Motivating Employees
Motivating employees can be challenging to a manager. Employees can welcome the challenge and find rewards which will motivate them further in their job. Each employee is going to have a different motivation type. One of these motivations is achievement which shows the drive that a person seeks and accomplishes challenging goals at work (Newstrom, 2015, p. 118). When achievement motivation is part of an employee’s drive, they may work harder or figure out efficiencies to meet the challenge placed on them by a manager. In addition, to the satisfaction of meeting the challenge an employee might also be rewarded with more responsibility, increase in pay, or a promotion (which presents new challenges).
One of my experiences with achievement motivation was working for a local construction company and starting as their receptionist. Not only was I relieved to get a job after finishing college, but my employer recognized my willingness to learn and take on new responsibilities. It allowed me to gain a better understanding of the industry by going into the field to view the construction sites, speaking with the subcontractors, and working with the local municipalities to obtain the necessary permits, inspections, and approvals. Further, it allowed me to grow in the job as I took on responsibilities that have served me well in the accounting departments at subsequent jobs. The accomplishments helped my employer to recognize that I had multiple talents and I moved into the position of Office Manager with steady pay increases each year. My drive was an asset in this position.
Per the article, Motivating Employees, Douglas McGregor provided a theory that people had more of an input regarding motivation and how goals could be achieved (2009, p. 2). While money may be a good motivation factor it is not the only option. Employees who tend to use achievement as their basis will be more committed to directing themselves, thinking outside