Motivation in an organizational context holds a lot of value as employees needs to be pushed to achieve maximum results leading to better performance of the company. Every employee in the organization needs motivation. Rewards, incentives, recognition, perks, praise, appraisals, gifts, awards and other kinds of monetary or non monetary benefits motivate employees to work and give their best in the organization.
Today, the biggest challenge of a human resource manager is to keep the staff motivated. There are lot of programs that HR personnel introduce to motivate the employees and keep them enthusiastic about the work. Since motivation cannot be easily measured, it is difficult for an HR manager to keep its staff charged up all the time!
There are many theories on motivation that many experts in this area have formulated. These processes are tried and tested over a period of time and they are applied in most organizational context. Some of the popular theories of motivation are Maslow’s hierarchy, Herzberg’s two factor theory, Theory X and Theory Y employee motivation theory etc.
Apart from the extrinsic motivation, employees can also motivate themselves intrinsically. One of the common factors of loss of motivation is unclear or poor identification of the goal. Hence all employees in the organization need to have clear defined goals.
Another way for an employee to keep oneself motivated is through getting an edge over others. Learn something or acquire a skill that differentiates you from other employees. This helps an employee to keep himself motivated. An employee should also set his own deadlines, boundaries and other goal completion dates.
Giving a set time to a project helps one to feel motivated to complete it. Last but not the least; the employee should stretch to his or her maximum. Stretching one’s limits helps to formulate new limits and explore new horizons that helps to motivate oneself.