Lecture on Morale and Motivation

MORALE AND MOTIVATION AT WORK

CHAPTER OUTLINE:

Morale And Job Satisfaction

Basic Factors Influencing Employee Morale

Performance Based Rewards

Factors Influencing Motivation

Suggestions for Motivating Employees

Things to Consider in Motivation

Two Approaches to Work Motivation

Rewards and Performance at Group Level


Morale and Job Satisfaction

Monitoring job satisfaction is important both to the supervisor and the HRD. The effects of many human resource strategies are examined with respect to their impact on job satisfaction. Morale is the mental attitude which makes the individual performs his work either willingly and enthusiastically or poorly and reluctantly. Employee morale is an attitude, a state of mind, cannot be seen but is manifested by the employee’s manner and reactions to his job, his work condition, the company policies and program, his colleagues, his immediate boss, his pay, and the like. Morale is present in varying degrees and is generally viewed as an important indications of how well things are going.

Individuals differ in how they respond to the conditions of work. While some employees may be highly satisfied with a particular job, other employees may find the same conditions extremely dissatisfying . An important issue surrounding every human resource activity is how it will influence the level of morale  of employees.

Will morale increase or decrease as a result of a different recruiting strategy, a better benefit package, a new training program, or some other changes in human resource practices?

Low morale contributes to labor problems, attempts to organize labor unions, excessive turnover, labor grievances, and organizational climate.

Grievances, absenteeism, and turnover are frequently used as indirect measures of employee morale.


Basic Factors Influencing Employee Morale

1.Non – work related factors – age, sex, and work value – influenced the attitude of an employee about things around him.

2.Management practices or the qualitative aspects of the job – supervisors who are fair, considerate, and competent generally create positive feelings of satisfaction with supervision.

3.Outside factors – the frustration and difficulties people face in their personal lives have contributed to the general decline in job satisfaction throughout the work force.

4.State of Communication – practicing upward, downward, and lateral communication encourage employees to participate and get involved thereby promoting  teamwork and harmony among all the employees.

Motivation for Performance

Motivation is defined as the willingness to exert high levels of effort to reach organizational goals, conditioned by the effort’s ability to satisfy some individual needs. It is the feeling that prompts people to do what they need to do. The effort element is a measure of intensity or drive.

The task of management is to arouse and maintain the interests of its employees to work willingly and enthusiastically to achieve the company’s goals.

Performance – based Rewards

Specifically, organizations want employees to perform at relatively high levels and need to make it worth their efforts to do so. When rewards are associated with higher levels of performance, employees will presumably be motivated to work harder to achieve those awards.

Factors Influencing Motivation

Individual Differences – One employee may be motivated by money and go for a high – paying job while another may be motivated by security and accept a lower paying job that involves few risk of unemployment.

Job Characteristics – the aspects of the position that determine its limitations and challenge. These include: variety of skills required to do the job, degree to which the employee can do the entire task from start to finish, significance attributed to the job, autonomy, and the type and extent of performance feedback that an employee receives.

Organizational Practices – policies defining benefits and rewards can attract new employees and keep existing employees happy.

Suggestions for Motivating Employees

Recognize individual differences. Accept the different needs, attitudes, personality and other factors which affects employee’s level of motivation.

Match people to job. The jobs that are most attractive and motivating to employees  are the jobs with higher growth needs.

Use goals. Manager should ensure that employees have hard specific goals and feedback on how well they’re doing in pursuit of those goals.

Ensure that goals are perceived as attainable. Employee’s effort will be reduced if goals are not attainable.

Individualize rewards. Because employees have different needs, what acts as a reinforcer for one may not be for another.

Link rewards to performance. Key rewards such as pay increase and promotions should be given to serve as incentive to the employees to attain their specific goals.

Check the system for equity. This simply means that experience, ability, effort, and other obvious inputs should explain differences in pay, responsibility, and other outcomes.

Don’t ignore money. Allocation of performance – based wage increase, piecework bonuses, and other pay incentives is important in determining employee motivation.

Things to Consider in Motivation

1.Most managers think money is the top motivator but it is not. More than anything else, employees want to be valued for a job well done by those they hold in high esteem although one cannot ignore money.

2.Things that are the most motivating to employees tend to be relatively easy to do and cost the least. Personally recognizing employees’ accomplishments can be easy to do. (a personal thank you, public praise)

3.The greatest impact is using formal awards comes from their symbolic value. The recognition value, that is, the intangible, symbolic, and emotional value, of any award is by far the most motivating aspect for employees.

4.Recognizing performance will result in more of that behavior and that is also when it means the most to employees.

5.Managers do not tend to focus on employee motivation until it is lost. Managers are often busy focusing on what is urgent and forget about regularly motivating and recognizing employees. Regenerating poor morale is much more difficult than doing little things along the way to keep it high.

