Motivating Employees

It is possible for managers to motivate employees by using both intrinsic and extrinsic motivation. Making job tasks and requirements that employees need to meet and complete that having a feeling of being something that is fun or self-enjoyment for the work force to complete are incentive to keep completing tasks. Ultimately the main incentive for jobs is to get paid and if the job is more fun to complete the employee would have that much extra motivation to complete required tasks. Intrinsic motivation means the motivation of the tasks being just the tasks they are but also being tasks that employees look forward to completing. For management making a method of an interaction involved with required job tasks to help make an activity inside of the job, when the employees can work toward completing goals with others and have a friendly game or a sense of doing something greater than just completion of the job. Motivation of employees to feel that the job being completed has a bigger picture of results then just meeting just employment requirements. When employees want to complete the job and feel good about the outcome results of completion, they become more persistent on completing that job because of the results they receive are self-fulfilling and have strong moral values toward personal beliefs they have and desire in their own personal life. Using extrinsic motivation can be both good and bad, the motivation to get task complete because of an incentive of reward can be good to get tasks completed but could have an effect on how employees work together if the reward was for whom ever completed the required tasks better than the rest of employees or if the competition between employees would build. Extrinsic motivation can be a good method of motivating employees if the reward wasn’t a contest or a production level comparison. If the reward was equal for all employees management could be sure to cover all bases and ground so that employees wouldn’t sabotage each other or grow love hate relationships between each other. Making the reward something that can benefit more than one employee is good and a reward that can be chosen by an employee that would be something like a company party or a company retreat vacation trip. It is difficult to say how a reward system will work, effect production levels and/or cause riffs between employees but learning the process and how an incentive would work takes trials and errors but understanding the best possible reward to benefit the entire work force is a better route to take to ensure that production levels and employee relationships do not alter.