Chapter Five

- Stimulus

Motivation concept:

“Motivation is the basic drive that drives individuals to achieve and satisfy their desires. Motivation is also defined as “an internal feeling to start a certain behavior, stop it, or change its course.”

Work Motives

These are the driving factors that come from within a person and arouse in him the desire to work and achieve.

It is, therefore, a state or internal force inherent in the individual that activates and moves his behavior towards certain goals.

Need

It is an internal state that makes certain results seem attractive to the individual, meaning that a need is a desire to satisfy a certain deficiency or want of the individual

incentive

An environmental influence whose purpose is to arouse motivations and achieve a response to them, and thus it stems from the work environment.

Motivation

It is an administrative practice for the manager to influence employees by stimulating motivations, desires and needs for the purpose of satisfying them and making them more prepared to give their best in order to achieve high levels of performance and achievement in the organization.

The importance of motivation:

So that workers love their work, and feel satisfied with what they do.
To achieve the goals of the educational process to which your school contributes.
Let effective, loving and active people help you in your management.

Important factors in motivating the worker:
Officials should pay particular attention to three factors:

Cooperation with the institution: Workers feel more motivated to work when they realize the importance of cooperation with the institution they deal with.

Contentment: When employees realize that the work they are doing constitutes a qualitative addition to the organization’s work, they are motivated to continue with the same seriousness and diligence.

Choice: Workers feel motivated to work more and harder when you give them the authority to make decisions during work. However, try to find other appropriate ways of encouragement: such as giving them bonuses and so on. But in all cases, you must focus on the factors that affect employees’ enthusiasm at work. Especially the factors hidden within each of them.

Objectives of the incentive policy:

The goal of developing a good incentive system leads to achieving beneficial results, the most important of which are:

1) Increasing work outcomes in the form of quantities, production quality, sales and profits.

2) Reducing the surplus of workers, for example, reducing costs and the quality of raw materials, as well as reducing the loss of human resources.

3) Satisfying the needs of workers of all kinds, especially the highest levels of appreciation and respect.

4) Allowing workers to increase their income while increasing their effort according to the established equations, which leads to encouraging skills to exert more effort.

5) The employees feel the spirit of justice within the organization, developing the spirit of cooperation among employees, and raising the spirit of loyalty and belonging.

6) Contributing to devising the best methods for workers’ performance with the least amount of effort and at the same time achieving the best results.

7) Improving the organization’s image before society.

Benefits of stimulation:

A good incentive system achieves many benefits, including:

1. An increase in labor productivity, sales and profits.

2. Reducing labor waste in material and human aspects.

3. Increasing employees’ incomes and making them feel a sense of justice within the organization.

4. Attracting hard workers to the organization and developing their spirit of loyalty, belonging and stability.

5. Avoid many employee problems such as absences, negative employee turnover, and employee decline.

6. Morale and conflicts

Motivation obstacles:

1) Fear or dread of the institution.

2) Lack of clarity of goals among the organization’s management.

3) Lack of follow-up with workers, so one does not know who is doing good from who is doing wrong.

4) Lack of training on the job and lack of guidance to correct mistakes.

5) There are no channels of communication between managers and workers, so everyone is at a loss.

6) Administrative errors such as multiple and conflicting decisions.

7) Multiple leaders and conflicting orders.

8) Frequent change in leadership, especially if each of them has a style of work that is different from the previous one.

Useful ways to gain employee cooperation:

• Work to build a sense of respect and appreciation for employees by flattering them and praising them for the good work they have accomplished.

• Try to be patient, and make workers feel that you care about them.

• Make room for workers to participate in taking responsibility for improving work, and train them in this.

• Try to make both quiet and noisy workers, or extroverts, feel satisfied.

• Involve your workers in your perceptions, and ask them for more ideas.

• Teach others how to do things themselves, and encourage them to do so.

• Link bonuses to good work performance, not to job standards and seniority at work.

• Allow and even encourage side initiatives.

• Encourage employees to solve their problems on their own.

• Evaluate the employees’ achievements, and explain the values that these achievements added to the organization.

• Remind them of the sacrifices others have made for this work.

• Remove the fear from their hearts and chests about the effects of that work on them if it has negative effects.

• Give them immunity from rumors and slander.

• Always and never repeat to them the necessity of pairing work with sincerity. Always repeat to them.

• Try to make the work groups proportionate in distribution and tasks.

• Try to interact and communicate with employees.

• Try to provide employees with what stimulates their desires for many things.