Question

Assess motivational factors, differentiate between intrinsic and extrinsic motivation. Identify factors that produce job dissatisfaction. Identify factors that motivate you and factors that have led to job dissatisfaction for you.

Answer 1

Assess motivational factors, differentiate between intrinsic and extrinsic motivation. Identify factors that produce job dissatisfaction. Identify factors that motivate you and factors that have led to job dissatisfaction for you

MOTIVATIONAL FACTORS

1. Salary

Receiving regular payment is a motivational factor at workplace.

2. Non-monetary incentives

Non-financial rewards are a way of motivating employees. These are often used to:

· Acknowledge extraordinary performance.

· Recognize achievement.

· Increase morale.

· Create a positive work environment.

· Motivate high performance.

There is a wide range of different non-financial incentives that can be used by managers:

· Simple “thank you” - either said directly to an employee or, better still, sent in written form and preferably hand-written.

· Public appreciation and acknowledgement of a job or task well done.

· Rewarding an employee with a title of a “star of the month” or employee of the month”.

· Vouchers or tangible goods.

· Flexible working arrangements.

· The opportunity to work from home.

· Free or subsidized meals, fruit or drinks.

3. Relationship with colleagues

As employees spend one-third of their day at work, relationships and interactions they have with their colleagues can significantly impact their mood and outlook.

4. Relationship with leadership

Each employee has a hierarchy of needs that should be addressed and the responsibility of understanding those needs lays with their line manager. The basis for effective communication between the two parties is two-sided trust. Relationships built on this foundation will help employees to honestly and openly talk about their needs, thoughts and feelings, which in turn will give the line managers clear direction on how to support and motivate their team members.

5. Company’s culture

A company’s culture comes down to 6 main elements: work environment, company mission, value, ethics, expectations and goals. In practice, the culture is just a set of rules or accepted behaviours that help employees make decisions everyday. While every company would have their own unique set of features, values and beliefs, culture is always about making sure that the employees have a productive and enjoyable working environment.

6. Learning and development opportunities

Self-actualisation is a natural by product of high performance. Most employees naturally want to do a good job to feel they are achieving their full potential. Learning & Development (L&D) is a way of educating and guiding the employees on the areas and aspects that will help them develop and progress.

7. Processes within the company

Making sure that an employee feels responsible for the outcomes of their work is crucial in building work engagement and stimulating higher performance.

8. Personal life

By offering support and understanding, as well as guiding employees through the hard times, it is possible to build trust and loyalty within people who frequently will return stronger and more committed.

9. Performing meaningful work

As in case of non-monetary incentives, motivation through meaning targets the need of self-actualisation.

Showing how the employees the role they play within the company links to the Company’s vision, mission and values.

10. Final Thoughts

Motivation is dynamic - it changes over time. It’s the line manager’s responsibility to identify and react to these changes. Having a full understanding of what employees want to achieve as individuals, and showing them how to do it, is the main principle that if followed will help to build a strong, engaged and high performing team.

FACTORS OF JOB DISSATISFACTIONS ARE;

1. Underpaid.

2. Limited Career Growth.

3. Lack of Interest.

4. Poor Management.

5. Unsupportive Boss.

6. Lack of Meaningful Work.

7. Opportunities for growth or incentives for meaningful work.

8. Work and Life Balance.

1. Underpaid

Not being paid what one is worth is called being underpaid.

2. Limited Career Growth

Not having the opportunity to climb the ladder and grow the career is another area that can foster dissatisfaction with a position.

3. Lack of Interest

This is a very straightforward concept; that one should not start his career with a job which is not an interested area of that person.

4. Poor Management

The management team plays an important role in an organization. Managers are responsible for motivating employees, planning, organizing and controlling within the organization.

5. Unsupportive Boss

With companies downsizing and keeping resources at a minimum, managers become more concerned about the bottom line rather than the very people who can have a direct effect on the bottom line.

6. Lack of Meaningful Work

The lack of meaningful work plays a big part in job dissatisfaction. Employees lose interest in work that offers no challenge.

