Organizations, and corporations, need people to compose, direct, maintain and ultimately give them life. There is no organization without individuals, since they all have at least one individual.
There are numerous organizations that have problems with their individuals, problems that are sometimes so serious that these individuals leave or take actions against the organization that can damage not only its image, but also produce an important economic and social damage.
These problems not only damage the organization, since damage of various types can also be generated in individuals personally, for example in their health due to work stress, or in its economic level due to labor problems.
Therefore, knowing the needs of an individual within the organization is vital for its correct management, and trying to give the members the best possible experience..
Below we point out 7 aspects to take into account when it comes to increase the work motivation of workers.
Today most organizations tend to implement strategies to promote work motivation among their members, and although the organization cannot control 100% of the motivation of its employees, since it will never be able to control psychological aspects of the type personal, work motivation strategies within the organization they do play a very important role.
Although there are countless theories to define work motivation, perhaps the most useful and practical thing is to distinguish between:
Extrinsic motivation: that which is controlled by rewards or incentives independent of the tasks, and which are generally controlled by other people (salaries, days off, bonuses ...)
Intrinsic motivation: Based on the activity itself, and the internal thoughts of the individual.
As we can see, it is only possible for us to act on extrinsic motivation, even so if we improve this in the members of the organization, we will encourage them to be more motivated and feel driven to perform various tasks because with the reward they will obtain they will be able to cover other internal needs of the organization. individual.
The key to really motivating the reward is to find what needs the members of the organization have. Do they need more free time? More money??
Every healthy individual within an organization needs to have flow and engagement, These concepts that are closely related to the motivation that we have seen before, should be presented in the members of the organization as much as possible, to avoid problems.
Flow: The flow consists of the individual being immersed in a optimal experience where they feel motivated and able to carry out their tasks, which are very satisfactory, making the individual try their best without even realizing it.
Engagement: It is a concept very similar to flow, engagement is a positive and persistent affective state where the individual shows vigor, dedication and concentration in their work. Showing energetic and committed individuals to their work.
These experiences provide the individual with satisfaction and contribute to their personal well-being, and to improve their work motivation, and therefore also to the benefit of the organization, so taking actions that promote them can only be beneficial.
The job satisfaction of the individuals that make up the organization is also a very important element for individuals to give their best in the organization. Job satisfaction is a general attitude of the members of the organization towards their position that is defined as the assessment of the employee's work experiences. There are many people who are not happy in their job and this translates into a decreased productivity and motivation.
Although there are also numerous theories about job satisfaction in organizations, the key aspects that control it are promotion opportunities, co-workers through tools such as team building, salary, incentives and environmental working conditions. If these conditions are good, there will be job satisfaction.
When we speak of labor morale, we refer to a positive feeling that the worker experiences when he sees himself accepted and that he is part of a group, thus accepting common goals.
For the worker to experience this feeling, first it is necessary to establish common goals among the members of the organization, and secondly, to provide the members with the necessary means to achieve such goals..
Labor morale is something that is often neglected a lot in general, especially providing the means to individuals to achieve these objectives, without a doubt, it should be given more attention and seen as a investment, not only to get the job done, but to avoid the bad consequences of individuals with problems in the organization.
Currently with the characteristics of the job market where job conceptions are changing by leaps and bounds, it makes organizations need people with labor initiative.
The initiative is defined as the ability to self-initiate tasks of the members of the organization, so that the individual feels with work initiative with the organization, we must respect, encourage and promote the initiative, never punish, or recriminate it in any way, If we do this, (although the results of that initiative have not been the desired ones), it is likely that the individual is a source of problems for the organization, as well as for himself and the rest of the members.
Sadly, work stress arises too often in the context of organizations, stress arises because there is a mismatch between the demands that arise in the environment and the resources available to the subject to face them.
Although basically any situation, no matter how trivial it may be, can become a stressor if the individual does not have the resources at that time to deal with them, there are a series of situations that are potential stress producers such as role ambiguity, conflicts, responsibility over the actions of other people, favoritism, lack of job security, etc..
Work-related stress is the greatest potential source for the members of the organization and the organization itself to start having problems, due to the discomfort that stress generates in them, so reducing it to a minimum is essential if you want an organization healthy.
In all organizations there are people who are in charge of directing and coordinating the rest of the people to achieve common objectives, although many times the leadership within the organization is determined by the position that the individuals occupy, sometimes this is not always the case. that some leaders emerge informally and are charged with influencing employee behavior. That leaders are effective and exercise correct leadership, it is important so that the organization does not suffer problems.
On which is the most correct leadership, there is still no consensus, despite the fact that there are numerous investigations, the latest results seem to indicate that leadership must be adapted to each situation, there is not a perfect leadership for all situations.
Therefore, if what we seek to minimize problems in the organization and in the workers, we must try to control these seven aspects so that the workers feel happy in the organization, and satisfied with their work, thus avoiding most of the sources of trouble.
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