Employee motivation The Leadership Experience

Employee motivation and its impact on organizational performance

Employee motivation is always an important part of any firm because of the favorable association it has with production. Employee motivation in a business can result in high organizational performance and, eventually, revenues (Daft, 2015).

The basic model of motivation

There are four major factors to motivation, according to the basic model of motivation. The first is a need that must be met, the second is behavior/actions to meet the aforementioned demands, and the third is rewards (intrinsic or extrinsic) as a result of meeting the needs. The fourth component of the paradigm is feedback, which determines whether the action steps are appropriate and should be repeated.

Understanding the practicability of need-based theories of motivation

The leader’s self-insight assessment is a great way of understanding the practicability of the need-based theories of motivation explained in the book. The theory of concern, in this case, is the hierarchy of needs theory by Abraham Maslow.

Assessment results and implications

As predicted by the explanation of the assessment, my average need satisfaction score was 6 and the average for lower-level needs was way higher than that of higher-level needs. The results of the assessment imply that all lower-level needs (i.e., physiological, safety, and belongingness) have been satisfied sufficiently. The lack of satisfaction in the higher-level needs is an indication that my current job cannot provide the higher-level needs. My current job is limiting in that aspect, and I will have to look for another job if I want my esteem and self-actualization needs to be satisfied sufficiently. This will have an influence on my next job search. I will only look for a job with increased responsibilities or one that provides opportunities for advancement and growth, unlike my current position.

References

Daft, R.L. (2015). The Leadership Experience. Stamford: Cengage Learning.