Currently there are few companies that apply motivation for the well-being and / or job satisfaction of their workers and the increase of their productivity, since many of them see this as an expense and not as an investment for the growth of the same, it is for them that very few companies retain their staff for long periods of time, that is, those that provide some kind of motivator to their workers is reflected in the positive attitude that they take on certain work circumstances and tend to prolong their stay.
Companies that seek to obtain higher income in relation to the work carried out by their staff, focus only on the work being done correctly, no matter how they do it and how the worker feels under certain circumstances in the process, it is here a An important point where companies must take into account the worker as an important element in the development and completion of the operation, since a well-motivated person will perform their work satisfactorily.
Motivation is defined as “The processes that affect the direction and persistence of the effort made by a person to achieve a goal” (Robbins and Judge, 2013: 202).
Hernández and Prieto (2002: 128) mention that motivation is understood as “A force that drives the individual to act and pursue specific goals; so it is a process that can cause or modify a certain behavior ”.
In short, motivation is that internal or external that drives you to carry out a certain activity or objective; therefore, organizations must have the ability for workers to acquire this impulse and wish to work towards certain objectives.
Taking into account that the motivation is oriented to seek in the worker an objective or goal to be achieved which affects job satisfaction, understood as “The positive feeling regarding one's own job, which results from an evaluation of its characteristics; seeks to measure the feelings of workers regarding the expectations of the organization, reward practices and other similar aspects, job satisfaction is evaluative ”(Robbins and Timothy 2013: 314).
On the other hand, Landy and Conte (2005) indicate that job satisfaction is a positive attitude or emotional state of the person that results from the assessment of work or work experience. As mentioned, the attitude can be positive but at the same time negative, it all depends on the type of motivator that is provided to the worker and the perspective that he has in certain circumstances.
Motivation can be internal and occurs when the person has the impulse or desire to do something on their own, without the need for an external factor that motivates them to do it, while external motivation is everything that the company gives you. provides to efficiently carry out the proposed objectives.
Currently workers spend most of their time in the workplace, which at a certain point the activities become tedious; Since not having some type of motivator, they do not feel good about the activities they carry out and therefore it is reflected in dissatisfaction, low productivity and high resistance to change, the economy of the company being affected.
It is worth mentioning that the proportionate inappropriate policies of motivators can cause a negative attitude in the workers, these policies must be applied according to a previous analysis of the company, since not all have the same problems nor do they all have the same work culture It is for them that it will depend on the requirements of the company's problem.
Motivation is a fundamental element in worker satisfaction, since it leads to job stability, benefiting the company in reducing costs for settlements, publication and time in recruitment and selection of personnel, causing at the same time greater productivity, increase your income by using resources in a better way and reducing downtime and a good image abroad for good results,They are a motivating factor towards workers when the motivation is monetary and some incentive is received for the good work done or when the motivation is not monetary and some recognition is made by the direction or management and even the client can recognize it and the worker feels more driven to continue carrying out their activities in a positive way, these motivations are an essential part for the organization to function properly.
It is concluded that, in order for companies to provide some type of motivator to their workers, they must be aware of the benefits that the application of it can bring them, likewise, considering that the new work culture is focused on maintaining balance in the worker-employer and company relationship, as well as maintaining a healthy work environment where workers are given benefits that reward the company with higher income, this in turn leads to providing them with motivators to improve their work stay, through training and education, as well as an organizational change.
It should be considered that applying some type of motivator to increase the positive satisfaction of the worker in the company will depend on a main element that is education, where attitude and behavior will be a main element so that the worker is not resistant to change.
Bibliography
- Stephen P. Robbins and Timothy A. Judge, (2013) Organizational Behavior, Fifth Edition, Editorial Pearson, Hernández, M and Prieto, C. (2002). Animal and Human Motivation, First Edition, Editorial El Manual Moderno B. Weerther and Keith, Human Resource Management, Sixth Edition, Editorial McGraw Hill.Landy, F. and Conte, J. (2005). Industrial Psychology: Introduction to Industrial and Organizational Psychology, First Edition, McGraw Hill Editorial.
