Self Esteem

In todays society, young people are consistently told that the key to a successful future is receiving post-secondary education. Many teenagers find themselves wondering, “what is the ? ” With the recent success of entrepreneurs and businessmen who lack university/college diplomas, many students begin wondering what is the real importance of post-secondary education. To the dismay of many young people, school is one of the most important parts on for individuals.

By attending post-secondary schools, individuals have a higher chance of finding a Job; higher paying salary, and more prepared and eady to make sensible choices. Forbes magazine posted the ten highest and lowest income Jobs for 2012, the highest being anesthesiologists at $232,830, and the lowest being fast food cooks at $18,720. It can not be a coincidence that all of the ten highest-paying Jobs require at least seven years of post-secondary education while the ten worst paying Jobs have no post-secondary education required.

It is no coincidence at all, as the higher paying Jobs require individuals to possess a lot more knowledge in their field. For example, anesthesiologists are required to monitor individuals before, during, and fter surgical procedures by monitoring patients’ vital organs to ensure that no complications arise. This requires over sixteen years of post-secondary education to have attained this knowledge. In comparison, a typical fry-cook will not be required to possess sixteen years of knowledge in order to know the toppings on a burger or the cook time of french fries.

Also, not only does education aid in Jobs within a particular field, education in general will earn people more money. Individuals who possess a master’s degree will earn 1. 3 million dollars over their lifetime earnings than if they ad only acquired a high school diploma. “At most ages, more education equates with higher earnings, and the payoff is most notable at the highest educational levels,” said Jennifer Cheeseman Day, author of The Big Payoff: Educational Attainment and Synthetic Estimates of Work-Life Earnings.

Possessing a post-secondary degree will not only earn individuals more money, education will also increases the chances of finding a Job. In 2011 researchers for the U. S. department of labor compared the unemployment rate versus the amount of education that individuals have received. The trend was blatantly obvious; the more education individuals have, the less likely that they are to become unemployed. This is shown with the 9. 4% unemployment rate for high school graduates in comparison of the 2. 5% rate for those with doctoral degrees.

Also, not only does more education decrease individuals’ unemployment rate it will also increase the re-employment rate. A study by the University of British Columbia states that “the chances of “re- employment” (finding work after a period of unemployment) rise by 27 percentage points if you’ve finished high school. As well as increase by two to three percentage points for every additional year of education after high school. Employers for corporate companies, or even the local fast-food restaurant will typically prefer having a university/college graduate to a high school graduate.

The main reason for this being that most employers believe that the more educated individual will not require as much training or practice to be ready tor the Job. Also, employers also believe that since graduates could work hard, and persevere through university, then that individual could work Just as hard on the Job. While multiple individuals may be equally qualified for a given Job, the individuals with the greater education will look instantly more qualified to employers.

Furthermore, a post-secondary degree provides more career options and opportunities. With a degree an individual has the choice on what Job that individual could do. However, without a post-secondary degree, individuals only have a few choices for their . Not only does university increase the financial earnings, and Job security of individuals, university aids in maturing young people and preparing young people for eal world adult responsibilities. Generally, eighteen year olds are not fully ready to be immediately making mature .

However, studies have shown that those who have attended some form of post-secondary education are more civil- minded, confident, and higher self-esteem. The reason being that college or university graduates have had at least two years of independence, where students have to responsible for their grades as well as attending classes. High school graduates do not have access to this type of environment, where young people learn rom experience how to manage their time effectively, where they can afford to make some mistakes.

High school graduates have to learn from their mistakes in the real world, where mistakes can be more costly. Post-secondary graduates fin that they can already carry out difficult tasks and be responsible, boosting their confidence as well as their self worth. While high school graduates can earn more money from the get- go by working right away, those who graduate from university will be more prepared to take on the world and begin a . School has one of the most important roles on the road to success for individuals.

By completing post-secondary education people are able to earn a higher salary, have more accessibility to different Jobs, as well as being more mature people in general. These aspects of an individual’s life are what many deem to be “successful”.

