Emerging Issues in Motivation
Emerging issues in motivation refer to challenges and trends that are currently being widely discussed and researched in the field of motivation. These issues may include new or novel approaches to motivation, as well as challenges that managers and organizations face in motivating their employees. Emerging issues in motivation can help to identify new directions for research and practice in the field, and can inform the development of new techniques and strategies for improving motivation in various settings.
There are a few emerging issues in the field of motivation that are being widely discussed and researched. These include:
1. Motivating professionals: In the age of globalization, many employees are professionals who are already well paid and have a good physical working environment. These employees tend to value intrinsic satisfaction and expertise over working hours, and they may be more loyal to their profession than to their employer. Motivating this group of employees may require a different approach than traditional motivational techniques, such as rewards and incentives.
2. Motivating contingent workers: Many organizations are using contingent workers, such as part-time, contract, and temporary workers, due to downsizing, mergers, and acquisitions. These workers often have less stable and secure jobs, and they may receive fewer facilities and benefits compared to permanent workers. Motivating this group of employees can be a challenge for managers, as their job security and job satisfaction may be lower.
3. Motivating a diverse workforce: As the workforce becomes more heterogeneous, managers need to pay special attention to the needs of different groups of employees. This includes considering flexibility in addressing the special needs of employees through things like redesigned work schedules, compensation plans, and physical work settings. It is important to recognize that not all employees want challenging tasks and not all employees are motivated by money, so a one-size-fits-all approach may not be effective.
4. Motivating low-skilled service workers: These employees often have low levels of education and skills, which leads to low pay and limited opportunities for advancement. This can result in high turnover rates, which can be a problem for managers. To motivate this group of employees, managers may need to consider alternative rewards and incentives, such as opportunities for skill development and advancement, a positive work environment, and supportive supervision.
5. Motivating people doing highly repetitive work: Some jobs, such as assembly line work, security, and gatekeeping, can be boring, monotonous, and lack creativity and freedom. To motivate employees in these roles, managers can consider careful selection (because not everyone wants a challenging job), offering high pay as far as possible, creating attractive work surroundings, and providing frequent work breaks and supportive supervision. These strategies can help to reduce boredom and increase employee satisfaction.
In conclusion, there are several emerging issues in the field of motivation that are being widely discussed and researched. These include the impact of technology on motivation, the role of self-determination in motivation, the relationship between motivation and well-being, and the impact of cultural and individual differences on motivation. Managers also face challenges in motivating professionals, contingent workers, a diverse workforce, low-skilled service workers, and people doing highly repetitive work. To address these issues, managers can adopt a flexible approach that takes into account the unique needs and motivations of their employees and incorporates elements of autonomy, mastery, and purpose into the work. By considering these emerging issues and adopting a tailored approach, managers can more effectively motivate their employees and enhance their well-being.
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