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Motivating an employee to work hard for any organization is difficult without the necessary encouragement and plan to foster those motivations. Culture is not something executives hand to employees; it is something for which each of us has ownership. It is in the way we treat each other and how we perform, communicate, manage and work together. Organizational systems such as job design and goal setting, performance appraisals, base pay, and career development are reliable ways of establishing an atmosphere of efficiency.
An employee's job design helps to influence their motivation toward excelling in that position. Job design is the process of linking specific tasks to specific jobs and deciding what techniques, equipment, and procedures should be used to perform those tasks. (George & Jones, p. 203) Motivation can occur through employee-realized abilities. They are now in a position to realistically set goals for themselves within the organization. A goal is what an individual is trying to accomplish through his or her behavior and actions. (George & Jones, p. 222) The premise of goal setting theory in organizational behavior is that specifying, setting, and assigning difficult goals for employees, when accepted or generated by the employees, usually leads to improved and increased performance. "They stressed that there were no job definitions in the plant, and that therefore everyone was responsible for making top-quality canisters profitably." (Clawson, p. 6) Goal setting gives each employee the shared accountability for the success of the organization no matter what his or her job demands. Goals motivate by focusing employees' attention, increasing their effort, and increasing their dilig ...