Question:
Discuss About The Social Lives Or Even Our Professional Lives?
Motivation is one of the major requirements of today’s life. Be it in case of academics, personal lives, social lives or even our professional lives, it is motivation that forms the backbone. In all the possible spheres of life, there are many ups and downs. There are positivity and negativities as well and in order to make sure that these negative vibes do not cause any harm motivation is highly needed (Moatt et al 2015). A very common question that might crop up in our minds is that why and how this motivation theory is considered to be the backbone of the corporate culture or any other such platforms of life (Dobre 2013). While speaking about motivation, another term that must be discussed about simultaneously is that of efficiency. In order to increase the efficiency of the workers, motivating them at every level must be the highest priority of the management. However, though not many scholars have spoken against efficiency but some scholars did. According to an article produced by the college of business and economics, professor Bruenderman, that efficiency often limits the job ability (Muogbo 2013). This has been demonstrated by the example of MacDonalds where the employees cook and prepare all the recipes in line where all of them are very much limited in their respective job functions like, the employee who prepares the food will only do that and never take orders, whereas the one that takes orders will always stay at the reception rather than going to the kitchen to cook. Similarly, the one that adds wrap to the food packets will always stick onto this job itself. This in turn cuts down the learning experience of the employees and they can never master the art of multi tasking. On the other hand, all the former human based works have now turned mechanized that is computer based, which increases efficiency but at the same time, reduces the amount of jobs and also cuts down the employee duties. Efficiency has made the lives of people much easier, they get everything they want in minutes but at the same time, affects productivity in the long run.
As it is a known fact that there are two sides of the same coin, there are both advantages as well as disadvantages of the vast arena of opportunities that have been opened up in front of all the modern enterprises. There are both opportunities as well as imperilments lying in front of all the enterprises. It is a known fact that, in case of any business organization, a proper strategic plan has to be made that will formulate all the long term goals and objectives that the company is expected to achieve in the long run. However, this planning system can function properly, only if it is backed by a proper motivational aspect (Hameed et al 2014). In other words, it must be the top most priority of all the members of the top management or the hierarchy of the company to encourage all his employees from time to time. This encouragement can be done through a constant motivation given to the workers from the side of the superiors.
It is with the help of this motivation that the workers can recognize their potential to work and can increase their level of efficiency. Efficiency can be measured in various ways and the most simplest and significant way is perhaps measuring the extent of efficiency that is seen within the workers of any business enterprise. A good example can be the fact that there are often instances where one gets other many negative comments or come across many negative opinions from their superiors or their co workers. This negative comment not only renders them mentally weak and demotivated but also makes any good news really bad and uninteresting. Negativity is like a virus that keeps on getting transmitted from one person to the other like a disease causing germ and contaminates everything. It is because of this reason that motivation is highly needed, as it helps in increasing the level of efficiency of the workers thus boosting up their productive capabilities.
Job enrichment is highly needed in order to increase the level of efficiency among the workers. Boredom is highly ruining in terms of both personal as well as professional life (Barba et al 2016). Adding up some sorts of varieties in the ongoing activities is very much essential in making the monotonous work very interesting, which in turn will increase the efficiency of the employees. However, there are also some negative aspects of motivation as well. Within an organization, there are many types of employees and not all are a well wisher of each other. This job enrichment may turn out to be advantageous for some and disadvantageous for others. The skill and technological knowledge which will be needed for this job might already be known to some whereas for some it can be totally new and unknown. There can also be lack of proper training that might be very essential for performing this new type of job, this might lead to chances of lower productivity. The other very damaging effect that can crop up due to this job enrichment is disrespect from the employees towards the management, because not every employee can be included in the new job role and responsibility (Brown 2014). As a result of which, some will excel in their work while others will perform poorly due to lack of interest, lack of the feeling of being important to the company, lack of sufficient training etc. These will ultimately hamper the amount of productivity.
According to Haci Guclu and Sahil Guney, it has been said in the given article that job enlargement is another important method for increasing the efficiency of the employees by promoting new and diverse types of job roles and responsibilities. However, not every employee is able to cope up with this increased and modified kind of task as a result of which, they often feel neglected. This in turn affects their performance (Frey and Osborne 2017). However, the methods discussed in this article, to solve this low efficiency problem seems quite justified like solving disputes between co workers. There can be several quarrels between colleagues that can create negative vibes and can hamper the productivity of the employees. Another method to solve this low efficiency problem is by improving the work environment. The surroundings in which the employees will work must be healthy, safe, and clean with proper ventilation system. Another issue that needs to be immediately solved is that of unhealthy relationships with the managers. It must be the top most priority of the managers to try their level best to cater to the basic needs of their employees. The initiation of which can be done by appearing very friendly and transparent with them. In this article, the writer Speaks about the relationship between the desires of the individuals and their motivation. In other words, the writer tries to say that if the employees are able to choose their work as per their wish and work a cording to their own pace and techniques, then the rate of their efficiency and consequently their productivity will not be hampered. However, this does not work well in the present day scenario, because the employees are subjected to huge pressure and they ate given set targets that they are compelled to achieve. Success and competitions do not always increase the psychology of the employees; it can often create negative impacts, by making the employees tensed, nervous and impulsive. It is out of their impulse and the huge work pressure that they can often take some wrong move and make mistakes in their work thus lowering their total production.
