Motivation at Work

Motivation At Work

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Student Name: Sanad Mohammad Miteb Al-Fayez

Student ID Number: 20142401042

Professor Name: Dr. Fathi Yousef Al-Arabi

Course Name: Management Sciences

Motivation at Work.

     A basic organization or establishment is made up of different levels of authority and power for example a first line manager does not have the authority as the CEO of the organization so this depends on hierarchy levels. Therefore employees with a high chain of command has to make employees motivated while doing their jobs, which means that when employees are motivated while  doing a certain task they will perform better giving the final product a better quality therefore increasing the consumers demand on that certain product increasing the overall profit for the firm or establishment. Can you imagine how great the impact is on the firm or the society itself? Getting employees motivated helps a great amount of people involved such as the company, consumers, the employees and even the society. In my essay I’ll be explaining what motivation is, the impact of motivation, different forms or methods of motivating employees and different types of leaders in an organization.

   First of all motivation is when employees are being continually committed and interested while doing a certain job or task and even in making an effort to achieve a goal, motivating employees is either by internal or external factors. An example of motivation is when a product selling agent gets an incentive for every can of soda he sells above the target set to him (2 dollars for every can). Another example for motivation is when school teachers get a yearly bonus if they arrive punctually at every school day without being late, can you observe the work efficiency and improvement the company or firm will observe when such incentives are given to employees.

    Managers or leaders in a firm have the greatest impact on employees when it comes to motivation, this was discussed by Douglas McGregor in  his book “The Human Side Of enterprise” that was published in 1960, in that book he came up with two models  about managers which he Called “Theory X” and “Theory Y” managers. I’ll be discussing now every model and what does its name represent. Theory X managers assume that employees hate their jobs and therefore they should be threatened into doing the required task, they also assume that being tough is the only key for getting the job done.

    On the other hand Theory Y managers assume that employees need to rest after being physically tired, controlling employees and punishing them is not the only way for making them do the job right, imagination and creativity should always be appreciated and should be used in solving problems. As you can see theory Y managers make the employees more committed to the job therefore quality is assured and consumer satisfaction is maintained due to employee motivation and comfort. On the contrary if you take a look at employees that work under the span of control of Theory X managers you will notice the huge difference in the quality of the product and overall output, this proves that Theory Y managers are more efficient when it comes to decision making and product development and selling. As you can see Theory Y manager’s enable employees to imagine and innovate therefore the firm will benefit greatly from such types of managers due to the overall production method and creativity. Outstanding results will be achieved in the areas of:  productivity improvement, employee commitment, smoother running process, resource integration (A process which promotes coordinated development of resources such as land and water in order to maximize social welfare and economy).