The Role of Motivation in the Management of Employees

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Introduction

Different factors, such as technology innovations, globalization, growing desires of people, and increased competitiveness, have influenced the management approaches to various jobs, including food service assistant and scientist jobs. It is crucial to manage human behavior and keep workers motivated effectively. Several approaches to organizational behavior and theories of motivation play a distinct role in explaining current practices to the management and organization at the workplace. Those approaches and theories can be used to assess the motivation of employees at different positions, such as food preparation assistants at Yo! Sushi and a scientist at AstraZeneca’s site, determining aspects that impact performance.

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Approaches to the Management

Job Motivation

First, one should analyze the importance of motivation and its effects on performance. Motivational ideas, leadership skills, and modifications of organizational structures are crucial in maintaining employees’ motivation, job satisfaction, productivity, and professional growth (Kondalkar, 2020). Motivation has a foremost role in improving the performance of an organization. Managers should create conditions for the employees to keep them motivated to achieve new goals. The influence of job design on work motivation is crucial. The study conducted by Al-Musadieq (2018) shows that the variable of job design has a great impact on the variable of work motivation. Motivation is a crucial aspect that assists employees in performing various job tasks.

Organizational Behavior

Management leaders are required to analyze the behavior of individuals and groups in the organization. The manager should be able to establish behavioral norms. If the current behavior does not facilitate the success of the organization, then the individual behavior should be modified. Organizational behavior’s primary objective is controlling and managing changes (Bratton, 2020). Organizational behavior theories are formed to control employees’ behavior and its aspects. They are job design, organizational culture, groups, and teams.

Controlling Human Behavior

The role of human behavior and OB theories is essential for management actions. Today, in order to maintain job satisfaction, the employees should be trained on how to use technology and equipment (Matthews, 2021). For example, scientists’ work often requires high and innovative technology and equipment. The needs of the sushi master could differ from those of the scientist. Nevertheless, a leader should be able to predict and understand the value systems of employees in order to be able to control human behavior within the organization. People are the basic element in the organization that needs managing. Each individual has their own professional or personal goals. Thus, the managers should identify those needs and pursue fulfilling their needs efficiently.

Teams and Groups

The role of work teams and groups is important for the organization. For instance, individual interests should be kept aside if they conflict with the group’s goals. Accomplishments of the team lead to the success of organizational goals (Kondalkar, 2020). It is essential to manage not only the internal workforce but pays attention to the interests of the government, stakeholders, non-government organizations, or social groups. These groups of people might decide what scientists or food service assistant does since their role in society is dominant.

Foodservice Management

Foodservice management requires the analysis of human resources and strategic management. Such factors as service quality, foodservice marketing, food safety, food healthfulness, and restaurant finance describe restaurant management (DiPietro, 2017). Thus, the quality of service and financial aspect might serve as a motivation for the Food preparation assistant at Yo! Sushi. The study carried out by DiPietro (2017) demonstrates that the implementation of new technology and the active interaction between employees and customers increase the success of the restaurant. Hence, the behavior of the food service assistant should be directed on effective communication with the clients and usage of technologies in food preparation.

Talent Management

Next, there is a need to examine the role of talent management in employee motivation. Research suggests that talent management is crucial in hospitality management (Sinclair-Maragh, 2017). The talent management concept is described as developing, retaining, identifying, and engaging employees with talents essential for the organization’s success. The talent management concept should be emphasized in the business strategy. It is important to facilitate individuals’ fulfillment of their potential. Employees need to be given a chance to develop professional skills and enhance their careers. For example, managers should provide an opportunity for the food service assistant to become a top manager in the case of productive work. It will motivate him and facilitate a positive outcome for the organization.

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Motivation and Employee Retention

Such principles as mentoring and coaching should be enhanced in talent management. If a food service assistant is mentored by a chief cook, he will gain more motivation to work and gain useful skills. In such job positions, it is crucial for the organization to retain talented employees. According to Ramlall (2004), despite technological advances, market focus, or size, organizations are facing challenges related to retention. Motivation and engagement of the employees would help to retain employees (Christensen and Rog, 2008). Mentoring and coaching can enhance performance, as an employee would have a role model to look up to, thus increasing motivation to grow at a certain job position.

