Crtical Analysis Of Journal On Motivation †MyAssignmenthelp.com

Question: Discuss about the Crtical Analysis Of Journal On Motivation. Answer: Main Theme The journal is based on the ways by which the efficiency of an employee can be increased with the help of motivation. Motivation plays an important role in developing the productivity of employees, which in turn has a positive effect on the organization as a whole. The importance of motivation in the workplace has increased in the current business environment as compared to the previous times. The workforce in an organization comprises of people from diverse backgrounds and generations as well. The importance of motivation has therefore increased much more in this case. The emotional and social intelligence of the supervisors or managers play an important role in the motivation of the employees. Supporting Facts The organizations are trying to survive in the ever-changing and highly competitive business environment. The managers of the company are highly skilled in their own fields and they are also highly educated. However, the connection that they have with the employees is the major factor that affects the motivation levels. The challenges related to retention of employees is quite common for the different organizations whether it is a small or big sized organization. The differences in the generations of employees is a major problem with respect to the levels of motivation that need to be provided. The ways of providing successful motivation to the employees in a multigenerational workforce is a challenge for the organizations. The emotional and social intelligence of the supervisors or the managers is an important factor that affects the motivation that is provided to employees. The different generations that are present in the multigenerational organization are divided into four types namely, Traditionalist, Baby Boomers, Generation X, Generation Y. The multigenerational workplace has many advantages and disadvantages as well. The managers need to play an important role in managing this workforce. The success of a multigenerational workplace depends on the ways by which the managers understand the challenges and dynamics of the differences between the generations. The major challenge that is faced in these types of organizations is the levels of communication between the employees of different generations. Ten Specialized Terms 1. Multigenerational Workforce The multigenerational workforce mainly consists of four different groups of people mainly, The Traditionalists, The Baby Boomers, Generation X, Generation Y. The motivation levels, perspectives, needs and the attitudes of the employees in the different groups are diverse in nature. The traditionalists are those who are present in the organization for a long and are hard working. They prove to be good team players and are able to work together effectively. The ways by which the traditionalists react and process the information differs from the younger group of people. The baby boomers are mainly the leaders of the company. This group of people are work-centric and loyal in nature. The employees belonging to the generation X have entered the organization after their traditionalists and baby boomers. They have different ethics related to work and their culture is also quite different. The employees of the Generation Y group are the newest entries in the company. These employees are crea tive, tech-savvy, smart and optimistic. The major goals of the organizations consisting of multigenerational workforce is to manage the employees of all the generations in an effective way. 2. Employee Motivation Employee motivation is mainly related to the levels of commitment, creativity and energy that is brought by the workers of the company. The organization always needs to find ways by which they can motivate the employees irrespective of the economic condition. Employee motivation is related to the internal and intrinsic drive so that the necessary actions and efforts related to work-related activities can be put forward. The levels of employee motivation can act as a major problem for the for the small sized organizations. The various factors related to motivation involve the add-ins that are provided to the employees. The various motivational methods include, empowerment, innovation and creativity, quality of life, learning and monetary incentives. Monetary incentives are not always enough for the motivation of employees. Non-monetary rewards can the organizations in fostering team spirit and increasing the recognition, advancement and recognition of the employees. 3. Social intelligence Social intelligence is related to the ways by which the managers can influence and motivate the employees of the organization. Managers of an organization who are socially intelligent mainly focus on the employees by motivating them to provide high performance levels. The managers help the employees to develop their potential. The leaders of the organization demonstrate the kind of behaviour which they expect from the employees. The social intelligence related skills of the managers help them in the establishment of a workplace culture that is exceptional in nature. The organizations which are socially intelligent have deep understanding related to the factors that motivate the employees and use the diversity of the employees for the profitability of the organization. Social intelligence can further in creating identity for the employees and develop their interpersonal skills in the process. This process helps in theself-management of employees and enable them to work effectively. 4. Emotional intelligence Emotional intelligence is considered as a tool which can help the managers of the organizations in the successful recruitment of employees and their retention as well. The emotional intelligence of the managers plays an important in the multigenerational organizations. The mind-sets of the employees are different and emotional intelligence helps the managers in understanding the different perspectives and react accordingly. The managers who have a high level of emotional intelligence can determine the needs of the employees and further take actions to fulfil them. The leaders with high levels of emotional intelligence try to make time to understand the employees and take care of their needs. 5. Generational differences The generational differences in an organization can act as a major challenge for the managers. The opinions of the employees belonging to different generations are also different and they many ways of managing these differences. The communication style that is followed by the managers and the employees can help in managing the differences in generations. The employees and the managers of the organizations also need to adapt to the changes in the internal and external environment. The technical skills that are possessed by the managers play a major role in the ways by which they can manage the difference between the employees. 