Two Approaches to Work Motivation

CONTENT APPROACH

Hierarchy of Needs Theory by Abraham Maslow – the best known theory of motivation. Maslow hypothesized that people have a complex set of five categories of needs which he arranged in order of primacy. He suggested that, as a person satisfies each level of needs, motivation shifts to satisfying the next higher level of needs.

Physiological Needs – food, clothing, shelter, and other physical requirements. This simply means that the primary motivation of a hungry person is to obtain food rather than gain recognition of achievements.

Security or safety needs – protection from physical and emotional harm. Workers express this desires in the form of having a stable job, with medical, unemployment, and retirement benefits.

Affiliation or Social Needs – the desire for affection, belongingness, acceptance, love, and friendship. Employees with high affiliation needs enjoy working closely with others.

Esteem needs – the desire for self respect, a sense of personal achievement, status, recognition, and attention from others. To satisfy these needs, people seek opportunities for achievement, prestige, promotion, and status to show their competence and worth.

Self – actualization needs – the desire for personal growth to achieve one’s potential and self – fulfillment. Traits commonly exhibited include initiative, spontaneity, and problem – solving ability.

This theory can be applied in organizations by taking note of the fact that unless an organization helps employees satisfy the two lower level needs, addressing the three higher level needs would not influence on-the-job behavior. Therefore, managers must continually re-evaluate what motivates their subordinates and how to motivate them.

Clay Alderfer ERG Model

Instead of five categories of needs, this model specifies a hierarchy of three needs categories

Existence Needs – desires for materials and physical well being (lowest level need)

Relatedness Needs – desires to establish and maintain interpersonal relationships with other people.

Growth Needs – desires to be creative, to make useful and productive contributions, and to have opportunities for personal development.

This theory can be applied by managers by knowing that when employees are frustrated in fulfilling their needs, managers should try to determine the cause of the frustration and if possible, work to remove blockages to need satisfaction. If blockages cannot be removed, managers should try to redirect the employees’ behavior toward satisfying a lower level need.

David McClelland’s Three Needs Theory

This theory proposed that there are three major motives or needs in work situations:

Need for Achievement – drive to excel, to achieve in relation to a set of standards or in competitive situations, to strive to succeed.

Need for Power – drive to influence and control others and the social environment.

Need for Affiliation – drive for friendly and close interpersonal relationships with others.

This theory can be applied in organizations by making an assessment of what drives the employee to work. Those who are achievement – oriented can succeed in an increasingly competitive business world while those who are affiliation motivated can easily work together in teams; self – managed teams, who must work together daily to produce a product.

Frederick Herzberg’s Motivation Hygiene Theory

This theory suggests that distinct kind of experience produce job satisfaction (motivators) and job dissatisfactions (hygiene factors)

Motivator Factors – the factors associated with positive feelings about the job and job characteristics such as challenge of the work itself, responsibility, recognition, achievement, advancement, and growth when present should create high levels of motivation.

Hygiene Factors – are the factors that eliminate dissatisfaction. There refer to characteristics of the work environment outside the work such as working condition, company policies, supervision, co-workers, salary, and job security, that when adequate, maintain a reasonable level of satisfaction but do not necessarily increase it.

This theory can be applied by not only focusing or relying on hygiene factors to motivate employees but on what Herzberg  calls the real motivators to solve human resource problems such as grievances, low productivity, and the like. This theory shows how important it is that managers understand differences between human beings when designing motivational approaches.

PROCESS APPROACH

Victor Vroom’s Expectancy Theory

This is based on the assumption that people choose among alternative behaviors because they anticipate that a particular behaviors will lead to one or more desired outcomes and that other behaviors will lead to undesirable outcomes.  This include three variable or relationship:

Expectancy or effort – performance linkage – probability perceived by the individual that exerting a given amount of effort would lead to a certain level of performance

Instrumentality or performance reward linkage – the degree to which the individual believes that performing at a particular level is instrumental in leading to the attainment of a desired outcome

Valence or attractiveness of reward – the importance that the individual places on the potential outcome or reward that can be achieved on the job.

This theory can be applied in organizations by determining the rewards that each employee value, clear identification of the desired level of performance, and making sure that it is attainable. Rewards should be linked to performance, and making sure that rewards are adequate.

John Stacey Adams Equity Theory

This theory is based on the assumption that a major factor in job satisfaction is the individual’s evaluation of the equity or fairness of the reward received.

Equity is defined as a ratio between the individual’s job inputs (such as effort or skill) and job rewards (such as pay and promotion). This means that individuals are motivated when they experience satisfaction with what they receive from an effort in proportion to the effort they apply and then comparing their rewards to the rewards others are receiving.

This theory can be applied by taking note the fact that inequities usually occur with respect to promotions, salary increases, perquisites and other human resource actions in organizations. Thus, managers must strive to treat all organization’s members fairly by effectively communicating with them.