Intrinsic and Extrinsic Motivation

There are intrinsic and extrinsic motivation factors that contribute to motivation, according to Herzberg’s theory. Explicit organizational commitment will be performed better if the employee is motivated enough (Kalhoro, 2017). It is crucial to reward the employees, be they a scientist or sushi assistants. According to the study carried out by Kalhoro (2017), extrinsic and intrinsic motivation are both important. There is a need to reward employees according to their accomplished work. Extrinsic motivation could be conditions, salary, job security, and policies. Intrinsic motivation could be appreciation, a friendly environment, and achievement. Such things as job security, appreciation, and achievement will most probably motivate a scientist. Condition, friendly environment, and salary will likely motivate the food preparation assistant. Thus, if these aspects are ignored, it may lead to demotivation and consequently to non-commitment and poor performance.

Factors Demotivating Workers

It is also worthy to understand what could demotivate workers. Nursing scientists often face dissatisfaction and burnout because of the intense workload (Mattews, 2021). Thus, managers shall pay attention to the infrastructure and accessibility of the organization system. A high level of motivation and competitiveness among national scientists and researchers might be achieved by external management actions and by creating a proper environment (Shmatko & Volkova, 2017). Researchers are motivated by self-realization and competence, and skills improvement, according to Shmatko and Volkova (2017). Thus, the professional environment should be organized in a way that facilitates researchers’ motivation. Management should maintain adequate conditions that give researchers the opportunity to grow professionally and realize their potential. In addition, scientists might be motivated by personal interests, so the job design should admit their interests in order to keep scientists motivated. Usually, the stakeholders, government, or private organizations decide what scientists and researchers do.

Conclusion

In conclusion, the Food preparation assistant at Yo! Sushi and scientist at AstraZeneca’s site have different works in relation to their functions and goals. However, their motivation and performance could be described using the same approaches to OB and theories of motivation. Food service assistants and scientists are motivated by different things, and their work is decided by different people. However, leaders of both organizations should admit the job design, Extrinsic and Intrinsic factors in relation to motivation, and behaviorist theories when managing employees’ work.

References List

Al-Musadieq, M., Nurjannah, N., Raharjo, K., Solimun, S. and Fernandes, A.A.R. (2018) ‘The mediating effect of work motivation on the influence of job design and organizational culture against HR performance’, Journal of Management Development, 37(6), pp. 452-469.

Bratton, J. (2020) Work and organizational behavior. Bloomsbury Publishing.

Christensen, H.J. and Rog, E. (2008) ‘Talent management: a strategy for improving employee recruitment, retention and engagement within hospitality organizations’, International Journal of Contemporary Hospitality Management, 20(7), pp. 743-757.

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DiPietro, R. (2017) ‘Restaurant and foodservice research: A critical reflection behind and an optimistic look ahead’, International Journal of Contemporary Hospitality Management, 29(4), pp. 1203-1234.

Kalhoro, M., Jhatial, A. A., and Khokhar, S. (2017) ‘Investigating the influence of extrinsic and intrinsic motivation on work performance: Study of bank officers’, Global Management Journal for Academic & Corporate Studies, 7(1), pp. 121.

Kondalkar, V.G. (2020) Organizational behaviour. New Age.

Matthews, E. E., Kinser, P. A., Warshawsky, N., Loerzel, V., and Rice, M. (2021) ‘The perceived reality and environment of the mid-career nurse scientist’, Nursing Outlook, 69(3), pp. 276–285.

Ramlall, S. (2004) ‘A review of employee motivation theories and their applications for employee retention within organizations’, Journal of American Academy of Business, 5, pp. 52-63.

Shmatko, N. and Volkova, G. (2017) ‘Service or devotion? Motivation patterns of Russian researchers’, Forsite, 11(2), pp. 54-66. (eng).

Sinclair-Maragh, G., Jacobs-Gray, N., and Brown-Roomes, N. (2017) ‘A case of talent management practices in motivating fast food service employees’, Emerald Emerging Markets Case Studies, 7(3), pp. 1–16.

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