Goals for Motivation Employees in HRM

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Table of Contents

Introduction
Goals for Motivation
Motivation Theories
Motivation Measurement
Conclusion
References

Introduction

It has always been said that an organization is as good as its employees. This is because employees play a critical role in meeting the short term and long-term goals and objectives of an organization as all organization present in the world are mission driven.

Motivation is a concept that many managers have put in place to boost the performance of their employees.

This concept aims at boosting the morale of employees at the work place. This paper shall therefore focus on the goals of motivation, motivational theories, and measurement of the outcome of motivation.

Goals for Motivation

The first goal that I would like my team to achieve because of motivation is to make all the team members to boost organizational morale. Giving employees rewards and incentives will make them feel part and parcel of the organization.

Additionally, a favorable environment for work shall be developed. This will in turn increase their loyalty and morale of work. Therefore, it will be much easier for my team to achieve the set goals and objectives of the project.

The second goal that I would like to achieve via a motivational program is boosting the productivity of the team members of my project. The rewards and incentives given to employees boost their productivity in a number of ways.

This includes time management, quality of work, consumer satisfaction, dedication of work and meeting of deadlines.

Thus, with incentives in place, team members will work hard to achieve the overall goals and objectives of the project hence ensuring its success in the long run.

The third goal of motivation is the development of team spirit. Achieving success as a team is much easier than through individual effort.

Thus, to ensure that team members work together to achieve the goals and objectives of the project, incentives that shall be earned only as a team shall be put in place. This will ensure that team member cooperate together to perform their respective tasks.

Reduction of operation costs is the fourth goal of motivation. With motivational incentives in place, absenteeism and employee turnover shall be reduced. This will result in increased performance, return on investment and reduction in recruitment costs.

Finally, with an effective and efficient motivation program, the goals and objectives of the project shall be achieved at ease. This is because the employees are dedicated to their work.

Motivation Theories

Several theories have been developed to explain the concept of motivation. According to the goal setting theory, it is believed that individuals often prefer to work within a given path to achieve a definite end result (Reisner, 2002).

This is the overall goal. The behavior change model on the other hand lays emphasis on motivation and volition. In this theory, motivation is viewed as an incentive of triggering behavioral intentions while volition transforms the intention into a behavioral action (Reisner, 2002).

Finally, the theory of unconscious motivation states that individuals are driven to some extent by motives that arise from the unconscious mind (Reisner, 2002).

Motivation Measurement

Motivation can be measured using a number of tools. However, the most effective tool is the by using the expectancy theory model.

This theory can only be put in practice in an environment where people put effort and expect to be rewarded in turn (Fellner, 2001). Thus, to measure the effect of motivation, the following considerations are put in place:

Relationship between effort and productivity
Relationship between productivity and results
The value of the results in an individual and the organization at large

Conclusion

Motivation is an essential factor to the success of an organization. However, the theories and models that an organization adopts should conform to its nature of operation and yield the desired results.

This is essential in the achievement of the goals and objectives of an organization.

References

Fellner, R. (2001). How to Measure Motivation. Web.

Reisner, R. (2002). From Transactional to Transformational Leadership: Learning to Share the Vision. Organizational Dynamics, 18 (3), 19-31

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