The writer has however cited out many roles and responsibilities on part of the managers that are needed for increasing the efficiency of the workers thus motivating them. The managers must always keep this in mind that they are to formulate those motivation techniques that are in par with the kind of employees that they are dealing with (El-temash et al 2016.). If the employees are wage earners, then the managers must keep in mind to use techniques like payment equality, respect towards he wage earners, being thoughtful towards their needs and demands, listening to their complaints etc. However, often these policies are either not taken into consideration or they are use ignored in the long course of time. Once can make use of different models in order to formulate the motivation techniques like Maslow’s need theory which says people’s need have five layers and without satisfying the first layer, it is not possible to solve the upper layers. Another important theory is that of Adam’s Equity theory, which says that the biggest obstruction in path of motivation is treating the employees unequally. This is also one of the major concerns of the present day scenario. This is because; there are so many instances of unequal payments to employees based on their gender, working hours, social status etc (Filsecker and Hickey 2014).
Hence, I agree that motivation is of course the backbone of the present day corporate culture, but only when it is done proper and in a justified way. I would say that the managers must make sure that their motivational techniques are for all their employees and not just a handful of them. They must always try to identify and solve the negative motivational aspects like hopelessness, helplessness, fear of failure, inability to accept criticism, guilt and self blame etc. I would also recommend this to the enterprises that they motivate and encourage their employees to start use some very simple ways like, staying calm in tough situations, proving words into actions, starting the day with something simple etc. On the other hand, the management must also not forget their duties towards their employees and must motivate and encourage them throughout in order to boost up productivity in the long run.
Reference list
Barba, P.D., Kennedy, G.E. and Ainley, M.D., 2016. The role of students’ motivation and participation in predicting performance in a MOOC. Journal of Computer Assisted Learning, 32(3), pp.218-231.
Brown, D.K., 2014. The Perverse Effects of Efficiency in Criminal Process. Virginia Law Review, pp.183-223.
Dobre, O.I., 2013. Employee motivation and organizational performance. Review of Applied Socio-Economic Research, 5(1), Accounting.
El-Temsah, Y.S., Sevcu, A., Bobcikova, K., Cernik, M. and Joner, E.J., 2016. DDT degradation efficiency and ecotoxicological effects of two types of nano-sized zero-valent iron (nZVI) in water and soil. Chemosphere, 144, pp.2221-2228.
Filsecker, M. and Hickey, D.T., 2014. A multilevel analysis of the effects of external rewards on elementary students’ motivation, engagement and learning in an educational game. Computers & Education, 75, pp.136-148.
Frey, C.B. and Osborne, M.A., 2017. The future of employment: how susceptible are jobs to computerisation?. Technological Forecasting and Social Change, 114, pp.254-280.
Hameed, A., Ramzan, M. and Zubair, H.M.K., 2014. Impact of compensation on employee performance (empirical evidence from banking sector of Pakistan). International Journal of Business and Social Science, 5(2).
Hanus, M.D. and Fox, J., 2015. Assessing the effects of gamification in the classroom: A longitudinal study on intrinsic motivation, social comparison, satisfaction, effort, and academic performance. Computers & Education, 80, pp.152-161.
Hennecke, M. and Freund, A.M., 2014. Identifying Success on the Process Level Reduces Negative Effects of Prior Weight Loss on Subsequent Weight Loss During a Low?Calorie Diet. Applied Psychology: Health and Well?Being, 6(1), pp.48-66.
Leftheriotis, I. and Giannakos, M.N., 2014. Using social media for work: Losing your time or improving your work?. Computers in Human Behavior, 31, pp.134-142.
Moatti, V., Ren, C.R., Anand, J. and Dussauge, P., 2015. Disentangling the performance effects of efficiency and bargaining power in horizontal growth strategies: An empirical investigation in the global retail industry. Strategic Management Journal, 36(5), pp.745-757.
Muogbo, U.S., 2013. The impact of employee motivation on organisational performance (a study of some selected firms in anambra state nigeria). The international journal of engineering and science, 2(7), pp.70-80.
Van Der Sleen, P., Groenendijk, P., Vlam, M., Anten, N.P., Boom, A., Bongers, F., Pons, T.L., Terburg, G. and Zuidema, P.A., 2015. No growth stimulation of tropical trees by 150 years of CO2 fertilization but water-use efficiency increased. Nature geoscience, 8(1), pp.24-28.
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