8. The Role of Employee Motivation
8. The Role of Employee Motivation
Global business environments are rapidly evolving, and firms that can adapt to such changes will be the ones to survive. Organizations must develop methods to withstand the intense competition, and those that succeed will be able to endure longer than their competitors. Managing employee churn that may result from the migration of many industrial workers is one of the biggest difficulties that organizations encounter today. This may be a result of their lack of motivation and dedication to the company; this viewpoint highlights the need to research motivation and how it relates to job satisfaction (Prof. Singh & Tiwari, 2011).
Employees that are motivated and satisfied will approach organizational goals with commitment; consequently, enterprises will need to demonstrate a similar level of commitment to employee goals. HR's responsibility is to consistently endeavor to link employee aspirations with organizational objectives (Varma, 2017).
An inspiring workplace environment that supports and addresses employees' requirements for development and growth can help attain this objective. Despite the complexity of these elements and the fact that they cannot be addressed on an individual employee basis since they may vary from case to case, it is crucial for HR to look for common points of intersection. There are other negative effects of dissatisfaction, such as absences, lower productivity, poor morale, reduced contribution to the team, less coordination, and a lack of orientation towards organizational goals, which could affect an organization's ability to compete in the highly competitive business environment. Employee job satisfaction and motivation are studied not only to reduce turnover. Therefore, HR must create an organizational environment and foster an organizational culture that considers market requirements.
Every successful firm is supported by a loyal workforce, and loyalty is the result of employee motivation and job satisfaction. Employees are driven toward corporate objectives by passion. Without commitment, the company would be unable to accomplish excellence. Organizations must have effective workforce policies and practices in order to gain a competitive advantage. An essential stimulus that controls human behavior is motivation. Since no two individuals have the same attitude or behavior, organizations need to develop policies that will satisfy the group as a whole rather than simply an individual (Varma, 2017).
Today's businesses understand how crucial it is to have engaged, motivated employees who work hard to achieve long-term objectives. Organizations now have a responsibility to address the desires and requirements of their workforce and can anticipate a corresponding response. Additionally, motivation has a favorable impact on performance at the individual and group levels, which eventually impacts organizational performance (Risambessy, et al., 2012).
References
Prof. Singh, S. K. & Tiwari, V., 2011. Relationship between motivation and job satisfaction of the white collar employees : a case study. SMS Varanasi, 7(2), pp. 31-39.
Risambessy, A., Swasto, B., Thoyib, A. & Astuti, E. S., 2012. The Influence of Transformational Leadership Style, Motivation, Burnout towards Job Satisfaction and Employee Performance. J. Basic. Appl. Sei. Res., 2(9), pp. 8833-8842.
Varma, C. R., 2017. Importance of Employee Motivation & Job Satisfaction For Organizational Performance. International Journal of Social Science & Interdisciplinary Research, 6(2), p. 11.
A good blog article Upul, I would like to add to your content that according to Lauby (2005), different needs motivate different people (Lauby, 2005). Therefore, line managers play a crucial role in identifying and fulfilling employees’ expectations that would result in better job performance. Thus, employee motivation would have an impact on the overall performance of organizations.
ReplyDeleteThis comment has been removed by the author.
ReplyDeleteAgreed. Global business environments are rapidly evolving, and firms who can adapt to these changes will be the ones to survive. Organizations must develop methods to withstand the intense competition, and those that succeed will be able to endure longer than their competitors. Managing employee churn that may result from the migration of many industrial workers is one of the biggest difficulties that organizations confront today. This may be a result of their lack of motivation and dedication to the company; this viewpoint highlights the need of researching motivation and how it relates to job satisfaction (Varma, 2018)
ReplyDeleteAdding to that Hassan, Motivation serves as a catalyst for all individual employees working for an organization to boost their working performance or to complete tasks in a much better way than they typically do. Individual performance directly relates to organizational performance. Every person who works for an organization helps it to run, and they all contribute to attaining its main objective (Sekhar, et al., 2013).
DeleteAgreed. Global business environments are rapidly evolving, and firms who can adapt to these changes will be the ones to survive. Organizations must develop methods to withstand the intense competition, and those that succeed will be able to endure longer than their competitors. Managing employee churn that may result from the migration of many industrial workers is one of the biggest difficulties that organizations confront today. This may be a result of their lack of motivation and dedication to the company; this viewpoint highlights the need of researching motivation and how it relates to job satisfaction (Varma, 2018)
ReplyDeleteAdding to that Hassan, Motivation serves as a catalyst for all individual employees working for an organization to boost their working performance or to complete tasks in a much better way than they typically do. Individual performance directly relates to organizational performance. Every person who works for an organization helps it to run, and they all contribute to attaining its main objective (Sekhar, et al., 2013).
