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Motivational Problem in Workplace

MotivationalProblem in Workplace

MotivationalProblem in Workplace

Theprimary function of a manager in any workplace is to ensure thatprocesses get done appropriately through the employees. To achievethese things, a manager must look for ways to motivate theiremployees. However, the motivation mechanism is not an easy one. Boththe theory and practice are difficult, particularly as they touch onseveral principles [ CITATION Rog12 l 1033 ].Humannature is quite complex, therefore, understanding the prerequisitesfor sufficient employee motivation is necessary for efficientleadership and management.

Inmost instances and workplaces, the major motivational problemsinclude unclear expectations, lack of appropriate material, and pooremployee remuneration and rewards among others. As a result,psychologists have conducted an in-depth study on the impacts ofhuman motivation. Several theories have been derived and regularlydiscussed in a management setting. These ideas are based on employeeneeds, extrinsic and intrinsic factors. The motivational approachthat can be applied to improve the common motivational problemslisted above is categorized as a Needs-Based Theory of motivation. Assuch, Maslow’s Hierarchy of Need can be used successfully. Thistheory postulates that needs tend to progress from lower tosubsistence levels, then to higher levels of self-awareness andactualization. When the hierarchy levels have been met, then anindividual is most likely to be motivated hence working harder toattain the next level. The five stages include physiological needssuch as food and other subsistence needs, safety needs such asshelter, healthcare, and money, belonging needs for social contact,esteem needs concerning recognition and self-actualization wants thatencompasses the desire for achievement, growth, and autonomy [ CITATION Ste121 l 1033 ].Apparently, the component highlighted in this theory addresses issuesof employee expectations, provision of sufficient material andpayment aswell as rewards. As individuals move from one phase to another, theyare motivated to maintain the progress.

Beforeaddressing issues regarding motivation in the workplace, it isimperative to identify the underlying causes. Managers are likewiseburdened with the task of determining the causes of motivationalproblems so that the appropriate remedies can be applied andultimately create a healthy work environment. A systematic approachis essential in problem validation. As such, the analysis ofchallenges is founded on four critical elements. First is whether theemployees have clear and accurate goals. Second is the availabilityof knowledge about achieving the objectives, the third is concernedwith the presence of policies procedures, equipment, and materials.Lastly, is whether there are sufficient motivational factors thatencourage personal commitment or not. In some instances, interviewshave been done to determine whether workers understand the goals andwhat is expected of them. Afterward, their knowledge and abilitiesare assessed to find out their capabilities regarding the job andthen other issues can follow. A good example of how determination canbe done is through the reception of complaints concerning policiesand procedures, or at times about conflicts due to heavy workloads.Three factors can also be utilized to determine the motivationalproblems. First of all, determining the ability to completeassignments is a critical step. Ability, permission, and commitmentare thus interrelated. The second assessment is observing the moodand emotions. Positive and negative temperaments have to berecognized concerning anger, depression, and enthusiasm among otherdescriptions. Last but not least personal value and commitment mustbe ascertained in the employees [ CITATION Kat131 l 1033 ].Its absence thereofis a clear indication of poor motivation, incompetency and lack ofeffectiveness.


Katz, R. (2013). Motivating Technical Professionals Today. IEEE Engineering Management Review, 28-38.

Rogoff, B. (2012). Learning without lessons: Opportunities to expand knowledge. Journal for the Study of Education and Development, 233-252.

Steel, P. (2012). Motivation: Theory and Applied. Boston: Pearson Learning Solutions.