" Motivation is what gets you started, Habit is what keeps you going."
Jim Ryun - Former American politician
Motivation is the inner drive that directs a person’s behavior and attitude toward goals and objectives which can be defined as a process that energizes, directs and sustains human behavior.
The motivation as so that encourages a person to do the best possible the assigned tasks or to exert the maximum effort to perform very well. An influential feature of motivation is that it is behavior directed towards a goal and that should be considered by Human Resource Management "HRM".
In most organizations, it is common to hear the refrain that a particular employee is not motivated and hence his or her performance has taken a back seat. Due to that, corporations spend a lot in arranging for training sessions and recreational events to motivate their staff.
The absence of motivation leads to: Under-performance, loss of competitiveness and loss one of important productive resources for the organization (Employees are the main assets).
As a recommended process and steps that to start with Identification which to be the 1st phase it is about where the employee feels his/her some unsatisfied need. Then as 2nd phase is to search the ways to satisfy the needs by finding the different alternatives that can be used to satisfy these needs once if the need is assessed and an employee is able to find out the way to satisfy the need, then the next is a selection of goals to be performed as an action and tracking plan. Finally, after the need is satisfied through above approach, then to proceed with reassesses any deficiencies that to be as repeated process.
Most motivation theories seek to explain why employees are motivated by and satisfied with one type of work than another?
Here will go though some of important theories one of them is “Maslow’s Need Hierarchy “as Mr. Abraham Maslow organized five major types of human needs into a hierarchy. The need hierarchy illustrates Maslow’s conception of people satisfying their needs in a specified order, from bottom to top,the five Levels of Maslow's Hierarchy of Needs are 1st, Physiological Needs (Breathing,Water ,Food and Homeostasis) . 2nd is Security and Safety Needs (Heath and wellness ,Safety against accidents and injury, Financial security) . 3rd is Social Needs (Family, Friendships, Social groups, Romantic attachments, Community groups and Churches and religious organizations.) At the fourth level in Maslow’s hierarchy is the need for appreciation and respect named as Esteem Needs which linked to our subject here motivation, At the top of Maslow’s hierarchy are the self-actualization needs which coming with the question "What a man can be, he must be," Maslow explained, referring to the need people have to realize their full potential as human beings.
Other or 2nd theory here is “Existence Relatedness Growth (ERG) ”Alderfer focuses on three needs: Existence, Relatedness and Growth.
Here we move to one of a famous theory in the HR management created by Douglas McGregor while he was working at the MIT Sloan School of Management in the 1950s “ Theory-X and Theory-Y” which represents the traditional management view that employees are lazy, was uninterested in work, and needed to be prodded to perform. In contrast, his theory Y viewed employees as creative, complex, and mature individuals interested in meaningful work.
McGregor suggested that the managers motivate employees by giving them the opportunity to develop their talents by giving them the freedom to choose the approaches they would use to achieve organizational objectives.
Methods (Options & Alternatives)
There are many options for our subject the simple and traditional way is the direct Reward as people behave in ways that they believe are in their best interest, and look for payoffs for their efforts. They expect that a good job performance leads to organizational goal attainment, which in turn leads to satisfying their individual goals or needs. More advance way is by Challenging Jobs that the key matter is the job enrichment, which means building motivators like opportunities for achievement into the job by making it more interesting and challenging by different ways, such as combining tasks ,forming natural work teams ,building a customer satisfaction policy, vertical loading the job and create an open feedback channels. Merit Pay, as a merit raise is a salary increase, usually permanent, that is based on the employee’s individual performance. It is a continuing increment rather than a single payment like a bonus. Spot Awards is recommended in some cases which is the one given to an employee as soon as the laudable performance is observed. Skill-Based Pay that some organizations utilized base on their field or scope as employees are paid in the range, depth, and types of skills and knowledge they are capable of using rather than for the job they presently hold. For the employees whom highly value day-to-day recognition from their bosses, peers and team members appreciated should take place always "Recognition".Delegation, authority, tools, and information to be given to the employees to do their jobs with greater autonomy. (self-efficacy lead to utilize the potential more) that obviously is the Empowerment .Setting a SMART objectives and monitor and observe the results can be a very effective way of motivation. HR Specialists claim it is better to focus on improving desirable behaviors rather than on reducing undesirable ones which called a Methods Positive Reinforcement.
Challenges (competency and competitive)
Obviously, to say that motivation is not a simple topic or approach as no two people respond to precisely the same set of motivators. Leaders face several pressing subjects that complicate the challenges of motivating their employees as what's called a Workforce Diversity which complicated because managers must consider so much more motivating variables. Also, there is the organizational Restructuring the wave of mergers and acquisitions is followed by layoffs that represent another challenge. Employees who have been let go for reasons unrelated to their performance may question whether initiative and creativity are now less important than political survival skills. The number of qualified candidates for most entry-level positions is decreasing. In the labor market, leaders face this challenge in attracting, retaining and motivating qualified entry-level employees (Fewer Entry-level Employees) this as well that An oversupply of managers The number of senior management positions is less than the number of deserving candidates!.
Outcome (Reality and truth)
The motivation of employees is indeed important for the health of the organization. Only when employees are motivated sufficiently can they give their best toward organizations’ goals and objectives.