DeleteAccording to Maslow’s theory (1970), people’s needs range from a basic to a high level. These needs are present within every human being in a hierarchy. Maslow (in his book ‘Motivation & Personality ‘, 1954) propound that man has a hierarchy of five needs that are the satisfiers of the employee performance in the organizational context, which begins with the basic need of physiological well being and goes up to the realization of one’s potential
ReplyDeleteAccording to the number of citations, Maslow's theory of human motivation has attracted a lot of attention, but it has always been a contentious theory because literature contains both criticism and support. It has been attacked for being culture-focused, although this criticism has been refuted by actual evidence from other nations and cultures. Some detractors have argued that it is biased towards women, while others have argued that it applies to both sexes. (TAORMINA & GAO, 2013)
DeleteGreat article. According to (Sousa-Poza & , 2000; Gazioglu & Tanselb, 2006 )The work environment is “Everything that is around the worker and that can affect him in carrying out the tasks assigned”. The working environment consists of two broader dimensions such as work and context. Work includes all the different characteristics of the job like the way job is carried out and completed, involving the tasks like task activities training, control on one’s own job related activities, a sense of achievement from work, variety in tasks and the intrinsic value for a task. Many research papers have focused on the intrinsic aspect of the job satisfaction Results have shown that there is a positive link between work environment and intrinsic aspect of the job satisfaction
ReplyDeleteAgreed Pushpa, adding to that, the idea that "better workplace environments stimulate people and deliver greater performance" is universally acknowledged. The majority of people live 50% of their life inside. In many cases, pay raises and performance-based bonuses have relatively little of a short-term impact. The additional funds quickly start to be seen as an "entitlement" rather than an incentive. There are additional elements that, when taken together, offer a more potent predictor of employee performance. The employee does show up for work solely to receive a paycheck when these other motivations are absent or diminished. The worker in this instance is simply physically present at work; their mind is outside the building (Shaik, 2020).
DeleteGreat article. According to conditions (Sousa-Poza & , 2000)the work environment is “Everything that is around the worker and that can affect him in carrying out the tasks assigned”. The working environment consists of two broader dimensions such as work and context. Work includes all the different characteristics of the job like the way job is carried out and completed, involving the tasks like task activities training, control on one’s own job related activities, a sense of achievement from work, variety in tasks and the intrinsic value for a task. Many research papers have focused on the intrinsic aspect of the job satisfaction Results have shown that there is a positive link between work environment and intrinsic aspect of the job satisfaction
ReplyDeleteAgreed Pushpa, adding to that, the idea that "better workplace environments stimulate people and deliver greater performance" is universally acknowledged. The majority of people live 50% of their life inside. In many cases, pay raises and performance-based bonuses have relatively little of a short-term impact. The additional funds quickly start to be seen as an "entitlement" rather than an incentive. There are additional elements that, when taken together, offer a more potent predictor of employee performance. The employee does show up for work solely to receive a paycheck when these other motivations are absent or diminished. The worker in this instance is simply physically present at work; their mind is outside the building (Shaik, 2020).
DeleteAgee on the content Samatha. Further to your points, employee motivation is one of the key factors for employee retention. Through motivation employees will gain Job satisfaction. is employee retention is possible only by making the employee feel comfortable physically and psychologically’ (Sandhya & Pradeep Kumar, 2011). Maslow's Hierarchy of Needs identify the employee motivational factors in different levels of employment by addressing them companies will be able to motivate & retain the employees
ReplyDeleteAccurate elaboration Lavanjalie, employee retention refers to the different actions taken to retain a departing employee. To excel at work and remain with the company for a longer amount of time, a person must find their job to be challenging and in line with their interests. Motivation is the best tool available. A person's success is sped up by motivation. To get the maximum performance out of their team members, managers and team leaders must consistently inspire them.If a worker has done a particularly good job, show your appreciation. The power of simple phrases like "Well done," "Bravo," "Good," and "Keep it up" is often underestimated.
DeleteGood content Upul and adding furthermore, motivation as an individual’s level of readiness to perform an action and it comprises all factors that influence, intensify and organize human behavior. Motivation in the work context is expressed as an individual’s degree of willingness to exert and maintain an effort towards organizational goals. Employees have different competing needs that are driven by various motivators. Therefore, to maximize organizational performance, organization and its managers should understand what really motivates the employees (Deressa and Zeru, 2019).
ReplyDeleteAmazing write- up and I would further like to add that one strategy for increasing employee motivation has been to see "add-ons" to a person's employment as the main drivers of performance improvement. Companies have used countless combinations of employee benefits in an effort to keep happy employees because they believe that motivated employees are happy employees. These benefits include health care, life insurance, profit sharing, employee stock ownership plans, exercise facilities, subsidized meal plans, childcare availability, company cars, and more.
DeleteThis comment has been removed by the author.
ReplyDeleteAgreed to the content Upul. Further to your points, a motivated employee will always approach work with a commitment. Also motivation is a main factor which can help the employer to retain his staff which is huge task nowadays. Motivation includes training, appraisal, good atmosphere, rewards, addressing needs of employees. In each stage employees will be having different needs (Maslow's Hierarchy of needs) which has to be addressed in evry stages. All these together will help the employees to have a dedication and interest towards work and will give a better results for the company.
ReplyDeleteGreat Article Upul and agreed with the content, Employees must meet certain objectives to be motivated, such as performance and productivity. In contrast to less motivated individuals, he also demonstrated that motivated workers are more independent and self-driven. Additionally, highly motivated workers are eager to assume responsibility and feel strongly about their careers and occupations. (Shahzadi et al., 2014)
ReplyDeleteThis comment has been removed by the author.
ReplyDelete