B.F. Skinner’s Reinforcement Theory

This theory is based on the “law and effect”, the idea that behavior with positive consequences tends to be repeated, while behavior with negative consequences tends not to be repeated. This may expressed as follows:

Stimulus (Situation)    >>>> 

Response (Behavior)   >>>>  

Consequences (Rewards or Punishment)    >>>>  

Future Response                                                  

To illustrate, if one receives a reward (i.e. bonus, compliment, or a promotion) for superior performance, one is likely to continue performing well in anticipation of future rewards while if the consequences are unpleasant (i.e. management’s disapproval or demotion), one tends to modify the behavior.

This theory can be applied by using positive reinforcement to influence work behavior. This can be done through the use of the following guidelines:

1.Do not reward all individual equally.

2.Telling employees what they can do to receive reinforcement

3.Telling what they are doing wrong

4.Not punishing employees in front of others

5.Being fair to all

Edwin Locke’s Goal Setting Theory

This assumes that specific goals increase performance, and when difficult goals, when accepted, result in higher performance than easy goals. Individuals are motivated when they behave in ways that move them to certain clear goals that they accept and can reasonably expect to attain.

Christopher Early and Christine Shalley describe the goal setting process in terms of four phases of a person’s reasoning:

1.Establishment of standards to be attained

2.Evaluation of whether the standards can be achieved

3.Evaluation whether the standards match personal goals

4.The standards are accepted, the goal is thereby set, and behavior proceeds towards the goal

This theory can be applied by establishing goals that are specific and challenging, and by letting employees participate in setting goals. Employees need accurate feedback on their performance to help them adjust their work methods when necessary and to encourage them to persists in working toward goals.

Rewards and Performance a Group Level

Most people suggest that performance in an organization is determined by three things:ability to perform, the environmental context of performance, and themotivation to perform.

Ability to perform is handled primarily through the organization’s selection and training mechanisms. That is, the organization should ensure that it hires only people who have the ability to perform at the expected level.

 

Question for Discussion (Answer at least 1 question)

Please write your answer on the comment section.

1. Is the success of superior/colleagues a motivator or de-motivator? Discuss

2. Do you find that motivated people are more successful than unmotivated people?Defend your answer.

3. What role do teachers play in motivating students? What role do students play in motivating teachers?

 

About the Author:

Rebecca Mauhay Nunesca is a Professional Industrial Engineer, and an ASEAN Engineer currently connected at Batangas State University as Faculty Staff in the IE department. She is presently enrolled at Rizal Technological University taking MS Engineering Education, major in Industrial Engineering.

References:

Corpuz, Cristina Rafol, Ph.D. Human Resource Management (Revised Edition) Philippine Copyright, 2006 by Rex Book Store, Inc.

Medina, Roberto G., Engineering Management First Edition, Copyriight 1999, Rex Book Store Inc., Manila.

Subjects:

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The success of the superior /colleagues can be a motivator and de-motivator. Motivator because some employees are motivated to success of others for them to work hard to recognize and appreciate their work too. And de-motivator because if some people wants a recognition by their own or individual appreciation from the management that helps them generate a sense of pride or morale toward their work and then the success of superior or colleagues was not a motivator at all and according to the theory of equity:individuals are motivated when they experience satisfaction with what they receive from an effort in proportion to the effort they apply.

The success of superior/colleagues seems to be a motivator not a de-motivator because it motivates and forced people to be more successful in all his undertakings in life. For example, people who became successful already in one project, tend to be more successful in their other projects. It is a very appreciative motivator whereas it drives individual to be more responsible in his duties and responsibilities as he knows that his efforts are being recognized by top management. One thing that also assures success as motivator is the fact that if someone succeeds on whatever he or she does, people around them will probably congratulate them, and therefore will make them feel good and motivate them even further. Aside from it will motivate them more, success of these superior or colleagues will probably motivate also other staffs within the organization or community to work hard and so that one day, they will be also one of those successful who will recognized for their achievement.

In my own opininion, the success of my superior/ colleagues is a motivator. There success shows that I can be successful too, in my own ways. Especially if this will happen to my superior in the same environment, like in the company. His success shows that in doing his best he can achieved something. And knowing that the company is giving opportunities for the employees to learn more knowledge and to improve their skills and abilities is motivating and can improve my morale. Me, being motivated will exert my effort and willingness to do my best in a given task. Thinking that this will be the way and the chance for me to be considered by the company.

A success of someone may it be their superior or colleague can be both a motivator or de-motivator. A motivator in a way that some people are being inspired by someone who got successful and in that case they become more inspired to their work and strive harder to become also successful. A de-motivator in a case that an individual effort and hard work are not recognized. Each individual have different motivators in life, some are motivated in high salary, fame and other rewards they can get, others are motivated with the success of others, and some people are motivated in the self fulfillment they can get in doing a certain job and we must always respect these individual differences.