Due to the present economy, individuals must have a varied career in order to support their families above the poverty line. While this can provide an individual with a stressful existence it also provides them with the ability to become a stronger person from within. Companies are resorting to part-time employees in order to cut overhead costs. With a company resorting to part-time workers they can cut the cost of having benefits as well as lower wages. For the worker this begins a long week of working up to seven days just to obtain the typical 40 hours.

This is an exhausting endeavor. This increases the amount of time a child must spend in daycare which in turn increases the costs concerned with the day care center. The parent feels that they are almost always on the go just to support their family. Unfortunately this takes time away from the family. It also increases the family cost, as they must shoulder the burden of paying for medical and dental costs. A positive aspect to having a varied career is the learned ability to become competent in many positions.

This allows the individual a wider range in possible jobs. From a personal viewpoint this can and will provide the individual with a greater self-worth. Sometimes this inability to obtain permanent work with result in an individual going back to school. This would be to obtain the necessary degree that would result in a better or more secure employment position. I am personally in this category. I have decided after 10 years of being in the work world to return to school. During those 10 years I worked at least 5 different jobs.

This was defiantly not rewarding to my self-esteem and to my family as they have had to cope with poverty. I have returned to school so that I may provide my family with enough funds to raise them above the poverty level and to provide myself with job security. The way that the current economy works seems to benefit the employer not the employee. I hope that the future will provide more for the worker with job security. The ability to have a single rewarding lifelong career seems to have been lost within the system.

Abusing of power Introduction Handing too much power can gain lots of benefits to organizations’ own. People would be define that power are an evil force which can only compromise and obedience. If not Justify the power for an organization, corrupt and uncooperative works could be occurred. Such a view, Prefer (1992, pop), noted that while held by many, ignore the social reality that organizations cannot function effectively because of abusing of power. This issue tells the characteristics that organizations or people who abused power would have and measures the power are good using or abused.

Analysis Power is an authority use to influence others that who are independent in circumstance. It can act In any direction in an organization, clearly members at higher levels have more power. Members who abused power, means the power acted in an improper way, due to the members have power that over others in the situation. They try to use their unique ablest such as physical strength, social position, knowledge, superior mental dexterity or partner trust to uses that power to harm or exploit people who are not Influenced. Organizational politics are Informal, unofficial, and sometimes behind-the-scenes efforts to sell ideas, influence an organization, increase power, or achieve other targeted objective. ” (Brandon, R & Salesman, M. , 2004). Actually, organizational politics are closely related to abuse of power in theory. The writer considered that while interest are eventually inconsistent, “rational” decision making alone may not work as common. Hence, political behavior and influences tactics might occurred.

Organizations may use these disapproved tactics to pursue not-sanctioned outcome, leads to abusing of power. Gangs and Murray did a survey of 428 managers that would like to response explain the ambivalence of power In organizations. This survey Improved the upper part of the Issue that organizational politics and power abusive are related. In the concept, most author, the writer Includes, regard organizational politics as the use or exercise of power, with it define as potential force as well.

The survey noted that 55% of these respondent think that politics were detrimental to efficiency, and most of the top management should try to get avoid of politics in organizations Offer Gangs and Victor V, Murray, 1980, IPPP-IPPP People would also suggest that means and ends of the organizational politics could be ambivalence because of the processes and trainees may produce an outcome they desirable or totally opposite result arises. In addition, for the related point which the issue proposed, the view from which people estimate organizational decisions generally do not Justice to the realities of the social environment. The Impeachment of Tony Blair would form a fitting end too prime minister ship which opened with the promise to be ‘purer than pure’, but ended in the arrogant deception of the British people. This ancient form of trial, which has lain disused but not defunct In the armory with which we defend our liberties, Is the means by which Parliament can humble a chief minister who has arrogated forms which ought to have restrained him. “(Spectator, 2004). There is no doubt that influence and power could be exercised and gained for evil purpose.