6. Transformational leadership Transformational leadership is related to all the levels of the organization and it plays an important role in the management of employees. The leaders and managers who depict transformational leadership have inspiring nature and are daring as well. The transformational leaders have a charismatic approach in the organization. The four major factors that are depicted by the transformational leaders are intellectual stimulation, inspirational motivation, idealized influence and individual consideration. The promotion of the values, mission and vision of the company is related to inspirational motivation. The encouragement that is provided by the leaders to the employees so that they be creative and innovative is related to intellectual stimulation. The ways by which the leaders influence their followers and act as role models is defined by idealized influence. The managers can act as the mentors for the employees and provide them with rewards for their innovation and creativity. 7. Monetary rewards Monetary incentives are provided to the employees to motivate them regarding the various work processes. Money is considered as a major source of motivation for the employees of an organization. The social needs of the employees are also satisfied easily with the help of monetary rewards provided by the organization. Money acts a positive incentive that can be provided to the employees so that they can fulfil their personal needs. Monetary rewards are effective in motivating the employees within a broad area of industries. The organization also has many different ways by which they can motivate the employees. The monetary rewards can be provided in various forms including, gift certificates, cash rewards and many more. The reach of monetary motivation is also quite high and it has the ability to motivate the employees of the lowest levels up to those of the highest levels as well. 8. Employee morale Employee morale can also be defined as the levels of job satisfaction of the employees, the well-being of the employees. This factor plays an important role in increasing the productivity of the employees and in turn increase the revenues of the company. The high levels of employee morale are related to the positive attitude that they have towards the organization. The various components related to the increase of employee morale are linked to the environment of the organization. The morale of the employees is high if they have confidence on the capability of the leadership of their organization. The employees need to feel as a part of the organization. The organization has to involve the employees in the important decisions so that their morale can be high. The levels of interaction of the employees with their managers also play a major role in increasing their morale. Effective interpersonal relationships between the managers and the employees helps in boosting their morale. 9. Employee engagement Employee engagement is related to the approach in the workplace which results in the right condition of the employees so that they can give their best to the organization. The engagement levels of the employees are based on integrity, trust, communication and two-way commitment with the organization. The approach of employee engagement helps in increasing the chances related to the success of the business. This factor contributes towards the improvement of the performance of the individuals and the organization. Employee engagement is related to the understanding of the role that an individual play in the organization. The employee engagement can be increased by the organization by including the employees in the various decisions and providing them with regular feedback. The organizations which have high levels of employee engagement possess authentic and strong values. The levels of trust that between the employees and the organizations are also quite high. Employee engagement can a lso be related to the positive behaviour and the attitudes of the employees which further result in positive outcome in the business. The loyalty and pride that the employees feel towards their working in the company is also related to employee engagement. The ideas and the knowledge of the employees can be used appropriately with the help of employee engagement. This factor can also help in reducing the absence rates and employee turnover in an organization. 10. Organizational culture Organizational culture mainly involves the experiences, expectations, philosophy, values that can hold the organization together as a whole. The ways by which the organizations can conduct their business activities are also related to the culture of the organization. The levels of freedom that is allowed in the development of new ideas, making decisions are related directly to the organizational culture. The hierarchy of the employees in the organization and process of information flow are also defined by the culture that is followed. The commitment levels of the employees towards the various objectives and goals of the organization are a major part of the organizational culture. Reflection According to me innovation plays an important in improving the performance of the employees and in turn increase the revenue of the organization. The productivity of the employees can be increased with the help of motivation that is provided by the managers of the organization. The organizations which have a diverse workforce which consists of employees belonging to different, cultures, backgrounds and generations also need to have high levels of motivation so that the employees can perform effectively. The managers play the most important role in managing the employees belonging to a multigenerational workforce. The social and the emotional intelligence of the managers comes into play when they need to manage a diverse workforce. The managers who have high levels of social intelligence can understand the needs and the desires of the employees of the various generations and act accordingly. The emotional intelligence can help in the increase of the productivity of the employees who a re a part of the diverse workforce. I think that the supervisors of the organizations can be able to manage the employees effectively if they have high levels of social and emotional intelligence. The employees of a multigenerational workforce have different needs based on their experience of work and ways by which they react to the different situations in the organization. I am also a part of a multigenerational workforce where my co-workers belong to various age groups and backgrounds. However, the effectivemanagement by our supervisors have always enabled us to work with each other in a peaceful manner. The positive attitude of the employees and the energy in the organization helps us to become much more productive in nature. The employees also have to understand their own motivating factors and try to improve them so that they can give their 100% performance in the organization. Monetary motivation is a major factor of motivation for the employees of any organization. However, a ccording to me non-monetary motivation is equally important for the organizations in the competitive environment. The six different non-monetary incentives related to the organizations in the modern business environment are, flexibility, recognition, training, belongingness, chances to contribute and the fringe benefits. These benefits can also help in providing the required motivation to the employees so that their efficiency can be increased. I can therefore say that the motivation related factors are important for the employees of an organization so that they provide the maximum levels of performance and increase the revenues of the company. References Njoroge, C. N., Yazdanifard, R. (2014). The impact of social and emotional intelligence on employee motivation in a multigenerational workplace. International Journal of Information, Business and Management, 6(4), 163.