Success of colleagues is a motivator. It is a motivator because it initiates the team to be more productive. Being appreciated and valued is on top of the greatest motivator to workers, not money because it is far more important that their morale is uplifted. If one receives a reward; bonus, compliment, or a promotion for a great performance, one is likely to continue performing well. So it is important then to know the right factors on how to motivate the employees. Thus, factors associated with positive feelings about the job and job characteristics such as challenge of the work itself, responsibility, recognition, achievement, advancement, and growth should always be the priority of a motivator.

For me success of the superior/colleagues is a motivator in such a way that if an employee challenge himself to be as successful as his superior/colleagues then he will strive more to reach or maybe pass on the achievement what his superior/colleagues achieved. Another thing is,if an employee sees his superior as a man with responsibility and great effort, and was able to appreciate the work of others which are the characteristics that he want for himself , then an employee will be motivated when they experience the same thing with satisfaction with what they receive from an effort in proportion to the effort they apply based on the equity theory.

For me success of the superior/colleagues is a motivator in such a way that if an employee challenge himself to be as successful as his superior/colleagues then he will strive more to reach or maybe pass on the achievement what his superior/colleagues achieved. Another thing is,if an employee sees his superior as a man with responsibility and great effort, and was able to appreciate the work of others which are the characteristics that he want for himself , then an employee will be motivated when they experience the same thing with satisfaction with what they receive from an effort in proportion to the effort they apply based on the equity theory.

For me, the success of our superior or colleagues is a motivator because as a person it will be your motivation to exert more effort to achieve something. If you see others that they already achieve the fruit of their hard works then it is not impossible for you to become one of them. It will guide you to strive more because it will serve you as the path you want to take, to be known and also to become more successful in your chosen career. On the other hand it can also be a de-motivator if you see it in a wrong side, for example you engage yourself to a competition to others, with this you don't recognize that your work is already affected and it is already unhealthy.

In the success of our superiors/colleagues, it can be a motivator in a way that the success is right for him/her. For example, in a company, if your superior is promoted because he/she is doing the job effectively and efficiently, I can say that it is motivator, but if he/she is promoted just because of “palakasan”, friendship, and “kumare/kumpare”, that can be a de-motivator. You became motivated if you can see the fairness of everyone. You are challenged by the work itself or by the success that your colleagues attained. But it can also be a de-motivator, if you can see that your superior/colleagues attain the success effortless. You can feel the unfairness and un-belongingness. As what the Hierarchy of Needs Theory by Abraham Maslow say we have the esteem needs, we have the desire for self respect, a sense of personal achievement, status, recognition, and attention from others and in order to satisfy that we seek for opportunities for achievement, prestige, promotion, and status to show their competence and worth. How can we satisfy our esteem needs if at the first place, our hard work and performance are not seen and consider. Employees need to be seen and heard, for them to become motivated. There are many factors that will consider in motivating people, as we are different from each other, we have different goals, and we have different motivators.

Being successful is about committing yourself. In the career, aiming for success will never end and the success of others can be a motivator or de-motivator. From the quote of an unknown person, he said “Just know, when you truly want success, you’ll never give up on it. No matter how bad the situation may get.” This simply means that whatever happens, whatever the reason of not getting what you want doesn’t mean that you have to give up. At first you may think that what happened is a de-motivator but soon you will realize that it is a motivator that failure is a motivator to improve oneself. If you give up on the first attempt, you lose. As what Les Brown said “Accept responsibility for your life. Know that it is you who will get you where you want to go, no one else.” Make the success of others an inspiration or a motivator to aim or dream high and to make that dream in reality.

The success of the superior or colleagues is a motivator. In an organization where someone is working with successful superior or colleagues, he will dream of having himself on that success and will strive hard also to succeed. He will do the same things as his superior, try to know the secret of his success. The successful superior has been the inspiration of many employees and colleagues to work harder. When the employees growth has been recognized, he will be more inspired and motivated to perform effectively.

The success of superior/colleagues can be a motivator and de-motivator depending on how other person views and respond to it. In the motivating aspect, one could take other person's success that serves as an inspiration for him/her by striving hard and exerting high levels of effort to be able to reach the same or even higher of success.They are not satisfied on what they have instead, they seek for improvement of themselves. On the other hand it is a de-motivator to other person because of their pride and jealousy. Instead of serving as a motivation, they view it negatively making criticisms and unwanted feedback. This may lead to labor problems and organizational dispute.

in my opinion both motivator and de-motivator. being a model for your employee can motivate them to achieve higher goal by Increasing positive managerial behavior and improving employee engagement.When your talented employees are engaged, they are able to perform spectacularly and build and improve, as a model they will be encourage and challenge to higher goal same what they think you achieve. It will only become a de-motivator if you will not use your position in right ways,some managers used their position to degrade their employee, in that way some worker lessen their self-esteem as result confusion in their work and low productivity.every worker is desiring for respect and personal growth as said to hierarchy of needs one self must developed psychological needs, esteem needs and security.The effective motivator must developed this quality to their employee.

