I.

II.

Objectives:
To know the factors that can motivate a person to work harder.
To help the employees to be motivated.
To know the importance of motivation.
To know some other ways to enhance motivation.
To provide basis for career planning.

Introduction:
When you wake up in the morning, what is the passion that fuels you to start your day? Are

you living this in your work? If others asked you what drives you to achieve, would the answer be
obvious? The triggers that motivate people to achieve are unique for everyone. Many would say
its money; more people are starting to claim that they are driven to make a difference.
Regardless of what motivates you and drives you to reach peak performance it must be
managed and balanced. Too much motivation in one area will weaken other parts of your game.
Motivation is the energy that catalyzes behavior. This research describes the how motivation
manifests itself in the workplace. The goal of most managers is to get their employees to work as
productively as possible. Many prescriptive models of motivation have been developed to help
managers achieve this objective, but we will only focus on one. Self- determination theory (from
the work of Edward L. Deci and Richard M. Ryan, both of the University of Rochester) is an
especially useful model. When applied appropriately, this model can help managers achieve
greater results. Here's the challenge in attempting to motivate employees: Most motivational
strategies are applied from the outside to the individual and therefore, they are controlling.
When the employee is coerced, manipulated, or influenced to do a task, there are long-term
negative consequences. It is easy to understand how money and other tangible rewards can be
manipulative. Value systems, cultural concepts, and organizational structures can also be
manipulative. When a motivating strategy is controlling or manipulating, its benefits are only of a
short duration. More importantly, these strategies distract the employee's attention from the
desired behavior. Our goal as motivating managers should be to come as close as possible to
creating an intrinsically motivating environment. Such an environment occurs when an employee
feels capable of performing a task and then freely chooses to do it.

III.

Problem:

1. What are the factors that can motivate a person to work harder?
2. How managers help their employees to be motivated?
3. What are some ways to enhance motivation?

IV.

Summary:
Motivation is trickier than it looks. For example, as managers, we can't simply decide to motivate

people. We have to understand the consequences of what we do and how those decisions affect others. If
a manager wants to improve employee satisfaction and decides that in order to do so, he will hand out
bonuses, he needs to also know that the satisfaction jump is temporary and that it will be even more
difficult the next time. When a manager focuses on improving the opportunities for people to meet their
psychological needs (competence, autonomy, and relatedness), it is more likely the manager will get
higher and more sustainable levels of satisfaction. The bottom line is that people can be motivated, but
not in the way the manager wants them to be. Creating a motivating environment takes more work than
just throwing money at the problem. It requires care, a systematic approach, and authentic respect for
one's team. Motivation is the core of the challenge poised to management. Motivation runs through the
gamut of manegerial functions, particularly those of human resources Management. Hence, it is not quite
correct to say that motivation is only a maintenance function. Its effects are pervasive and extensive.
Everyone want something. Even the person who appears no to be motivated has desires. You need to find
out what your people want. Sometimes they will tell you. Other times you need to use discernment. Since
you will have already built relationships with them, use information that youve learned during your
personal interact with them. No matter how, you need to find out what will motivated them to develop.
Whenever people want something but see no way to get it, they will not be motivated. One of your jobs as
the leaders is to determine how your potential leaders can achieved what they desire and show them a
way for them to achieve what they want on a personal level. Sometimes even people who have goals and
see ways of achieving them lack motivation. Why? Because they dont believe the rewards will outweigh

the work required to achieve them. As their leader, you can share from your own experiences that the
rewards are worth of effort. Tou are also in position to show them how their personal goals coencides with
those of the organizations. Then both have the same goals, the rewards are multiplies. For example, if the
goal of one of your people is to become a salesperson, that goal also benefits the organization and the
organization will reward it in commissio or salary. As aresult that the personal benefits to himself as well
as the monetary rewards from the organization that rewards are multiplied. Here are some factors that can
motivate a person to work harder: Customer Orientation (desire to make customers happy), Achievement
(desire to work in a goal-oriented and challenging work environment), Inspiration (desire to inspire others
through ones work), Identity and Purpose (desire to work in a company/field that is in line with ones
values and ethics), Fun & Enjoyment (desire to work in a position/corporate culture that is inherently
entertaining). Employees thrive on making customers happy. They love the feeling of being challenged
and overcoming that challenge. They want to inspire others through their work. This is what a lot of
employees need to stay motivated, and unfortunately, a lot of organizations dont recognize this. The
manager's challenge is to figure out how to tap into that motivation to accomplish work goals. Fortunately,
the manager controls the key environmental factors necessary to motivate employees. The most
significant factor, that the manager controls, is his or her relationship with each employee. The trick for
employers is to figure out how to inspire employee motivation at work. To create a work environment in which an
employee is motivated about work, involves both intrinsically satisfying and extrinsically encouraging factors.
Employee motivation is the combination of fulfilling the employee's needs and expectations from work and the
workplace factors that enable employee motivation - or not. These variables make motivating employees
challenging. Employers understand that they need to provide a work environment that creates motivation in people.
Here are some steps to improve your motivation to overcome obstacles and achieve great success:

