Motivating Employees: Leadership, Focus, and Persistence - Essay Sample

Introduction

Making, focus, and persistence of employees' voluntary behavior in an organization. In an organization, employees' motivation is usually determined by factors such as the organization's leadership style that sets the organization climates for the workers. If the leadership of the organization takes proper consideration of the employees, the employees are more motivated to carry out their duties in a company as they feel that their leaders appreciate their effort. Another factor that affects employee motivation is the company's environment that consists of culture, customs, and norms accorded by society to specific jobs, occupations, and professions that play a critical motivational role among the employees. The motivation of the employees got promoted by the practice of employee engagement in a company. It involves the employee's emotional motivation, cognitive a person self-efficacy to carry out the job, clear understanding of employee role in a company voice, and belief that they possess the capacity to perform their duty.

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DQ1

In goal setting motivation, there is nothing unethical about the managers being interested in learning the most effort of their employees. Goal setting in is an essential tool for improving the morale of the workers in an organization and also creates the potential of enhancing the productivity of the company (Prentice, 2019). Therefore, when setting goals in a company, managers should lean the effort of the employees. Managers should learn the theories of motivation, for example, the three learning needs of employees such as the need for achievement the managers guide the workers in accomplishing the most challenging goals and employees feel appreciated, need for affiliation the employees need approval from others workmates to avoid conflict this creates unity among the employees and thy feels motivated in carrying out their tasks. The employer needs to learn the worker's need for power. It is usually done through the promotion of the hard-working staff in a company, thus motivating the employees.

When managers set some hard specific goals for workers aims to improve the performance of employees and not to manipulate them. The hard goal is sometimes deliberately set by managers to some specific number of employees to help them develop their capacity to carry out their duties effectively and, at the same time, improve their motivation to work. When a certain employee exhibits undesirable performance, they can be corrected until they become perfect in performing their duties and thus promoting their morale. For example, the managers use social cognitive theory in streamlining the performance of the employees and improving their motivation. The managers learn the employee behavior outcome, and thus they can anticipate the consequence of the outcome of the goals assigned to the employees and encourages the smooth operation of all the employees as each employee gt assigned to the tasks they can deliver thus they feel motivated. The employers' practices behavior modeling in their employees' management and encourages employees' self-regulation. The workers thus, feel valued, and their morale to perform their duties is encouraged as there is a collaboration of the senior people and subordinates' employees at the workplace.

DQ2

Performance management in a company that I had in the past get carried out by rewarding the employees based on their performance. The best performing employees would get promoted as a form of appreciation. Thus they would be stimulated to perform their tasks more effectively and build a good reputation of the company (Neisig, 2019). My position in the previous company as a manager's best theory of management was the expectancy theory of motivation that focuses on effort and performance to offer the outcome. The effort of employees is measured by performance to produce an outcome that determines how employees get rewarded.

References

Neisig, M. (2019). When motivation theories create demotivation and impair productivity. Nordic Journal of Studies in Educational Policy, 5(3), 149-152.

Sheldon, K. M., & Prentice, M. (2019). Selfdetermination theory as a foundation for personality researchers. Journal of personality, 87(1), 5-14.