I considered the success of colleagues as a motivator. Why? Because it will makes me inspire and drive me to do more at my best for me to reach my peak performance. Motivator in a sense that it can encourage me to challenge myself to set my own goals in achieving the success I want and to persist in working toward my goal. This opened my eyes to what lied ahead in my career and thus motivated me to reach the next level and in the process exceed the expectations of my boss.

Success of other greatly influence people positively or negatively but for me the success of my superior or colleague is a great motivator because knowing the achievements of other encourage me to strive more and do my best in my work. Everyone should take positively the success or achievements of others instead of being envy on what they’ve got because it’ll only result further failure and disappointment to you. It is hard to live life competing others because you won’t be satisfied in your own achievements so just be inspired of others success and do your best to make your own in a positive way.

In the success of one superior/colleagues it can be motivator and de-motivator.Every people have individual differences in terms of their personal needs, values,attitudes, interest and abilities that people bring to their jobs. Because employees have different needs, the things that are the most motivating to employees tend to be relatively easy to do and they can work with pleasure and happiness that can boost their pride and morale as an individual.

Success of superior/colleagues is a motivator and at the same time de-motivator. It is a motivator because as you see the rewards and recognitions given to your colleagues, you become eager to perform at your best. It helps in increasing morale, building self confidence and increasing self trust because you become optimistic and hopeful in achieving success. It goes with the saying “If others can why can’t I” and you begin to see the picture of success in your own hands. To add, seeing the success of other makes you become aware on your performance, looking at things that you perform less and that you need to improve. On the other hand, it is also a de-motivator. An individual may feel the sense of accomplishment from watching others success and this in turn makes him less motivated to achieve the same goal. As result, an individual will begin to question and doubt his capabilities, degrading his morale and losses self confidence thus he become de-motivated to work. I think it depends on the person on how he perceives the success of his colleagues. If you become happy for the success of others, it become easier for you to use that success as motivation.

These should be seen as motivators to become a better employee. They may or may not be motivators, depending on the perspective one chooses to see these. It should be an honor to be working under a successful boss’s instruction. I personally think that one of the greatest de-motivators would be competition; especially if I do not stand a fighting chance against my contender. However, my boss is not my competition – he does not even play on the same level (hence, superior). Rather, he must be seen as a trainer or a teacher. And nothing flatters the corporate ego more than being a follower of a great leader, or simply a member of a winning team. On the other hand, the success of a colleague may be de-motivating because he is a competitor to the boss’s attention, employee appraisal and promotion. However, as I am highly competitive and I seek to become optimistic, I see this as an opportunity to strive harder to outperform him. I do not take things personally; it is just that I believe in always doing my best against the standards set in the working situation. But above all, the best motivator is neither the superior nor the colleagues, but one’s self. One is his own best competition; and the bar set to a higher level is his own.

I was quite excited as the article gave me information on how our morale can be motivated and how can motivate our morale. It helped to increase my wisdom on motivating my self- confidence. Morale and Motivation are a word that really impacted to me because I heard it for many times but this point I realize that these two words are very important in doing one thing that you are wanted. Also, this article gave me deep knowledge about the morale and especially with the motivation. It really shows how important morale and motivation to all employee inside the company. They would determine the growth or failure of the company. If the employee has low morale it may affect the performance of his colleague and may result to the low production of the company. But it the employee have a high morale it may also motivate his fellow colleague improve their work thus having a growth in the production level. Motivation is also a great influence to whether it may help improve or decrease the morale of the employee. Managers and supervisor has a big part in the motivation of the employees. They are the one who should initiate the motivation of his theme. Furthermore he/she should be conscious on how he would motivate his team for instead of motivating it may degrade them. There are a lot of methods discussed but the bottom line of all is that in motivating, the feelings and environment of each worker should be considered. And of course I fully appreciate the author of this article for the reason that she highly motivates me to read more about ourhappyschool and for the ideas that compromised with it.

it can be both motivator and de-motivator. the success of the colleagues and superior can be a motivator in a way that they are inspired of the recognition of their co employee. It will lead to a motivation because they are inspired in the achievement of the other, that have been achieved in their own determination and hard work. It can also be a de-motivator because they loose some self-esteem and they are not able to recognized because of some discrimination they experienced by the management even though they are doing the best they can. The management should be able to have an evaluation of each employee to be able to achieve right position for the right person and avoid the discrimination in the company.

The success of the superior or colleagues can be both a motivator and de-motivator to an individual. It is a motivator because it will instill a question in the mind “if he can succeed, why can’t I?”. It will encourage and inspire an individual to work and strive harder if he would see that there is someone who succeed and being recognized already for doing a better performance. It will also give him a thought that the company he works for is being satisfied with his accomplishments. But it can be a de-motivator as well if the efforts of the employee are not being recognized by the management. The management should be certain that all employee contributions, both large and small, should be recognized to uplift each employee’s morale and to encourage them to continue the things they are doing with excellence.