Identify your goal, being as specific as possible., Determine why you want to achieve this goal and
envision the end result, Use visualization as a goal-setting technique., Write your goal and vision down,
Break down your goal into baby steps. Make your entire project realistic by being systematic., Create an
action plan,

V.

Conclusion:

1. What are the factors that can motivate a person to work harder?
a. Theres got to be something about your job that gets you out of bed in the morning. That push that
makes you roll over instead of hitting the snooze button the umpteenth time, that kick that gets you
through idling traffic, that jolt that keeps you coming back even though theres that one colleague
or client whose lips you would love to staple closed. What motivates you at work? And most
importantly, is your boss or organization providing it?

To find out what motivates people, here is what we uncovered: Money didnt crack the top 10 of our 23
different motivators. The top five motivators were:

Customer Orientation (desire to make customers happy)

Achievement (desire to work in a goal-oriented and challenging work environment)
Inspiration (desire to inspire others through ones work)
Identity and Purpose (desire to work in a company/field that is in line with ones values and ethics)
Fun & Enjoyment (desire to work in a position/corporate culture that is inherently entertaining)
b. The only reason you ever want to make a customer happy is because theyve spent the last ten
minutes hollering at you and causing a scene, and you just want to get them out of your face. Yet,
here was the proof. Employees thrive on making customers happy. They love the feeling of being
challenged and overcoming that challenge. They want to inspire others through their work. This
is what a lot of employees need to stay motivated, and unfortunately, a lot of organizations dont
recognize this. In fact, only 18% of the people in our study feel that their company motivates them
effectively. That means that 72% of people are probably not very satisfied with their job and are
not working to their fullest potential. If I were a manager reading this, Id honestly be worried. Even
people who do get paid well still need motivation at work. This just comes to show that money
really isnt the be-all-to-end-all. People in our study who are in the highest economic bracket are

motivated by factors like Change and Variety, Independence, Responsibility, Power and,
interestingly, they also enjoy being in a very active and high-pressure work environment (think
Oprah or Donald Trump). Those in the middle class were motivated by Stability, while those in the
lower economic bracket only had Structure and Order as a motivator (desire for clear tasks, roles,
and a structured hierarchy of employees)
2. How managers help their employees to be motivated?
a. The reality, when you talk about how to motivate employees, is that employees are motivated. The
manager's challenge is to figure out how to tap into that motivation to accomplish work goals.
Fortunately, the manager controls the key environmental factors necessary to motivate employees. The
most significant factor, that the manager controls, is his or her relationship with each employee. The
second most important factor in a manager's ability to motivate employees is creating a work
environment and organizational culture that fosters employee motivation and engagement.

b. Every employee has activities, events, people, and goals in his or her life that he or she finds
motivating. So,motivation about some aspect of life exists in each

person's consciousness and

actions.
The trick for employers is to figure out how to inspire employee motivation at work. To create a work
environment in which an employee is motivated about work, involves both intrinsically satisfying and
extrinsically encouraging factors. Employee motivation is the combination of fulfilling the employee's
needs and expectations from work and the workplace factors that enable employee motivation - or not.
These variables make motivating employees challenging.
Employers understand that they need to provide a work environment that creates motivation in people.
But,

many

employers

fail

to

understand

the

significance

of

motivation

in

accomplishing

their missionand vision. Even when they understand the importance of motivation, they lack the skill and
knowledge to provide a work environment that fosters employee motivation.
3. What are some other ways to enhance motivation?
A&B. Do you want to acquire the persistence to aim high? Follow these steps to improve your motivation
to overcome obstacles and achieve great success.