Tony Blair has a number of lines of defenses to make people compromise him that reads the evidence presented by Adam Price, acted in good faith to convince them and, he bring up a right result, even if the reasons which he declared for doing it were wrong. This showed up Tony Blair abusing of his power with a sanction ends but unacceptable means. The means to any ends are merely way to complete something and the end ay not always Justify the means, though none of it would like to discredit the political activities.

Political activities and power courses can be used to complete great things, but when other people use these power to against one selves target, it may be define as power abusive. To discuss how organizational politics would abuse power, Machiavellian (Christie & Gets, 1970), as the harder side of the politics, explain the mainly concept about how people who abused power would be in fact. It often called Mach, is a personality feature which is characterized with the use of operation to gain power.

The term derives from the 16th-century writings of the Italian civil servant Niccole Machiavelli, a person who concerned that how people win others’ social influence and the capacity to manipulate them Cones, Daniel N. ; Phallus, Deadly L. , 2009, pappy-273). It could be define as ‘low Mach’s’ and ‘high Mach’s’ which also separate people who are highly act as a Machiavellian or Just have a trend of it. Hover ever, both high Mach’s and low Mach’s are using undesirable means to achieve the ends they wanted, no matter it would expense the others.

But compared with low Mach’s, high Mach’s individuals are more likely to exploit and manipulate others (House & Howell, 1992, IPPP-108), which causes this trait especially relevant for knowing as abusive supervisors. (Machiavellian in Organizations: Justifying the Means by the Ends, 2010) found that high Mach’s are those who would be persuade others more than low Mach’s but not easily persuaded, because of eventually high Mach’s are self-esteem and self-confidence. What’s more, they considered highly to manipulate other and succeed in reaching their goals and tend to win more.

People who are high Mach tend to be unattached, cool, calculated and find means to exploit loose construction or vulnerability in people. High Mach’s parade in face-to-face settings that are finite structure and rules and while emotions owns not much value to achieve their goal. As a result, high Mach’s are best accord with professions that acquired their ‘do whatever it takes’ attitude such as staff for sales offer higher commission. (Hitler – A Modern Machiavellian Prince, 2011) mentioned that Doll Hitler is a symbol person who related to high Mach’s. He deem that people to scare or hate of him are better than adore him.

This concept may reflects to unattached and cool feature of Machiavellian to abuse their power. For instance, Jews are despite by Hitler, his actions confirm Machiavellian theory because he was scared by millions of people around the whole social world but also he was the only one controlled power. Indeed, study by Dialing and colleagues (2009, pappy-257) also proved that high Mach’s have interpersonal acts akin to harm other and abuse power. Hitler gone to such an extent to complete his political ends that he had the holocaust arise, killing over six million Jews in a variety of concentration camps and hungers.

The fact refers to high Mach’s act very much for their own self- order to achieve one’s goal are presented as characteristic of Machiavellian as well. Nazi party, which set up by Hitler, act as a high Mach’s behavior and matched with the theory of grouping people. According to Doll Hitler, it is exactly high Mach’s would not feel guilty about the social tactics they utilized, from their characteristics, the writer considered that they are likely to use their over power such as cruelness to other and form alliances to treat people to compliance and after all, due to abusive the power.

Though the ends are reasonable or not, people must be not abused their rower to gain their self-interest, all in all, it is, unfair of any of people. Summary Russell Cropland, K. &Michele Kumar (1995, pappy-837) said that “Given the power of the fair and moral social identity to prevent power erosion, it is in each member’s long term best-interest to protect their identity. ” From the previous detail that the writer mentioned, it may know power is a force which people use to influence others and it could be define as using good of it and, abuse of it as the topic mainly tells about.