The success of the superior/ colleagues can be motivator and de- motivator. It can be motivator because some employees are motivated through the success of the others. They are being motivated because they think if the other person can achieve their success they can also do it. They strive to work hard to have also a recognition and appreciation they want. It can also a de-motivator because some superior/ colleagues are aimed only in increasing their own popularity. They are not worried about what people think of them. And by doing this they cannot be a motivator for the others. And based what I read in John Stacey Adams Equity Theory that the a major factor in job satisfaction is the individual’s evaluation of the equity or fairness of the reward received.

by Rachelle Joy B. Vasquez Congratulations to the author of this article! In my point of view, success of superior/colleagues is a motivator. For instance, someone's achievement automatically becomes my driving force to do something that I can be proud of. Every time someone whom I know attains an achievement, it inspires me to do my best in order to achieve something even better for myself. It inspires me to challenge my limitations. I also believe that if someone can do or achieve something, there is no way that I cannot. It motivates me to work hard in everything I do not only for myself but also for my colleagues that could be motivated by my accomplishments.

Success of superior/colleagues a motivator because it will give positive ideas in your life. I remember one of my favorite sayings "if other's can why can't I'. If other can achieve their dreams and became success there is no reason for me to stop believing and to be success also.

For me the success of superior/colleagues is a motivator because superiors can help their subordinates to coach, assists and improve employees performance. Managers also give performance feedback, recognition and appraisal to their employees for any work done for them to motivate to work hard. A manager should also create a work environment that successfully motivates employees and need to find out how to help employees manage change while staying motivated. Help employees feel rewarded while changing to improvement, like being recognized, which means giving sincerity and making the employees to feel valued. Also, manager should ensure that employees have hard specific goals and feedback on how well they’re doing in pursuit of their goals.

The success of colleagues can be a motivator. If he sees his colleague succeed, an employee may feel the need to work hard to also get what his colleagues had achieved. It can be a good influence towards the others and it can make the other worker more dynamic. Also, the success of colleagues can be a de-motivator, too. According to David McClelland’s Three Needs Theory, the need for achievement which is the drive to excel, to achieve in relation to a set of standards or in competitive situations, to strive to succeed. If an employee had succeed, the other one may feel that he is left-out, that his efforts were not enough and/or he is not that productive or as good as the other.

The success of an individual can be a motivator as well as a de-motivator. It depends on the individual’s perspective, how will accept that someone is more successful than him. It became motivator if an individual accepted the success of its superior/colleagues in a positive manner. The success of others will motivate him to do better in his job. It will give him the idea that all the efforts he will exert will bear fruits and make sense in the future. On the other hand, it became de-motivator if an individual accepted the success of its superior/colleagues in a negative manner. The success of others weakens individual’s morale. It is when he thinks that his work isn’t recognized by the higher management. In order to overcome this, an individual should see the success of others as a challenge, not to be recognize but to do better.

In my own opinion, I choose motivator as a success of superior/colleagues . My reason behind these is motivator will inspire other people or employees to achieve their goals and have their own perspective. For example, a employee who don't have the motivation with his job due to personal problems or circumstances, motivators can talk or inspire the workers to work hard, improve their skills and abilities. Motivator can also help workers or employee to boost their self esteem and self confidence with the use of praises when they do efficient job, increase their salaries and give more benefits. They are often very good at getting others to want to take on new challenges. Their need is to be unique and that is driving their motivation. and lastly behind motivators, they have also the motivation to motivate others so that they will be a role model or inspiration with others.

For me, success of the colleagues can be a motivator and de-motivator. It can be a motivator, by doing your job well for you to be successful too. And a de-motivator, if you do your job well or exerting effort to attain high level of performance and yet it is not recognized. The company should always see every employee effort for them to do their task well, this is also the company’s benefit.

The success of superior/colleagues for me is a motivator. When the colleagues work well together, everyone will benefit. Once a superior/colleagues had been successful, their employees and subordinate will be motivated to drive to excel, to achieve in relation to a set of standards or in competitive situations, and to strive to succeed. The superior are the role model in an organization so once they achieve something, others will be motivated to achieve that success too. In an organization, a superior is a higher position which means they have the higher obligation and at the same time they handle their subordinate , so a company must hire and promote the best superior because if he/she failed, employees and subordinates will be demotivated.

Seeing others succeed is definitely motivating! It feels good and inspiring to see how they were able to bring themselves toward success. And at certain point, one tends to imagine himself on that position or same situation, and this is what really challenges a person the most - to be recognized. I believe that challenges can motivate an individual to do good or even better, perform his work at his utmost! The success of others motivates a person to develop his potentials further simply because he also wants to achieve that “success”. Nevertheless, success of a superior or a colleague or anybody else may also de-motivate a person in a way that it could trigger a sense of inferiority. One may lose track because of his too much consciousness of not being within the same level like that of his colleagues. But as for me, success of others is a motivator; it boosts my esteem that I can also do the same, be the same. At the end and I know time will come, that I will also be able to make a name for myself, and that, I’ll also be a motivator for others! Best regards, Ms. Author! Another sensible work you have there. May you continue sharing ideas and your thinking on matters that are very much engaging. God bless!

