Motivation for performance as a key element for organizational success.
Written by:Diomer Antonio Galán Rincón.
Bachelor's Degree.Public Accounting / MSc.Science of Higher Education.
Today, large corporations need to be a permanent driver of creativity and individual responsibility, of a real change in people's behavior throughout the organization. The essential task is to fully motivate people to keep them changing in response to new business challenges. Therefore, individuals must be highly motivated to be part of the company's development, and when you recognize a performance gap you are making an important contribution to bringing about change.
Undoubtedly, the manager of today and of the future must focus more on achieving the formation of work teams, composed of people with competencies and skills for the job but also with a high level of personal motivation that guarantees the achievement of the established goals.
Indeed, time keeps passing and things keep changing, this may seem obvious, but it is not for managers and companies that do not adapt. If changes are not anticipated and something is not done to adjust to them, organizations will not be able to survive in a highly competitive world. Therefore, managers must be comfortable with change and be willing to act in the face of uncertainty.
It should be noted, then, that one of the most important aspects of motivation is reflected in the way people view their contributions to the organization and what they receive. Ideally, they will see the relationship with the company as a well-balanced and truly beneficial exchange. So, as people work and realize the results, know the consequences of their actions, develop beliefs about how they evaluate the results and basically how fairly the organization treats them.
Therefore, to be energetic motivators, managers must know what attitudes can motivate their employees; while productive people appear to get a lot of things done, most of the important activities must be performed by highly motivated work teams that help the organization run smoothly.
However, the aim is to maintain in the employees a high level of encouragement with which they can develop positive attitudes, which will ensure a better performance at work, since having highly motivated employees to perform any task in the best way benefits both the organization (which will have greater and better results), and the workers themselves, who will experience an increase in their level of job satisfaction.
I hope you like my article and I would appreciate all your comments.
Bibliographic References:
1.- Martínez, K., and Parra, M. (2013). Leadership styles as a managerial function to drive organizational change in Agropecuaria Beth Shalom C.A (SHALOMCA). Special Degree Work. Universidad Nacional Experimental Sur del Lago "Jesús María Semprúm" (UNESUR). Santa Barbara de Zulia. Venezuela.
2- Melean, M., and Millano Z. (2011). Incidence of Motivation in the Work Performance of the Personnel of the Telcel Company Located in Bella Vista, Maracaibo, Zulia State. Unpublished undergraduate thesis. Dr. Rafael Belloso Chacín University. Maracaibo, Zulia State. Venezuela.
Hello @dgalan
I think you hit the nail on the head when you say that one of the biggest sources of motivation has to do with what the employee receives from what he gives. Obviously, everyone who does a job expects a payoff, and in theory there should be a greater reward if they give more than their fair share. When that does not happen, demotivation can appear and express itself in ways that are not at all beneficial.
Greetings @ josevas217. Motivation is always an important element in companies, sports, among others. The economic factor and eventual incentives are arguments to have a super motivated staff, resulting in achieving business objectives and goals set in less time than estimated.
Thank you very much for your comments