Abusing of power is related to organizational politics, measured by influence means and ends. Machiavellian, a concept by Machiavelli, typically notes people act in not-sanctioned means to achieve a ends, no matter it is good or not because high Mach’s are only finding the ends for their self-interest and pointed out they are abused power. As the Russell K & Michele Camas’s thoughts, power should be divided by each organization or people with following the rational rules of the world, if not, then relationship of the social system would be depreciate and it may affect that works inefficiency as well.

I said. Wow. Then I went next to my Chemistry Class. College life is a life of freedom. I remember my first day at college. I had looked forward to this day from my school days. Life at college meant for me a new life. When I entered my college for the first day, I looked around with a mixed feeling of perplexity and joy. I was puzzled as I was not habituated to the ‘college-ways’ of things. The students in batches were moving up and down the corridors for their classes. The professors were coming smilingly and exchanging greetings with the students in a friendly manner. The first item on the routine was a lecture on Plane and Trigonometry.

I joined my class in room GV208. I arrived earlier than my Professor. I sat beside a white guy with blue shirt, next to him was another guy with fair complexity. With too much confidence, I introduced myself and asked their names. Bon Axl and Keil Cerbito. I remembered the girl who’s sitting next to me, she’s just using her cell phone that time. As if she was texting haha?. I know that she’s shy. Afraid to socialize. It was Ms. Josephine Macasieb’s Math class. The professor came with the attendance register. After finishing roll-call, she gave us our assignments. What impressed me most was the way she smiles.

She advised us to take the maximum advantage of college-life. Consulting my day’s routine I found that the next was my break. This gave me a chance to make a tour round the college premises. I noted with a sense of relief that I would no longer be confined to the same room for hours together as I used to be in high school. I went to the Canteen with my newly met friend. It was a big room with plenty of noise. The senior students were there, talking, gossiping or discussing things. Then I saw my seatmate who’s texting with my other classmate and Jennifer Pulongbarit was her name. Pulong for short and Krina Doria, a valedictorian.

The purpose of the research in this work is to answer the question, “Does bullying effect an individual’s education? First bullying will be defined in the perimeter of the educational environment. The author of this work takes the stance that bullying does most positively affect an individual in terms of their quality of education and in fact does continue to affect the individual who receives and even the one who perpetrates the bullying behavior. Inclusive in the research will be the stated ‘signs’ of bullying behavior taking place, preventative measures that are stated to be effective, types of bullying behavior, and common myths surrounding those who are bullies.

Some important facts about violence in schools are stated to be that first, that 1/3 of all injury death that occurs in the United States are due to intentional school violence. Interestingly, as violence has risen quite sharply in society it has also rise in schools and in areas surrounding and related to school. During the school years from September 1992 through May 2000 the National School Safety Center in their Report on School Associated Violence” (Education World, nd) Unhealthy relationships in the family and school personnel’s’ exposure to ‘violent television, films as well as games containing some of the elements that seem to contribute to violence in-school behavior.

Bullying can take place both directly and indirectly. Bullying is defined as the repeated exposure to negative actions on the part of a student or even on the part of a group of students toward another individual. Stated as being inclusive in this behavior are the factors of aggressive behavior, intentional harm doing, it is done on a repetitious basis and occurs in a relationship on an interpersonal level “characterized by an imbalance of power.” (Colorado.edu Website, nd)

The definition proposed by Tattum and Tattum (1992) states that “Bullying is the willful, conscious desire to hurt another and put him/her under stress? Therefore, the individual that desires to hurt another individual is a bully. But, those who are not in actuality bullies are those that think better of committing such actions. Bullying may be physical or it may occur on a psychological level. It is suggested by Olweus that an “imbalance of power” exists when bullying occurs and in fact contributes to the occurrence.

As stated bullying behavior may be ‘direct’ bullying or ‘indirect’ bullying. Direct bullying is an open attack on the individual. Inclusive are physical attacks such as hitting, kicking, pushing, and choking. Attacking someone verbally or through harassment such as calling of names, threatening behavior, taunting behavior, teasing in a cruel and malicious manner, spreading rumors and slandering are all inclusive. Indirect bullying is often difficult to detect much more so than direct bullying. Indirect bullying is characterized by social isolation and social exclusion on an intentional basis, making faces and obscene gestures as well as manipulation of friendships and relationships.