I would definitely make as one of my motivation the success of my superiors and colleagues. I would probably be happy for what they will achieve. Every one of us deserves a chance to excel on a right time and on a right place. Maybe their time had come first. But I will promise to myself that my chance to excel will come sooner. I will make them as my inspirations and my driving force to follow their winning steps. I will not let myself be envy to them that will lower my morale as a professional. I will further boost my performance and I will let them see that I am also worthy of achieving my goals. Working with succcesful professionals will be a venue for me to gain more knowledge and skills that would probably widen my capabilities and abilities in my future endeavors.

The success of superior/colleagues may be a motivator to most of the employees but also a de-motivator to some. Success of one person in the organization will motivate others to also do the things that will make them successful. This happens when there are a great rewards or incentives that are waiting for them. All employees want to be recognized and awarded based on the essential things that they can contribute especially if they know that they are doing the best and it really contributes well in order to attain the organization’s goal. This strategy brings more self-esteem, a sense of belongingness, will boost morale, and will increase self-satisfaction of the employee that will lead them to give more efforts on the job assigned to them. This also leads on giving importance on their work because they can realize that the management was not only giving importance on their work, as well as on them. On the other hand, the success of superior/colleagues may also be a de-motivator to some that will make them more unsatisfied on their work, decrease their morale and feel that they are not being prioritized. This attitude may also decrease their respect to the authority wherein they will not give any effort on the job assigned to them, will decrease their output until they become just a problem employee. This instance happens when this employee wants this recognition many years ago but other employee gets this recognition first in which he believes that they are doing the same thing with the same effort. From this, the management must be careful and assure that they are proper in recognizing who will be given rewards and what kinds of rewards will be given to them. They should make sure that their strategy will motivate their employee to the fullest which is a give and take process because it would also help them to increase their profit and bring achievements to the company. For their strategy to be effective, people especially in the HRD must also be effective in placing their employee at the right place and at the right position which will also give self-satisfaction to the employee and will give them opportunity to further develop their self.

Well, for me it can be a motivation. Why? Because it makes me think that within the organization I work for, there are opportunities to be promoted and moved up just like what happened to my superior or colleagues. It will motivate me to pursue a higher position by showing and giving my best efforts. That being a good employees with his best efforts can be recognize by the management just like what my superior/colleagues experienced. Yes, it can also be de-motivator but every employees should think that it is a not a morale behavior if they are de-motivated by these situation because it can affect his job in a bad sense. It can affect his Job satisfaction which eventually tends to his poor performance.

The success of a superior or colleagues is a motivator. In an organization, not all are rewarded equally, once your colleague success in something, that doesn't mean that you'll get the same reward as him.So for you to get the same reward or treatment that he is having, you'll be motivated to give more effort or your best in everything that you do not only to satisfy your social needs but also to satisfy your self. Success of others for me is not a de-motivator but a good motivator because it brings inspiration to strive for more challenges.

Success of a superior/colleague can be both motivator and de-motivator. Motivator, because an employee may be challenge by what his colleague's achieved, and also, he wants to be recognized by other people for a job well done. Through this, he can receive additional incentives. De-motivator, because in some cases, an employee's effort was not recognized, and through this, he will not be motivated to put extra efforts to do his job well.

I think the succedd of a superior or colleages is more motivator than a de-motivator. For my own opinion, it is a motivator, because it makes people become dedicated to his work and a harworking person to attain succes in his work. Being successful is all people's want for his work or either for his life. If one person is successful it tends to motivate other people to force himself or help his own to become a successful one too. That is why I think the success of a superior/colleages is a motivator not a de-motivator. In reality, it is up to you what is your motivator and how you motivate your self for success!

In my opinion,success of other people specially of our co-workers is a motivator, because it will challenge us to do what they do to be able to succeed, it will put us to challenge our limit to perform to the best as we can were in gain what we want to accomplish and achieve and it will open our eyes on how the company give emphasize the work of their workers as they give recognition to them such as promotion and different bonuses as they perform they duties and responsibilities as a good professionals.As what Winston Churchill said "Never, never, never, never give up.”

The success of the superior/colleagues is a motivator for me because in such a way it inspires an employee to be like as successful as his superior/colleagues. In this way,he will strive more to attain success or maybe pass on the achievement what his superior/colleagues achieved. He will be challenged in showing his capabilities and if he sees his superior as a man with responsibility and great effort and was able to appreciate the work of others, then he will be motivated when he experience the same thing with satisfaction with what others receive from an effort.

