Why motivation is so important when it goes into our daily life and our workplace? The biggest challenge that many people facing are being able to have sufficient of motivation to do the things that they know what they should be doing. First, here are some explanations about why motivation is important in workplace. Motivation plays part of important role in accomplish targets and business purpose and it is just like a major thing for companies that work in an office that consists of workers who work on one's own, or in a team-based workplace. Make sure that each employee's workplace targets and values are identically same with the company task and vision is significant for establishing and keeps a high-level of motivation. Therefore, this may guide to a higher-level of output, improved working quality and gaining financial among all departments. These days, motivation has increased and became an important form for all sizes of organizations and companies that want to reach their company organizational targets in a rival workplace. You may be getting fired at the end or you will not easily get promoted and will stay at the same position where you are for a long time when you feels that you don't have the motivation to work. Let's say if you are the owner, it may cause an unproductive workplace if your company workers are lacks of motivation. This will lead to a loss in company's sales, profits and market shares. Top qualification workers of an organization persistently offer high-quality of work, maintain a high-level of output and solve obstacles or challenges easily. In fact, assisting all workers maintaining a high standard of motivation can give a hand to keep employees promised to work harder and devoting as much value as they can to the company. It is important to pay attention on worker's motivation because the company's survival is depends on it. Other than that, companies can turn human resource into action because every interest claims physical, financial and human resources to achieve the targets. Human resources can be taken as an advantage by using full of it via motivation. This can be completed by establishing willingness in workers to work and it can help the company in saving best possible adoption of resources. Besides of turning human resource into action, improving level of efficiency of workers also was important in increasing motivation, the level of an underling or a worker does not only rely on his qualifications and capability. The gap between capability and willingness has to be fulfilled so that it will increase the level of performance of the workers so that the customers or buyers will satisfy with their services. In case, if the performance of the workers increased, it may cause an increase in outputs, a reduction in cost of production and also improving the overall of worker's efficiency. Next, motivation may lead humans to having wild ambition and will achieve the organizational goals faster. To achieve the organizational goals faster, there are few factors that taken place; first of all, it may be the best if the company having probably adoption of resources, and a teamwork working environment. If coordination and cooperation occur at the same time, which are valid to be done through motivation, then the organizational can be achieved. Motivation also leads stability to workers from view of thinking and prestige and be concerned about. There will always an advantage to company and to worker itself if they are having first-rate skills and techniques. It will bring up a good public image for the company in the market and it can draw attention of other people to be concerned about. Lastly, workers may remain loyal to the company only because they already have a participation feeling of the company.
After discussing the importance of motivation, now we will discuss the theory of motivation. Motivation theories can be divided into two points of view which are the Content theories and Process theories. A content theory is about the reason that how motivates people to be concerned about needs and goals for a human. Content theories including few theories, which are the Maslow's Hierarchy of Needs, McCelland's Human Motivation Theory, Alderfer's ERG theory, and the Herzberg's Two-factor Theory. We will discussing the two main needs theory, which is the Maslow's Hierarchy of Needs and the Herzberg's Two-factor Theory. First, the Maslow's Hierarchy of needs was being introduced by a pyramid with five levels; the lower levels of the pyramid are the shortage of needs which associated with physiological states. Next, the top levels of the pyramid are being needs and it is associated with psychological states. According to this hierarchy, the higher groups of needs only will get attention once all the needs that are under it will at least majority satisfied. Abraham Maslow explained need as a scarcity of physiological or psychological to a person that will feels the obligation to satisfy, it can produce a tightness atmosphere to affecting a person's work attitudes or behaviours and working speed. There are five-stage models of needs which we may call it as basic needs in the Maslow's Hierarchy of Needs, which is biological and physiological needs, belongingness and love needs, safety needs, self-actualization needs and esteem needs. These needs are so-called as the physiological drives are usually used as the starting point for motivation theory. If a person is lacking of those basic needs, they would most probably demanding for more needs that are more intense for other things. If there are physiological needs that are comparatively well gratified, thus, there will be new sets of needs which are going to appear, which may be classified probably as humans safety needs. Hence, if the needs for the love, emotion and the sense of belonging has arises, which means the physiological and safety needs are well gratified. The sense of belonging or love needs of an individual represents a huge variety of needs from a sense of relation. These social needs such as love, emotion and friendship are important to friendship, couples, children and parents. Therefore, every human have a demand for a stabilizing, strongly foundation-based, high assessment of themselves, for not only self-respect, but also for self-esteem and the respect for the others. Esteem shows that an individual demanding for a sense of self-confidence and also sufficiency, this reflects the inner of an individual's feelings of power, accomplishment, independence, or the outer of an individual's feeling of popularity, recognition and also attention from other people. The need, self-actualization is the most general terms to reveal the demand to be conscious of one's full ability. For summary, the five types that stated above must be found out that not to be outstanding or individual determiners of some types of conductivity because not all of it is decided by the basic needs. It also can be said that not all types of conductivities is being motivated as there are still many determinants of conductivity other than motivation. Besides that, there are also needs that are needed by the students who should be established as the school's liability such as physical needs, growing independently, developing suitable communication skills, receiving and giving emotion and many more. Company should provide different rewards to workers in sequence to help them satisfy each of their needs in turn developing the hierarchy. Besides that, managers should also identify that an amount of workers are not motivated through the same method and do not bring forward all the hierarchy at the same speed. Therefore, managers should provide a merely different set of rewards from worker to worker. As shown on above, the innate character of Maslow's Hierarchy of Needs is that the five needs should be examined before a more detailed understanding is discovered.
After discussing the Maslow's Hierarchy of Needs, now we will be discussing the Herzberg's Two-factor Theory. The Herzberg's Motivation-Hygiene Theory, also known as the 'Two-Factor Theory' was introduced in 1959, has become currently still one of the most used, most known, and the most abroad respected theories that explaining the motivation and job satisfaction. The conclusions that he summarized for this theory were extremely influential and still form the most good of bedrock for the motivational practices in companies nowadays. Herzberg shows that are some characteristics of a job, which is always related to job. The theory is divided into two factors which are motivator factors and hygiene factors which are formed from the basis of his Motivational-Hygiene Model. The job satisfaction and motivation although have already been studied in many job circumstance and against toward many different theoretical formulations.