7. Opportunities for growth or incentives for meaningful work

It’s easy to disengage from a job and organization that doesn’t value its employees or offer incentives for job growth.

When employees feel their contributions are significant, they feel happy at their work and work harder.

8. Work and Life Balance

Companies that fail to recognize the need for employees to maintain a healthy life and work balance are ultimately affecting their productivity levels.

Even if a company can’t offer salary increases, one way to improve job satisfaction is to create trade-offs for life and work balance.

Instead of offering raises, companies might consider incentives such as paid days off, flexible scheduling, and rewards such as tickets to movies, plays, or sporting events.

DIFFERENCE BETWEEN INTRINSIC AND EXTRINSIC MOTIVATION

Extrinsic motivation

This kind of motivation is present in individuals, who want to carry out or are carrying out tasks solely for the external rewards or avoidance of punishment. These rewards can be money, promotion or public recognition like Employee of the Month whereas the punishment could be demotion or cancellation of their contract.

Extrinsic motivation, therefore, originates from outside the individual and not from within them.

One might be inclined to think that the external rewards in this kind of motivation are all physical or materialistic. They couldn’t be further from the truth. Though it is true that many of the rewards are physical in nature, they can also be psychological.

In the example of the rewards above, mentioned public recognition and praise. Even if an individual is working for the bonuses that come with being Employee of the Month, the prestige of the title also plays a significant role in motivating the worker to achieve the accolade.

The worker doesn’t particularly enjoy implementing the tasks that are assigned to him but he carries them out with considerable zeal because he wants the psychological reward that comes with being publicly lauded for his work at the end of the month.

Intrinsic motivation

In contrast to the extrinsic kind of motivation, this form is where the individual partakes in a task because they actually find it interesting in and of itself. This means that the zeal to complete the task comes from within the person because it gratifies them.

Although this internal satisfaction is often the goal of doing activities when intrinsically motivated, there are some rewards as well. These rewards are mainly psychological in nature. The activity creates positive emotions within the individual.

For example, some people carry out philanthropy because it makes them feel good when they believe that they’re making a difference in the community.

Assess motivational factors, differentiate between intrinsic and extrinsic motivation. Identify factors that produce job dissatisfaction. Identify factors that motivate you and factors that have led to job dissatisfaction for you

MOTIVATIONAL FACTORS

1. Salary

Receiving regular payment is a motivational factor at workplace.

2. Non-monetary incentives

Non-financial rewards are a way of motivating employees. These are often used to:

· Acknowledge extraordinary performance.

· Recognize achievement.

· Increase morale.

· Create a positive work environment.

· Motivate high performance.

There is a wide range of different non-financial incentives that can be used by managers:

· Simple “thank you” - either said directly to an employee or, better still, sent in written form and preferably hand-written.

· Public appreciation and acknowledgement of a job or task well done.

· Rewarding an employee with a title of a “star of the month” or employee of the month”.

· Vouchers or tangible goods.

· Flexible working arrangements.

· The opportunity to work from home.

· Free or subsidized meals, fruit or drinks.

3. Relationship with colleagues

As employees spend one-third of their day at work, relationships and interactions they have with their colleagues can significantly impact their mood and outlook.

4. Relationship with leadership

Each employee has a hierarchy of needs that should be addressed and the responsibility of understanding those needs lays with their line manager. The basis for effective communication between the two parties is two-sided trust. Relationships built on this foundation will help employees to honestly and openly talk about their needs, thoughts and feelings, which in turn will give the line managers clear direction on how to support and motivate their team members.

5. Company’s culture

A company’s culture comes down to 6 main elements: work environment, company mission, value, ethics, expectations and goals. In practice, the culture is just a set of rules or accepted behaviours that help employees make decisions everyday. While every company would have their own unique set of features, values and beliefs, culture is always about making sure that the employees have a productive and enjoyable working environment.

6. Learning and development opportunities

Self-actualisation is a natural by product of high performance. Most employees naturally want to do a good job to feel they are achieving their full potential. Learning & Development (L&D) is a way of educating and guiding the employees on the areas and aspects that will help them develop and progress.