Lot of employees can be motivated in a way when their superior or colleagues got their accomplishments/ because of the efforts and perseverance they offered. All of us have that chance to be motivated. It is either based on our own doings or from others. Most of the times. we got motivated because of the factors affecting our self esteem that usually given by other persons.

The success of superior or colleagues a motivator. In a way that a person can see or project his or herself in a situation where he/she can be a "successful somebody" or a be a "somebody". Thus he/she will have a benchmarking on what his/her superior did to achieve their success. He/she could do the same thing or tweak a little bit more to suit his/her preferences. At the end of the day it's all about being hungry for more a success of others can be an inspiration but yourself can strive for more

The achievement of one person can be either a motivator or a de-motivator depending on each individual's perception. As my Opinion, the achievement of another can be negative for it may trigger misinterpretation for another. For example, if there are two person working at the same position and earning same salary and benefits, there is a probability that a "friendly competition" occurs between them for who will get promoted as soon as possible. If one gets promoted, the other may think that he/she deserves the promotion than the other who is promoted. This may lead to a sudden lowering of self-esteem of that person. On the other hand, as David McClelland's Three Needs Theory states that one of three major motives in work situations is the need for achievement. The event (as referred to the example earlier) may become a drive for the other person who is not promoted to strive more and to succeed, realizing that he must exert more effort to be promoted. The positive effect may be interpreted as: an achievement of a person can help other person set a goal, a goal to strive more and achieve what others can. As mentioned in Edwin Locke's Goal Setting theory, Individuals are motivated when they behave in ways that move them to certain clear goals that they accept and can reasonably expect to attain.

For me, the success of the superior/colleagues is motivator, when in the sense of being fair to everybody or to all of the subordinates, because I think they are maintaining their interests to work willingly to exert high level of effort of their teamwork to each organizational goal, conditioned by the efforts ability to satisfy some individual needs. Superior should be motivator, they are measuring the drive, needs, value, attitudes, interest and abilities of their subordinate just to know the motivation for the job performance in order to have a rewards. Each individual has different motivation in life, (salary, benefits, achievement and etc.) Motivation is the causes to act, for example: an individual work hard in order to not only to impress by others but also to promote in much higher position than what they are now. All things that they would like to do must have a purpose and direction to any activity so that, they should be motivated in order to fulfill all of that. But I think sometimes is de-motivator for example, the person is promoted by their manager in higher position but, that person is just promoting because they are having any relationship with the manager ( friend, relatives, etc.).

It is a motivator because it is driving force to an employee to perform better as what his superior or colleague does. Good performance from co-workers serves as an inspiration to other workers to improve the way they to do their job. Everyone is aiming for success. Most of us will find our way on how to be successful in a good way. In an organization, you will be more motivated if you see others gaining success. They tend to be role models to others and serve as an encouragement cause to aim a better position or recognition in an organization. Success cannot only be link to money and reputation but it is a form of self-fulfillment and satisfaction to be awarded within yourself for earning your keeps. Most people will strive hard to gain this success because they see the benefit it can convey to those who achieved it.

For me, the success of superior or colleagues can be a motivator. If colleagues succeeded,it will act as a driving force for that will push them hard to do their job or work more efficient and effective. Also it will give them the idea that when colleagues got their rewards from doing their work successfully, they will be motivated and inspired to have that reward or appraisals that will increase their self-esteem and morale. As they say, the success of others can be a motivator for others! :)

For my own opinion the success of your superior/colleagues,can be a motivator for an employee, because being able to see that he/she can be successful in different ways that you can also possibly do more efficiently and effectively will make you think that you can also be successful, but always remember that "being Successful will start within ourselves, our environment, people surrounding us is just an additional motivator."

For me, the success of the superior/colleagues is motivator, when in the sense of being fair to everybody or to all of the subordinates, because I think they are maintaining their interests to work willingly to exert high level of effort of their teamwork to each organizational goal, conditioned by the efforts ability to satisfy some individual needs. Superior should be motivator, they are measuring the drive, needs, value, attitudes, interest and abilities of their subordinate just to know the motivation for the job performance in order to have a rewards. Each individual has different motivation in life, (salary, benefits, achievement and etc.) Motivation is the causes to act, for example: an individual work hard in order to not only to impress by others but also to promote in much higher position than what they are now. All things that they would like to do must have a purpose and direction to any activity so that, they should be motivated in order to fulfill all of that. But I think sometimes is de-motivator for example, the person is promoted by their manager in higher position but, that person is just promoting because they are having any relationship with the manager ( friend, relatives, etc.)

The success of the superior or colleagues is a motivator. It is the drive to pursue and attain goals. An individual with motivation wishes to achieve objectives and advance up on the ladder of success. Here, accomplishment is important for its own sake and not for the rewards that accompany it. The success of a superior will set as an example to his subordinates to motivate them to perform job effectively and perform high quality work. Being motivated will lead us to our success and we must focus our conscious mind on things we desire. So when that being said it is not hard to imaging how things would be if there was no such thing as motivation.

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