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Employee motivation is an intrinsic and internal drive to put forth the necessary effort and action towards work-related activities. It has been broadly defined as the "psychological forces that determine the direction of a person's behavior in an organisation, a person's level of effort and a person's level of persistence". [1]
Workplace communication is tremendously important to organizations because it increases productivity and efficiency. Ineffective workplace communication leads to communication gaps between employees, which causes confusion, wastes time, and reduces productivity.
Work motivation is a person's internal disposition toward work. To further this, an incentive is the anticipated reward or aversive event available in the environment. [ 1 ] While motivation can often be used as a tool to help predict behavior, it varies greatly among individuals and must often be combined with ability and environmental factors ...
Whereas engagement refers to work motivation, satisfaction is an employee's attitude about the job--whether they like it or not. The relevance is much more due to the vast majority of new generation professionals in the workforce who have a higher propensity to be 'distracted' and 'disengaged' at work.
Because of motivation's role in influencing workplace behavior and performance, many organizations structure the work environment to encourage productive behaviors and discourage unproductive behaviors. [113] [114] Motivation involves three psychological processes: arousal, direction, and intensity. [115] Arousal is what initiates action.
Journal of Applied Communication Research, 35(3), 223–245. Retrieved from PsychoINFO database. Miller, Kathrine, & Koesten, Joy. (2008). Financial Feeling: An Investigation of Emotion and Communication in the Workplace. Journal of Applied Communication Research, 36(1), 8-32. Retrieved from PsycINFO database. Muir, Clive. (2006). Emotions At Work.
By measuring morale with employee surveys many business owners and managers have long been aware of a direct, causative connection between that morale, (which includes job satisfaction, opinions of their management and many other aspects of the workplace culture) and the performance of their organization. [2]
Various factors influence work motivation. They include the personal needs and expectations of the employees, the characteristics of the tasks they perform, and whether the work conditions are perceived as fair and just. Another key aspect is how managers communicate and provide feedback.