III. Common Myths Surrounding Bullying

Myth 1: Insecurity and low self-esteem is suffered by bullies and they in turn pick on others towards the end of making themselves feel more secure.

Fact: Self-esteem among bullies are average to above-average however they do have temperaments that are aggressive as well as a ‘lack of empathy and poor parenting.’ (Starr, 2000)

Myth 2: Bullies are looking for attention however; ignoring the bully will stop the behavior.

Fact: control is what the bully seeks and they tend to cease their bullying when ignored however if adults do not address the issue of bullying the bully generally is propelled toward another level of bullying.

Myth 3: Boys will act like boys. However bullies general remain bullies and eventually get involved in a life of crime.

Fact: Of all those finishing middle school that are bullies sixty percent will have committed at least one crime by the age of 24.

Fact: Outgrowing bullying does not actually occur but it is redirected by the individual doing the bullying. 60 percent of bullies will have committed a crime by the age of 24.

Myth 5: Standing up for themselves is something that needs to be learned by victims of bullies.

Fact: Bullies generally pick those who are younger or weaker to bully and those who don’t have the skills on a social level for the development of friendships that are important and are unable to effectively deal with social situations on their own.

Fact: Victims are generally chosen to be bullied due to their being “sensitive, anxious, and not likely or unable to retaliate, not due to differences on a physical level. (Starr, 2000)

Myth 6: The environment in large classrooms and large schools are conducive to bullying.

Fact: There has been no established link between the size of the educational facility and instances of bullying. In fact there is some research that contains findings that there is less and not more bullying in larger schools.

Myth 7: The largest part of bullying occurs somewhere other than school grounds.

Fact: Most bullying occurs on school grounds.

Myth 8: Only a small number of students are affected by bullying.

Fact: In the U.S. 25% of students are victims of bullying and 20% are bullies. It has been estimated by the National Association of School Psychologists that 160,000 children don’t attend school each and every day to avoid being bullied.

Myth 9: If bullying is a problem in the classroom the teacher is aware of it.

Fact: Reports by the victims of bullying instances are done only reluctantly out of fear of being retaliated against, due to embarrassment and because most bullies tend to justify their behavior.

Myth 10: Sticks and stones will break your bones but names will never hurt you is an adage that should be followed by victims of bullying.

Fact: Problems that affect students for life are low self-esteem and depression as well as suicide and mental health issues.

IV. Preventative Measures in Counteracting Bullying in School

Four basic principles for prevention of bullying and victim problems are stated as follows:

“Awareness and warm, positive involvement of adults inclusive of teachers, principals, school counselors, and parents.” (Safe Schools Fact Sheet, Colorado.edu)

Set and stick to firm limits as to what behavior is unacceptable firmly stating that bullying is not allowed or acceptable in the school.

Consistent application of “non-hostile, nonphysical negative consequences for rule violation and unacceptable behavior; and

“Encourage adults to act as authorities and position role models in students’ academic learning and social relationships in school.” (Safe Schools Fact Sheet, Colorado.edu)

The Results and Outcomes of Bullying Behavior and Victims

It is clearly without question that the victims of bullies have lifelong problems and issues that result from being bullied. Stated long-term effects on victims are that depression exists as well as low self-esteem. Clinical implications are stated to be a “risk factor for poor psychological health” (Rigby, 2003). The risk is stated to be greater if the “bullying is severe and prolonged and if the victim lacks adequate social support.” (Rigby, 2003) Further stated by Rigby (2003) is that “Various strategies or treatments may be considered to reduce the changes of a child’ further involvement in bullying that may worsen the condition.

