How can managers ensure employee motivation at work? There are two reasons why people do things, firstly because they want and are willing to do it, or secondly because they do it. I have no choice. If people do things when they have to, it is likely that they will only do what is necessary and stop doing it as soon as they can. Therefore, the term “motivation” is introduced, in order to make people want and want to do things. This essay will examine how the best managers can ensure their employees are motivated at work, as this is important for an organization to achieve its goals. Before we begin, we need to clarify the term: motivation. Motivation has to do with a set of independent/dependent variable relationships that explain the direction, magnitude and persistence of an individual's behavior, holding constant the effects of aptitude, competence and motivation. understanding of the task and the constraints operating in the environment. To start with traditional Theory The only reason they work is for rewards (simply money). In this case, managers must constantly monitor their staff. Unlike Theory X, Douglas McGregor introduced a completely different theory called Theory Y. He believes that people want to work and learn, not just for pay, but personal development is more important. important to them, they like to work while challenging themselves. Therefore, what managers do is design the plan to achieve the best results, both for the employees and the organization, and ensure that the plan works properly. The above two paragraphs clearly show a relationship between employers and em...... middle of paper ......ology2. Motivation & Effort within the framework of the employment relationship. CBS CB519 Course Notes. Page 33. Employee motivation, organizational environment and productivity. Section 2: employee motivation. http://www.accel-team.com/motivation/index.html4. Maslow, AH (1943), “A Theory of Human Motivation”, psychological review. Page 50.5. Guest, DE and Conway, N. (2002), Job pressure and the psychological contract. London: CIPD.6. Makin et al., Organizations and the psychological contract. Page 130.7. 2005 Institution of Electrical Engineers, http://www.iee.org/OnComms/Circuit/jobs/careerladder/entering_management/psychological_contract.cfm8. Rousseau, DM (1995) Psychological contracts in organizations.9. Hackman, J.R. and Oldham, G.R. (1980). Work Redesign, Reading, MA.10. Adam, JS (1963), Towards an Understanding of Inequity.