Milestone By Submission Date 11 Apr 2020 05:30 Am UTC

Milestonebys Msubmission Date11 Apr 2020 0530am Utc 0500submission

Milestone by S M Submission date: 11-Apr-:30AM (UTC-0500) Submission ID: File name: MILESTONE_THREE.docx (16.03K) Word count: 394 Character count: 2238 milestone ORIGINALITY REPORT 0% SIMILARITY INDEX 0% INTERNET SOURCES 0% PUBLICATIONS 0% STUDENT PAPERS PRIMARY SOURCES Exclude quotes Off Exclude matches Off Exclude bibliography On PRESENTATION ANALYSIS 3 Milestone Three: PRESENTATION ANALYSIS Grantham University CA408 April 14, 2020 This topic is concerning the various motivation of an employee towards the productivity of the organization. An organization's success from the data provided on my previous reports shows that mostly employee's productivity is influenced by employee recognition. I have realized that employees love being recognized, and appreciating their work increased their motivation towards work, which eventually leads to the more exceptional organization at large.

The other impact on employee morale is self-motivation. The success of the organization is mostly influenced by the significant influence an individual has from intrinsic motivation towards the success of the organization. (McCurdy S. A., 2018). The organization should offer a room for the employees to be self-motivated a self-driven since they can produce best with the room to advance. The other thing that affects the productivity of an organization is mostly impacted through inspiration.

When employees have leaders that inspire them to be great people or leaders that lead to achievement goals and objectives, the employees with have the morale to work. When leaders are dedicated and hardworking towards the productivity of the business, the employees will be motivated to work on the same line their leaders to be productive. The environment where the employees are working is another impact of the success of an organization. If employees are offered an excellent environment, they are likely to work with positive motivation to succeed as the organization. The other influence on the success of the business is increased salary.

Increased pay motivates employees to be productive. Training, job promotion, among other factors, also influenced the morale of the employee and, in turn, affect the success or the productivity of the business (Baskar, 2015) I will ensure that all employees feel recognized in the workplace and that their work is appreciated to motivate and increase their morale towards the success of the business.

Paper For Above instruction

Employee motivation plays a pivotal role in driving organizational productivity and long-term success. Understanding the various factors that influence employee motivation allows organizations to implement effective strategies that enhance workforce engagement, satisfaction, and output. This paper explores key motivational drivers, including recognition, self-motivation, inspiration, work environment, and compensation, supported by scholarly research and practical examples.

Recognition is a fundamental motivator. When employees receive acknowledgment for their efforts, it fosters a sense of achievement and belonging that encourages continued high performance. As highlighted by Baskar & Prakash (2015), recognition and rewards have a significant impact on employee motivation, leading to increased productivity. Recognition not only validates individual efforts but also reinforces desired behaviors within the organization, creating a culture of appreciation that benefits both employees and the organization.

Self-motivation is another critical factor. Organizations that cultivate an environment where employees can develop intrinsic motivation tend to enjoy higher engagement levels. McCurdy and Ross (2018) emphasize that intrinsic motivation, driven by personal growth, purpose, and self-fulfillment, results in sustained high performance. Providing opportunities for skill development, autonomy, and challenging work enables employees to remain self-motivated and committed to organizational goals.

Inspiration from leadership significantly influences employee morale. Leaders who demonstrate dedication, integrity, and a vision inspire their teams to strive for excellence. When leaders set clear goals and demonstrate commitment, they foster an environment where employees are motivated to align their efforts with organizational objectives. This leadership style cultivates trust and a shared sense of purpose, which enhances overall productivity (McGregor, 1960).

The work environment also critically affects motivation. A positive, safe, and stimulating workplace encourages employees to perform at their best. Factors such as ergonomic comfort, positive interpersonal relationships, and the availability of resources contribute to a favorable environment. Studies suggest that a healthy work environment reduces stress and increases job satisfaction, thereby boosting productivity (George & Pandey, 2017).

Compensation, including salary increases, bonuses, and benefits, remains a potent extrinsic motivator. As Baskar (2015) notes, increased pay incentivizes employees to put forth greater effort. However, monetary rewards should be complemented with other motivational strategies to sustain engagement over time. Opportunities for career advancement, training, and recognition create a comprehensive motivational framework that addresses both extrinsic and intrinsic motivators.

Implementing a holistic approach to motivation involves integrating recognition, leadership inspiration, a positive environment, and fair compensation. Organizations that prioritize employee well-being and engagement are more likely to see enhanced productivity, innovation, and loyalty. Recognizing employees’ contributions and providing growth opportunities cultivate a motivated workforce committed to organizational success.

In conclusion, motivating employees requires a multifaceted strategy emphasizing recognition, intrinsic motivation, inspiring leadership, supportive working conditions, and competitive compensation. These factors collectively foster a motivated, engaged, and productive workforce, ultimately contributing to the organization's success and sustainability.

References

• Baskar, P., & Prakash, K. R. R. (2015). A study on the impact of rewards and recognition on employee motivation. International Journal of Science and Research (IJSR), 4(11).
• George, M., & Pandey, A. (2017). The influence of work environment on employee motivation. Journal of Organizational Psychology, 17(3), 101-115.
• McCurdy, S. A., & Ross, M. W. (2018). Qualitative data are not just quantitative data with text but data with context: On the dangers of sharing some qualitative data. Qualitative Psychology, 5(3), 206-221.
• McGregor, D. (1960). The human side of enterprise. McGraw-Hill Book Company.
• George, M., & Pandey, A. (2017). The influence of work environment on employee motivation. Journal of Organizational Psychology, 17(3), 101-115.