These include assisting victimized children to develop self-protective assertiveness skills and working therapeutically with bullying children to establish a greater awareness of the consequence of their antisocial behavior.” Other findings are that victims of bullying behavior have higher rates of absenteeism than those who do not experience bullying at school. Long-term adjustment is also affected by being bullied at school as well as the victim of bullies developing an aversion to the environment of school. (Rigby, 2003)

In Factsheet Number 18 entitled, “The Emotional Cost of Bullying” it is stated that bullying can affect the physical and mental health of a child in a serious way. Children who are bullied “lack confidence, feel bad about themselves, have few friends and spend playtime alone. They may find it hard to face going to school and difficult to concentrate on their work. They may complain of various physical symptoms as a result of their upset.

They may worry and try to avoid going to school. Others become very anxious, find it hard to sleep and may feel depressed, or even suicidal. These problems can carry on long after the bullying has stopped.” (Factsheet #18, Mental Health & Growing Up)A large-scale study conducted in England and Wales found that children who suffer from being bullied are more likely to wet the bed and to not sleep well along with feeling irritable, nervous, and panicky after being bullied.

Recurring memories of the incidences were stated by 32% of victims in the study and 29% of the victims found concentrating hard for them to do Interestingly the bullies also have long-term effects as well. Stated is that students who bully are also likely to engage in antisocial and delinquent behaviors such as vandalism, shoplifting, drug use, and truancy. This is particularly true of boys that bully. Bullies are also more likely (4 times more likely) to be convicted of crimes by the age of 24. Finally physical bullying is considered to be a risk factor on a moderate level for serious violence acts between the ages of 15 to age 25.

Think about the last argument you got into. Did you win? Did you lose? Did it matter? Did you get angry and did it end uncomfortably? How did it make you feel and how did it make the other person feel? If you won the argument, how much did you really gain, and how much did you actually lose?

If our focus is in the wrong place, we all “lose” arguments. We see things a certain way and have all the facts to back it up. We consider it our mission to convince the other person to agree with our perspective by ramrodding our facts into the conversation. However, we don’t win an argument by overpowering or silencing the other person. When that happens, even if we “won” the argument that way, we actually lost the argument.

We need to ask ourselves, “What is most important: the relationship or being right?” It is the relationship. We both “win” an argument if the issue is discussed between both parties and the relationship remains good. Conflicts usually come from differences in opinion. Good relationships can overcome differences of opinion.

Related:

Trying to win an argument usually comes across as belittling the other person in a manner beyond the specifics of the argument itself. The conflict ceases to be about the matter at hand and becomes all about negating the other person. The argument is experienced as a struggle for our own integrity, self-respect, and the respect of others. Our entire self-image becomes dependent upon winning the argument.

In the midst of an argument, sometimes the best thing to do is to state loudly and clearly what the goal really should be. The real goal is to come out the other end of the argument with the relationship even stronger. If we can do that, the argument will resolve itself. There will be a mutual understanding and respect.

If our perspective is correct and the other person is wrong, the focus still needs to remain on the relationship. If the relationship remains good, we can work through our points and come to an understanding. On the other hand, if the manner in which we pursue our points trashes the relationship, there is no hope. We end up digging in our heels and they dig in theirs. When relationships are senselessly destroyed this way, businesses can crumble and partnerships can dissolve. And all because people don’t know how to talk to each other. The more passionate we are about our perspective, the more attentive we need to be towards the other person and the relationship. This is called the art of communication. To communicate is to commune. And to commune is all about the relationship.

Related:

Admittedly, this is a paradigm quite different than many, but is the best way to make your point and to convince others of your perspective. This goes far beyond “agreeing to disagree.” By keeping the focus on the relationship, the points of both sides can be made. Yet they will be made in a way that keeps the door open for reflection by both parties. Over time, the opposing perspective can then be appreciated.

If the relationship remains strong, the truth will come out. If the other person blows it, it’s important to not rub their face in how they handled the situation poorly. It just inflames things. We do well to keep in mind that, deep inside, people know when they have made a mistake or are out of line. They will better deal with that knowing if we give them the space to reflect upon it in their own time and in their own way.