Identify your goal, being as specific as possible. Do you want to lose weight to fit into a favorite
outfit, feel healthy, or look great (or maybe all of the above)? Are you looking to earn extra income
for a dream vacation, a night out on the town, a new car? Or maybe you're itching to organize an
overflowing closet?
Determine why you want to achieve this goal and envision the end result.When you are fit, will
you enjoy increased stamina and strength or feel satisfaction from onlookers' admiration? Will you
find excitement in traveling to a new place? When you find things easily in your closet, will you feel
satisfaction in finding what you want easily and being able to close the door without pushing it shut?
Motivation has to be at first empowered in once own mind.
Use visualization as a goal-setting technique. How do you imagine yourself feeling? Confident?
Excited? Accomplished? Close your eyes and really see and feel what it is like to be at your
destination. Feel it throughout your body. Repeat this exercise as often as necessary, at least twice
a day.
Write your goal and vision down. Writing down goals tends to lead to more successful results
than simply thinking them. When you commit your goals to paper and you are able to look at them
daily, you'll remain focused on the desired outcome, particularly if it's a goal that will take time to

achieve. No matter what you're striving for, there will be challenges along the way. Writing down
your goal and keeping it in sight will keep you moving toward accomplishment.
Break down your goal into baby steps. Make your entire project realistic by being
systematic. Brainstorm and jot down all of the little things you can think of that will propel you
forward.
Create an action plan. Look at the goals and activities you have written down. Next, figure out
what must be accomplished each day to work toward your goal.

What type of work out will you do?

Strength training?

Cardiovascular workout?

Where will that extra money come from?

Overtime?

Second job?

Out of your current paycheck when you receive it?

How much time will you give to that closet?

15 minutes per day?

30 minutes per day?

Longer?

Where will you begin?

Floor?

Shelves?

Hanging items?

Look at your plan daily, acknowledge your accomplishments, and adjust as needed.
Create an encouraging atmosphere. Every challenging journey has its setbacks. Surround
yourself with supportive people and environments. Stay positive and intent on your goal.

Laugh at the setbacks and celebrate success. Take the time to stop and recognize the small steps
you have accomplished. When you have a baby step behind you, do something kind for yourself.
Get a massage.
Enjoy a special meal with friends or on your own.
Take a bubble bath.
Buy a set of weight gloves.
Treat yourself to a yoga session or something you find relaxing.
Enjoy a good book.

VI.

Recomendation

All growth begins with motivation,You as the developer must your potential leaders motivation and
harness them. Everyone want something. Even the person who appears not to be motivated has
desires. You need to find out what your people want. Sometimes they will tell you. Other times you need
to use discernment. Since you will have already built relationships with them, use information that
youved learned during your personal interact with them. No matter how, you need to find out what will
motivated with them to developed. When you believe in people, you motivate them and relate their
potential. And people can sense intuitively when a person really believes in them. Anyone can see
people as they are. It takes a leader to see what they can become, encourage them to grow in that
direction, and believe that they will do it. Peoples always grow towards a leaders expectation, not his
criticism and examinations. Examinations merely gauge progress. Expectations promote progress. You
can hire people to work fo you, but you must win their hearts by believing in them in order to have them
to work you. Motivating your employees doesn't have to be a challenge anymore. It's simple. If you
want to motivate your employees, you have to make them feel excited to come to work every day, and
to spend time with you and each other

VII.

Definition of Terms:

Motivation is a need or desire that energizes behavior and directs it towars a goal.
Motivation is essential to almost any expect of life.
The word motivation is most often use in reference to work. While activity is innately human

activiy, work is not necessarily.

Motivation is the activation or the energization of goal-oriented bahavior. It may be intrnsic or
extrinsic. According to various theories, motivation may be rooted in the basic need to minimize and
minimize pleasure, or it may include specific needs such as eating and resting, or a desired object,
goal hobby, state of being ideal, or it may be attributed to less-apparent reason such as altruism,

morality, or avoiding mortality.

Motivation is the core of the challenge poised to management. It runs through the gamut of
manegerial functions, particularly those of human resources management, hence, it is not quite
correct to say that motivation is only a maintenance function. Its

effects are pervasive and

extensive.
The most common view of motivation is that human beings are rational animals motivated by money and
other material rewards. And for many people in different situations, money is important. However, some
people place greater value on social approval, prestige, and status than on money. This view of man as a
social being emphasizes that man is governed more by the formal organizations logic of efficiency. More
morale does not necessarily result in greater productivity and that mans motivation are vastly more
complex than can be explained in economic or social terms alone. Differnent people want and need
different things in different situations at different times.

VIII. Reference:
Books references:
Human Resource Management (author: Conception Rodil Martines) Page 197 & 164
(author: Garry Chapman and Paul White) Page 21
Developing the leaders around you (authors: John Maxwell)- Pages 69, 109, 110, 242

Motivation (author: Benjamin Ball)- Page 3 & 4

100 ways to motivate yourself(change yourlife forever)
Author: (Steve Chandler)
And also internet google and wikipedia research.