Employee motivation is a powerful concept used to support the performance of an organization. The level of motivation differs significantly from one employee to another. Several factors are used to explain why some employees tend to be motivated than others. To begin with, the personality of an employee determines how he or she is motivated. An employee’s ability to learn will determine whether he or she will become motivated (Strang and Kuhnert 4).
The genetic make-up will also dictate an individual’s ability to become motivated. Intrinsic forces encourage people to focus on the best practices in order to achieve their goals. Extrinsic motivation “produces positive results when an individual is rewarded” (Brown 5). A person’s sense of purpose will ensure the individual becomes empowered. Individuals who lack an intrinsic drive or purpose will record reduced levels of motivation.
Leaders should be aware of these differences whenever supporting their followers. All employees have the potential to produce positive outcomes. Leaders can use rewards to empower individuals who lack intrinsic drives. Managers can also “introduce powerful models to motivate various individuals who do not have a sense of direction or purpose” (Brown 6). Leaders should use various theories in an attempt to address the ever-changing needs of their workers.
Every motivated employee should be encouraged to become a team leader. This new position will ensure every team achieves its goals. Non-motivated employees can be equipped with new resources, rewards, and opportunities in order to achieve their goals.
Brown, Lillas. “Leading Leadership Development in Universities: A Personal Story.” Journal of Management Inquiry 1.1 (2001): 1-19. Print.
Strang, Sarah and karl Kuhnert. “Personality and Leadership Developmental Levels as predictors of leader performance.” The Leadership Quarterly 1.1 (2009): 1-13. Print.