsic motivators, on the other hand, involve prior assessment of the environment each time they are utilized to ensure that the particular motivator is the apt and pertinent one needed to achieve the desired end. Goal setting is one of the most important motivation strategies which ensure that all participants in the endeavor are aware of what is expected of them. It encourages participants to put in and contribute a substantial effort towards the achievement and success of the undertaking. Although some managers believe that it is enough motivation to tell employees to do their best there are managers who believe that this is not enough.
In fact telling people to do something actually elicits a contradicting outcome; it does not have any motivating factor since it does not trigger any internal need from the people involved and thus useless in eliciting specific behavior. It is important that each participant, say in a sales force, must have a clear view and understanding of the goal as well as what is expected from them. A goal is thereby of vital importance because it facilitates an individual in focusing their efforts in a specified direction (Cummings & Worley).
The Research paper on Achievement goal theory: ‘An athlete’s motivation should always be to aim to be the best’
... 1201-1215. Elliot, A. J. (1999). Approach and avoidance motivation and achievement goals. Educational Psychologist, 34, 169-189. Epstein, J. (1989 ... important to provide the right types of goals, in the right type of motivation climate. Epstein (1989) identified that ... likely to adopt performance goals, and perceive a performance goal structure at training. An athlete’s motivation should be to strive ...
The authors, Cummings & Worley (2005), reiterated that employees are not only motivated when they are allowed to participate in the goal setting process but more so when the goals are challenging as well. By setting and reaching goals, not only will employees get more motivation at work but will also increase their self esteem and self worth. Personal drive goes hand in hand with goal setting and is in actual fact the primary force which thrusts the employees to take actions which will improve the companys productivity as well as their own aspirations for career advancement.
It must be the organizations objective to make sure that the motivational drive which propels their employees to work hard must always be upheld and maintained through implementation of workshops and seminars. The effective performance of employees is what makes or breaks a company. Increasing individuals drive to achieve can include distribution of inspiration reading materials, playing an enlightening talk from a popular motivational speaker, or any other manner of simple steps which can yield a turnaround of sorts in terms of motivating oneself. Recognition of each employees efforts regardless of the salary bracket is another motivation technique that managers can tap into and gain the edge over the workplace environment of how they want things done such as increase productivity in the company as well as staying in control of their department. Using rewards like incentives, bonuses, rewards and trips as well as compliments and promotions can greatly improve an employees view of the company and its managers. Although these are not actually directly connected to the activity and specific pursuit of the organization, these can prove to be good motivating factors to keep the employee focused in accomplishing the companys goals and in increasing productivity. Both internal and external motivators can have a very positive effect on the output of business concerning both quantity and quality.
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A business on selling usually relies heavily on the efficiency of the sales force and the teams ability to make some sales in numbers that meet demand for the week. If the team lacks the motivation to produce and sell products beyond their quota, then the organization faces a problem leading to disastrous consequences. The number of scenarios is extreme but one can get the general picture. The people behind the organizations endeavor — the sales force are the greatest asset of the business and no matter how efficient the technology and equipment may be it will never be a match for the effectiveness and efficiency of the sales team. Managers must note that there is no one particular strategy more powerful than others and that the strategies are interrelated so they can be utilized in conjunction with each other. It will also be important to recognize that the effectiveness of the strategies varies by individual and situation.
The goal is to use different mix of motivational strategies (which are appropriate to the workplace) in a common sense approach that engages both needs and aspirations of the people identified to be motivated. When chosen properly and implemented perceptively, any motivational strategies employed will help achieve higher productivity to any organization. And without these motivational strategies, there is little room for improvement, no increased in productivity and there will be nothing but a visionless organization. It is often the simple steps that are effective and taking these simple steps is usually the right way to go. Reference List Cummings, Thomas G. and Worley, Christopher G. (2005).
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