What Is Motivation?


The motivation is a term to express that someone is trying to achieve something (a certain goal) or wants to deliver a certain achievement. In this sense, motivation means that the staff help to realize the organizational objectives.

Different types of motivation

1- Intrinsic motivation
Intrinsic motivation is also called personal motivation because it has to come intrinsically from yourself. The difficulty for organizations in this is that they can't send input or output here as it has to come from the person himself. If they do, it could even have a counterproductive effect with all the consequences.

Intrinsic motivation is the highest possible form of motivation that an organization can pursue. Because if the organization succeeds in finding all of their personnel the trigger that ignites their intrinsic motivation, then the staff is motivated by the activity itself and they will do everything to succeed. The HR Manager will therefore have to ask: what is your motivation?

2- Extrinsic motivation
The opposite of intrinsic motivation is extrinsic motivation. In the case of extrinsic motivation, an organization can exercise influence on the staff. Even though opinions about this have been divided. Just think of Daniel Pink who doesn't like or hold on to roots.

3- Work motivation
Organizations will have little success in finding the intrinsic motivation of the staff if there are no structural changes in the system. Just think about the story of Jef Steas . Until then, organizations can hope for a positive attitude towards the work. The so-called work motivation is the motivation the staff has to go to work every day in order to carry out his or her tasks / roles properly. Although all the above mentioned types are important, work motivation for an organization is the most important form of motivation. Organizations can also influence this.

Motivating your staff
Motivating staff isn't as easy as it seems. Money doesn't motivate (always) so organizations have to look for other means and ways to motivate their employees. What these means mean for your organization I don't dare to claim in black and white. An organization will first have to find out what motivates the staff and to what extent the employees are already motivated. Apart from this, I dare to give some of the most common reasons for departure . Matters that certainly don't motivate and where an organization can certainly work on by, for example, adjusting certain processes.

How do you measure it?
But in order to find out the exact motivation of the staff, it'll therefore have to do a research of the organization. This is immediately one of the techniques that an organization can use to measure the motivation for the work. In fact, they are the same ways of measuring engagement, but here too, something has to be done with the obtained data. Otherwise, an organization would not need to do any research and therefore would not have to measure it.

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