THE ART OF MOTIVATION IN BUSINESS, MANAGEMENT, AND MARKETING (Essay Sample)

THE ART OF MOTIVATION IN BUSINESS, MANAGEMENT, AND MARKETING by (Name) The Name of the Class (Course) Professor (Tutor) The Name of the School (University) The City and State where it is located The Date Introduction Motivation of workers is the strategy that business managers implement to ensure that their workforce is enhanced and efficient. Many organizations have adopted motivation as the best way to encourage workers (Ali and Anwar, 2021). Others are going up to the extent of conducting celebrations on public and social media platforms to announce their employees' productivity levels. In such cases, they build trust between them and their employees, encouraging unending commitment. Motivation of workers can be done in various ways using different models. Some of the models of employee motivation adopted by many companies include meeting the workers' needs, providing incentives in different forms, such as promotions and bonuses, and using the hierarchical needs model, among others. All these models aim to build employees' confidence, so they have renewed strength and drive when they venture into business activities. The motivation of workers in business, management, and marketing brings countless benefits to an organization. Inspiration builds trust between business managers, management, and workers. Besides, motivation enhances quality production in the organization (Coccia, 2019). Furthermore, it provides a conducive working atmosphere for the employees. As a result, stimulation boosts the productivity of an organization. Although workers love it when they are motivated by their employers, they may have different values and perspectives on responding to the strategies used to encourage them (Adamovic, 2022). Therefore, managers should have a sense of understanding to master the type of workers they are leading so that however good the motivation of their workers is, it does not go in vain. One of the best models of motivation is Maslow’s Theory of Hierarchical Needs (Dohlman et al., 2019). Abraham Maslow postulated that workers would be motivated when the employer fulfills their needs. He suggested that people do more than work to earn money or security. Instead, they work to ensure that their skills are utilized correctly. Employees can only graduate to the next level of their needs if the needs on the lower level are met. This is according to Abraham's pyramid. Therefore, a business manager can motivate workers by fulfilling their needs in a hierarchy described below. The first way managers can motivate employees is by meeting their psychological needs. Psychological needs refer to the requirements that keep a worker upright psychologically, as far as working for the business is concerned. These are the basic needs that every employee has. They include food, shelter, air, sleep, water, and clothing (Trivedi and Mehta, 2019). Managers can ensure a fresh air supply in the working environment by encouraging sustainable practices such as banning pollution in the organization. Also, workers can be provided free hostels for sleeping during off-working hours. These practices will keep the employees motivated that their manager is concerned with their welfare, and thus, they will find every reason to perform well in the business. Another method of meeting hierarchical needs that managers can use to motivate their employees is meeting their safety needs. The safety of workers is essential for their performance in the business to be commendable (Trivedi and Mehta, 2019). Managers may build a perimeter wall around the working environment to provide security to the workers and their property. When trustworthy personnel take care of their luggage, electronics, and possessions, employees feel comfortable and motivated. Therefore, managers can employ guardsmen to care for pertieworkers' properties and motivate them to do well. Furthermore, fulfilling the social needs of employees is also one of the best ways to motivate them according to the Hierarchical needs model. This includes good friendships in places, relationships, associations, and affiliations. Managers should build a good rapport with their employees. This can be by being concerned about their welfare, how they slept, whether they ate or not, etc. Such simple but effective practices will greatly encourage words (Mehta, 2019). The best real-life example of motivation by the hierarchical needs model is seen in Google company. Google has been known for its employee-centric nature, and it has been known for addressing the needs highlighted in Maslow's theory. Although motivation is a vital practice in enhancing the power of a workforce in an organization, managers should understand the individual differences of their employees. This is because every worker has a different personality/values/nature from their colleagues. Understanding the unique needs of workers is essential because of the following reasons: Firstly, it enables the organization to use the most suitable strategy for motivating different workers. When employees have different personalities, the organization will need to use a motivation method that will not inconvenience any of the employees (Ali and Anwar, 2021). This way, everyone will feel valued and recognized despite their different personalities and values. Secondly, managers should understand the personal differences associated with their employees because it will help to boost the workplace morale and team cohesion for every worker. When employees are motivated with a strategy directly linked to their personal needs, they will all be energized in the workplace. Therefore, how they relate with each other will be good, and the quality they will serve will be commendable (Hussain et al., 2020). Team cohesion will be smooth, and there will be no hardships in handling the workforce. Lastly, understanding employees' differences will enhance the effectiveness of the efforts used for motivation. When a manager understands the nature of everyone in the workforce, the best strategy will be to motivate every worker according to their different needs. Ultimately, the system will prove effective; thus, the business will only count losses using the proper method for the right audience. Individualism in a workplace is a sense where employees have the mentality of self-worth over others. In such an environment, every worker has confidence that the organization's success depends entirely on their contribution and achievement. Individualism in employees fosters self-respect and value. When motivating an individualistic workforce, every worker will be free to carry their shoulders high for their accomplishments to be recognized (Nguyen, Yandi, and Mahaputra, 2020). Even like their work, employees will portray an authoritative voice of themselves, trying to prove that the achievement was entirely dependent on them. Individualism affects how employees value and respond to different motivation strategies. Most employees are affected by essence in such a way that they love motivation strategies directly linked to their personal needs. Personal differences affect the perspective in which workers value various ways of being motivated in the following ways: Individualistic employees love performance-based incentives (Yan et al., 2021). Most of such types of employees respond more to stimuli based on their performance levels. They prefer bonuses, rewards, and promotions based on their merits and advancements directly addressing their performance. They are motivated more by a focus on personal metrics and criteria than team-based incentives. Also, individualistic workers love flexible work arrangements. Many individualists treasure work arrangements that can be easily adjusted because they do not take it lightly when their plans are being interfered with. Motivation strategies that foster autonomy during working hours, project elections, or remote work can appeal more to them. Moreover, motivation strategies that enhance the recognition and accommodation of diverse work styles work well for individualistic employees. Lastly, individualistic workers love personal development opportunities. Incentives that provide paid training that directly suits their personal, professional, and career development goals work well with them. Providing a clear path for unique learning and skill development opportunities can be the best strategy for motivating individualists. Besides, individualists love motivation methods that enhance personal communication with their managers. Therefore, encouraging them personally through techniques such as one-on-one reviews, among others, can appeal more to individualists. Although managers do their best to motivate all those who deserve it in their organizations, there are always a few workers who remain unmotivated for one reason or another (Trivedi and Mehta, 2019). In such a case, managers should devise a method to ensure that such workers stay involved in fulfilling the organization's objectives. There are various ways managers can motivate such unmotivated employees because they are also crucial in the growth of the business, and thus, they must be included. Such methods are discussed below: One of the most effective ways of motivating a demotivated worker is by clearly describing the goals they should fulfill in their role. Most workers get unmotivated because they could have performed better in their areas of service (Pancasila, Haryono, and Sulistyo, 2020). Giving a vivid description of what they should fulfill will shed a green light on their minds. Besides, describing the goals will bring a sense of being valued even after failing, encouraging the worker to rise again and aim for the best for the organization. Another way managers can motivate demotivated employees is by clearly setting new expectations for them. Suppose all workers are demotivated because they failed the past objectives for one reason or ...