A520.4.3.RB_FogartyShawn

Motivation

     Andy Mulholland discusses three significant points regarding motivation of individuals. Foremost, he belabors the point that money doesn’t solve problems and money cannot be used as an exclusive motivator. The first key element of motivation he discusses is “to give the individuals interesting work.” Menial task after menial task will create boredom and leave the individual unfulfilled. Second motivational technique is to “increase the individuals skill set.” This can be done with additional training or increasingly more difficult tasks. Lastly, and most importantly, he communicates that individuals have to be “recognized and valued for their contributions.”A “job well done,” will reinforce the communication between manager and subordinate. This will also humanize the manager to the employee and convey the feeling of importance to the employee as a valued member of the team.
    
     I believe that the three points of motivation discussed above along with equitable treatment aside my peers, managers being attentive to personal needs and opportunities for advancement are amongst the highest motivational factors I consider in my employer. I like to have interesting and unique work experiences and would find doing the same task repetitively completely boring. It is also important to know that the employer wants to invest resources to increasing my skill set, which in turn should help the organization. This goes along with having room for advancement within the organization. Until I am running the business, I want to be able to continually increase my skill set and move up within the organization. There probably will come a time I settle in, but currently I want to climb the ladder as high as it will go. The motivation of having an employer that focuses on personal needs of the employee is also important; I do not want to be part of a “bottom line” organization.  I believe that equitable treatment among the employees is particularly important so all members of the team feel equally valued. A manager displaying favoritism or giving preferential treatment would not motivate individuals. Lastly, I like to be recognized for my hard work, I do not seek out special attention, but I do enjoy a hand shake or thank you for a job well done. Although these motivators my mostly my personal preferences I can predict majority would be relevant for other individuals as well.

     Overall, motivation is different for different individuals. It is important for a manager to figure out what those motivators are for each particular employee and use those to keep the employee engaged within the workplace. Above all else, money cannot solve the problem.