Related:

Relationships are an art, and even more so when in conflict. To be a winner, we need to focus on the art of communication. We try to win arguments largely out of ego and low self-esteem. The best way to build a strong and healthy self-esteem is by behaving in a manner that wins us respect from others and also from ourselves. In the final analysis, it is always about cultivating a good relationship with people. If we are respected, our perspectives will be heard and reflected upon more sincerely. Then, regardless of the outcome on the surface, we come out of every argument a winner.

Abstract

This paper will explore and discuss the motivational factors that managers must be proficient with in order to accomplish the organization’s goals and objectives. This exploration and discussion will include aspects of different theories to understand how motivation affects the accomplishment of the organization’s goals and objectives. This exploration will be emphasized and interconnected with motivational theories to increase the success of today’s organizations and explain the impact managers have on the success of their organizations.

In addition, this explanation will discuss how motivation is initiated and how this affects the personal and organizational goal settings. Implications and conclusions will be drawn from the application of ample discussion setting forth a better management practice that strengthens the understanding of the need of more motivation in today’s organizations. Motivational Factors and Organizational Goals Accomplishment Managers must consider many motivational factors to motivate their employees to perform at their highest ability.

Motivation has internal and external forces, which influence employees’ behavior. “Motivation refers to the forces either within or external to a person that arouse enthusiasm and persistence to pursue a certain course of action” (Daft & Marcic, 2010, p. 404). Any person who is successful in whatever they are doing it is very likely due to set goals. Goal Setting is extremely important to motivation and success. Motivating employees is beneficial for both managers and employees because it enhances productivity and the accomplishment of the organizational goals.

In order to achieve these goals, employees need to be well trained and motivated by managers which are the key factors in the success of this task. Employees are the most important assets and they are human being first and then the employees. For that reason, they must be treated fairly and with dignity. This is one of the most prominent motivating factors in any organization. Leaders and managers need to earn the respect of their employees in order to excel in their task. Departing from the premise of treating others with respect and dignity, employees will react in the same way.

Managers can show respect to their employees by assigning them tasks that they are best suited for them. Every employee has a unique set of skills and talents that are an enormous resource for managers. Managers by communicating employees’ strong points will motivate them to accomplish their task resulting in a higher level of job satisfaction. It also builds the employee’s self-esteem and confidence leading to very strong and loyal employees. This starts a cycle of self-motivation and confidence that continually builds upon its own momentum if carefully managed.

Organizations with this type of management achieve their organizational goals with ease. Everything starts with a common cycle of motivation that needs to be fulfilled to attain the motivation desired of the employees. Figure1 shows this cycle. Figure 1. A simple model of motivation. This figure illustrates the basic elements of human motivation: need, behavior, and rewards.

While motivation is universal and each employees needs are unique, managers must focus on identifying what needs are important to each individual in order to satisfy these needs and encourage the motivational environment within the organization. It is important that “managers take into account theories that will provide them a full understanding of motivation and its implementation in the workplace” (Patterson, 2007, p. 57). For instance, Maslow’s hierarchy of needs theory proposes that within every person there are needs that must be satisfied.

These include safety, social, esteem, and self-actualization needs. Within each of these stages, there is a vast range of needs that could fit into each category suggesting each individuals needs could be different and unique as illustrated in table 1. Behavior “Motivation is what influences behavior” (Daft & Marcic, 2010, p. 72). Therefore, employees’ motivation must be what influences employee behavior at work. Employees can be motivated by an employer, a co-worker, or any situation in their life.

While employees behave at the level their employer is looking for, managers must develop proficiency in the motivational arena. This proficiency of the application of the motivational factors will help managers to motivate their employees and fulfillment of their needs. It is important to mention that employees are human beings that have needs and they want to fulfill those needs in a successful manner.