7. Processes within the company

Making sure that an employee feels responsible for the outcomes of their work is crucial in building work engagement and stimulating higher performance.

8. Personal life

By offering support and understanding, as well as guiding employees through the hard times, it is possible to build trust and loyalty within people who frequently will return stronger and more committed.

9. Performing meaningful work

As in case of non-monetary incentives, motivation through meaning targets the need of self-actualisation.

Showing how the employees the role they play within the company links to the Company’s vision, mission and values.

10. Final Thoughts

Motivation is dynamic - it changes over time. It’s the line manager’s responsibility to identify and react to these changes. Having a full understanding of what employees want to achieve as individuals, and showing them how to do it, is the main principle that if followed will help to build a strong, engaged and high performing team.

FACTORS OF JOB DISSATISFACTIONS ARE;

1. Underpaid.

2. Limited Career Growth.

3. Lack of Interest.

4. Poor Management.

5. Unsupportive Boss.

6. Lack of Meaningful Work.

7. Opportunities for growth or incentives for meaningful work.

8. Work and Life Balance.

1. Underpaid

Not being paid what one is worth is called being underpaid.

2. Limited Career Growth

Not having the opportunity to climb the ladder and grow the career is another area that can foster dissatisfaction with a position.

3. Lack of Interest

This is a very straightforward concept; that one should not start his career with a job which is not an interested area of that person.

4. Poor Management

The management team plays an important role in an organization. Managers are responsible for motivating employees, planning, organizing and controlling within the organization.

5. Unsupportive Boss

With companies downsizing and keeping resources at a minimum, managers become more concerned about the bottom line rather than the very people who can have a direct effect on the bottom line.

6. Lack of Meaningful Work

The lack of meaningful work plays a big part in job dissatisfaction. Employees lose interest in work that offers no challenge.

7. Opportunities for growth or incentives for meaningful work

It’s easy to disengage from a job and organization that doesn’t value its employees or offer incentives for job growth.

When employees feel their contributions are significant, they feel happy at their work and work harder.

8. Work and Life Balance

Companies that fail to recognize the need for employees to maintain a healthy life and work balance are ultimately affecting their productivity levels.

Even if a company can’t offer salary increases, one way to improve job satisfaction is to create trade-offs for life and work balance.

Instead of offering raises, companies might consider incentives such as paid days off, flexible scheduling, and rewards such as tickets to movies, plays, or sporting events.

DIFFERENCE BETWEEN INTRINSIC AND EXTRINSIC MOTIVATION

Extrinsic motivation

This kind of motivation is present in individuals, who want to carry out or are carrying out tasks solely for the external rewards or avoidance of punishment. These rewards can be money, promotion or public recognition like Employee of the Month whereas the punishment could be demotion or cancellation of their contract.

Extrinsic motivation, therefore, originates from outside the individual and not from within them.

One might be inclined to think that the external rewards in this kind of motivation are all physical or materialistic. They couldn’t be further from the truth. Though it is true that many of the rewards are physical in nature, they can also be psychological.

In the example of the rewards above, mentioned public recognition and praise. Even if an individual is working for the bonuses that come with being Employee of the Month, the prestige of the title also plays a significant role in motivating the worker to achieve the accolade.

The worker doesn’t particularly enjoy implementing the tasks that are assigned to him but he carries them out with considerable zeal because he wants the psychological reward that comes with being publicly lauded for his work at the end of the month.

Intrinsic motivation

In contrast to the extrinsic kind of motivation, this form is where the individual partakes in a task because they actually find it interesting in and of itself. This means that the zeal to complete the task comes from within the person because it gratifies them.

Although this internal satisfaction is often the goal of doing activities when intrinsically motivated, there are some rewards as well. These rewards are mainly psychological in nature. The activity creates positive emotions within the individual.

For example, some people carry out philanthropy because it makes them feel good when they believe that they’re making a difference in the community.