Wednesday, December 4, 2013

A Motivated, energetic, and productive employees: Nature or Nurture ?

The success of a high-performance organization lies in the people. Even the most advanced technology or the organization as a whole is planned to fail if adopted and supported by the people. Thomas Watson Jr. (IBM President 1951 through 1972), says "I believe that the real difference between success and failure in a corporation can very often be traced to the question of how well the organization brings out the great energies and talents of its people 

(1). So how do organizations create and maintain a diverse workforce and productive? should focus on selecting the most suitable employees intrinsically motivated to do their best? Or should the organization put resources do not need to motivate them for the workforce? intrinsic motivation caused by an interest or enjoyment in the task itself, and exists within the individual rather than relying on external factors or gift. external motivation, on the other hand, refers to the performance to get a result. External motivation can be internalized by the individual if the task in accordance with the values ​​and beliefs, and helping to meet their psychological motivations needs.Extrinsic employees in the organization is governed by three main variables: the age of employees, type of work, and the situation requires employees tend to be younger motivated by . career opportunities, independence in work, training and development, and recognition. The most effective motivator for employees aged job security, monetary incentives, and recognition. Older workers most effectively driven by job security, a positive work environment, and recognition. As we can see, the "confession" is the common denominator for all age groups.The paper money as a motivator differ significantly according to the type of job. Research by the Massachusetts Institute of Technology shows that when the work involves only mechanical skill, monetary incentives are an effective motivator. However, when a job requires cognitive skills, the effects of monetary incentives release. Even more, monetary incentives can have severe side effects, and reduce the performance of the employee (Pink, 2010) 

(2). The findings of this research is something to think about for the future management of the organization to try to motivate them with high bonuses ... motivator in situations such as lagging economy or a strong family situations can also affect the extent to which an employee is motivated by monetary incentives compared to other organizational factors, such as recognition and awards. Organizations can observe two types of employee motivation. From the perspective of intrinsic motivation, organizations can choose the best that suits the natural tendency of employees in accordance with the processes and requirements of a particular position. When the interests of employees with the type of work, preferences, and behaviors, an employee tends to point better.From do not need motivation, employers can use the recognition and awards. Some awards are the most effective strategies is also very cheap or free. For example, write "thank you" note or letter to an employee does not take much time, but it can work wonders in improving employee motivation. Identification and estimation of other strategies can be gift cards, performance certificates, licenses, office breakfast, or win a holiday surprise. Celebrate the employee, such as graduations, can be an effective approach motivation as well. Most importantly, appreciation and respect for the honest, and the leader not only act, but also believe that humans are the most important asset.So, employees are motivated, energetic, and productive determined by nature or groom he formed the organizational skills? The answer may be "both." While our personality, experience, and common role in attitude of how much we are motivated to do their best, do not affect the ability of our organization needed motivation, productivity and consequently significantly degree.Thomas J. Watson, Jr. (1963). business and faith. Daniel Pink (2010). Drive: The Surprising Truth About What Motivates Us.

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