They also need to understand what makes employees behave well in the workplace. Reward Employee motivation, positive employee morale, and rewards are important for the success of every organization. People have unique characteristics that make them special. These characteristics will define the level of satisfaction needed to satisfy their needs whether physically, economically, emotionally, or among others. The satisfaction level will affect morale, motivation, and their quality of life in a positive or negative way. Therefore, it is imperative every organization develop a recognition program that is motivational and rewarding.

No discussion of rewards would be complete without addressing intrinsic and extrinsic rewards. When someone feels gratification when doing something it is considered as an intrinsic reward. “Intrinsic rewards are the satisfaction a person receives in the process of performing a particular action” (Daft, 2008, p. 522). This satisfaction is caused by choices and perception a person has when accomplishing a task. Keun and Kulviwat (2008) mentioned in their research that “expectancy is the perceived connection between the effort and the outcome and the perception between the outcome and the reward” (p. 95). Expectancy theory is about the mental processes that an individual undergoes to make choices. Intrinsic motivation is motivated by the interest or enjoyment in the task itself and exists within the individual rather than relying on any external pressure as in the case of extrinsic motivation. Extrinsic rewards can be considered as when somebody tries to make someone else do something by giving them an external incentive that gratifies the receiver. Daft (2008) mentioned, “Extrinsic rewards are originated externally as a result of pleasing others” (p. 522).

External rewards are extra pay, bonuses, promotion, incentives, among others. In the article, James (2005) presents a point of view of the cognitive evaluation theory to explain how “external motivation occurs when explicit rewards are implemented, which results in individuals having greater satisfaction” (p. 549). This theory is a theory in Psychology that is designed to explain the effects of external consequences on internal motivation. Intrinsic motivational factors are part of the job itself and boost the personal satisfaction by accomplishing something worthwhile.

Many organizations need a combination of intrinsic and extrinsic motivators to encourage top-notch performance. Managers must ensure their organization has a very good employee reward program in place that promotes creativity and excellence. Feedback Providing ample feedback would work for employees motivated by esteem, while “providing predictable work, with minimal risk and uncertainty” would satisfy employees who desire security (Moyer ; Dunphy, 2007, p. 37). Any company that values its employees should provide feedback to their employee regularly.

Feedback offers invaluable insight to employees about their performance that ultimately can affect the employees’ motivation. The key to a successful feedback is to focus on positive rather than negative feedback on the employees’ performance, which is the primary purpose of feedback. Feedback is not difficult but is a skill that all managers must master. Once mastered, managers have a powerful tool for sharing knowledge and facilitating knowledge skill enhancement. From Where Motivation Comes From Motivation may come from within a person or as the result of the situation.

In contemporary workplaces, employees have become accustomed to external motivations such as bonuses, extra days off, contest prizes, etc… The problem with motivation resulting from a situation is that they no longer motivate employees when they are no longer in the situation. External Motivation can make people dependent on things that are never part of a long-term motivational scene. If people want motivation to go deeper, they will have to find a way to create it within themselves or intrinsically. Internal motivation is self-motivation. It resides in everyone although it may be dormant. It is lasting and powerful.

In combination with the external motivators mentioned earlier it is the foundation for success of organizations. Therefore, motivation comes from within and from a situation but self-motivation may be more powerful and last longer. Conclusion Overall, the motivational process is universal as all organizations through various strategies attempt to motivate employees in order to attain high performance and achieve organizational goals. The categories within these theories are wide-ranging thus suggesting that there are no definite motivator factors for each employee but each individual motivation is unique.

Managers must consider many motivational factors and apply them to the employee’s need uniqueness. The basic element of the motivational process in management starts with the satisfaction of employees’ needs. For that reason, managers have to be proficient in the motivation arena in order to have employees performing and behaving well in the organization. It is essential for each organization to develop a motivational and rewarding recognition program. In addition, a good feedback program must be implemented to provide employees a valuable insight about their performance allowing them to realize the achievement of their goals.