1. Employee Motivation
1. Employee Motivation
1.1.Introduction to motivation
The force that drives, regulates, and maintains behavior both inside and outside of the individual is referred to as motivation (Daft & Noe, 2001). Francesco & Gold (2005), define motivation as the level of effort a person expends to complete a task. According to (Stoner, et al., 1994), a person's motivation may be viewed as the psychological traits that contribute to their willingness to accomplish an objective. It includes a number of components that influence, perpetuate, and cause certain human behavior. They went on to say that a number of factors, including motivation, affect how successful and efficient an organization is. Young (2000) further argued that employees' capacity to express the levels, directions, and solutions pertaining to effort at work can be used to define motivation.
Therefore, according to the literature, motivation is a sophisticated force that helps create and sustain a personality that appreciates being in an organization. Motivation goes beyond simply talking to someone and figuring up excuses to start things.
1.2.Employee motivation
Motivation is the most vital aspect of any organization, whether public or private. This is reinforced by the assertion that motivation is crucial to the success of any organization, whether in the commercial or public sector (Chintalloo & Mahadeo, 2013). According to Chaudhary & Sharma (2012) the term "motivation" is derived from "motive." The term "motive" refers to the needs, desires, and wants of the people. Therefore, employee motivation refers to the process by which an organization encourages employees to fulfill organizational objectives through awards, bonuses, and other incentives. Abraham H. Maslow's theory of motivation is predicated on the premise that humans have five levels or hierarchies of needs, namely physiological requirements, security needs, love and belongingness, esteem needs, and self-actualization needs.
Employee motivation is defined as the level of enthusiasm, dedication, and inventiveness that employees demonstrate toward their work. A management concern is continually finding ways to encourage staff, regardless of how the economy is doing. Organizations must improve employee motivation levels to ensure the survival. In order for a company to be successful in the twenty-first century, (Amabile, 1993) claims that managers and organizational leaders must learn to comprehend and deal effectively with their employees' motivation since motivated individuals are essential to the firm's success. She also argues that unmotivated workers are likely to exert minimal effort on the job, avoid employment as much as possible, leave the business, and perform subpar work.
1.3. Benefits of employee motivation
· More productivity- Motivated employees are committed to their company and find meaning and social prestige in their employment. As a result, they are motivated to become their best selves for the organization. When people give their all at work, the entire workflow becomes more efficient (Rubbinunan, 2022). As a result, companies' ability to deliver high-quality work improves. Employees can gradually assume more responsibilities without sacrificing the quality of their work.
· More profitability- Organizations that have motivated employees can boost the quality and amount of work they generate. As a result, the profit margin might be raised proportionately (Vivian, et al., 2021).
Profit growth enables business executives to provide greater salaries, incentives, prizes, and benefits to employees, making their lives easier. As a result, employees remain loyal and involved with the organization as it evolves.
· Decrease employee turnover- Employee turnover costs businesses a reasonable amount of money. Each firm devotes significant time and money to training personnel in order to build skills and preserve well-being. As a result, when employees leave, the organization loses all of its time and resources. This is why motivation is essential in the workplace (Andrews & Mohammed, 2020).
Businesses may drastically lower turnover by keeping their staff engaged. Employers may maximize employee potential and maintain staff engagement by using the proper motivating strategy. As a result, employees tend to switch occupations less frequently.
As a result, firms can significantly cut turnover costs as well as the cost of training new staff. It enables enterprises to maintain consistent output while expanding seamlessly.
· Increase the work- life quality- Employees can enjoy a healthy work-life balance in organizations that keep them motivated. This allows employees to distinguish their personal lives from their work lives and treat each with the importance it deserves. Employees will be able to cope with personal difficulties in their own time and provide the finest input in their work as a result of this chance. As a result, workplace productivity rises, and a wonderful office culture emerges.
· Increase product quality- Employee motivation drives job quality and improves organizational performance. Production may continue uninterrupted when firms keep their personnel motivated. As a result, organizations establish excellent harmony in the entire workflow, positively boosting productivity.
Error margins are reduced when workflow is in harmony. As a result, the product quality has greatly improved. Furthermore, motivated people outperform uninterested individuals in terms of job performance. Employee aptitudes and skills improve dramatically with improved motivation. As a result, they become more involved in the manufacturing process and deliver high-quality products.
These items boost the organization's market worth and can help it become a household name.
· More customer orientation- When a firm has a sufficient number of motivated personnel, they will give their all to improve product quality. They also make every attempt to solve any problems that arise with the products or services that their firm sells. Employees that have direct contact with consumers can have a big impact on customer satisfaction. Employees who are appropriately motivated will use their best efforts to ensure that the customer is satisfied with the product or service (Ahmad, et al., 2012).
When customers are pleased with a product or service, the organization receives recognition, and its reputation grows. Customers are satisfied because they get the greatest products for their money when they buy quality products and receive excellent customer service. As a result, client satisfaction skyrockets.
2. References
Ahmad, M. B., Wasay, E. & Ullah, S., 2012. Impact of Employee Motivation on Customer Satisfaction: Study of Airline Industry in Pakistan, s.l.: Researchgate.
Amabile, T., 1993. Motivational Synergy: Toward New Conceptualizations of Intrinsic and Extrinsic Motivation in the Workplace.. Human Resource Management Review, Volume 3, pp. 185-201.
Andrews, K. S. & Mohammed, T., 2020. Strategies for Reducing Employee Turnover in Small- and Medium-Sized Enterprises, s.l.: Reaserchgate.
Chaudhary, N. & Sharma, B., 2012. Impact of Employee Motivation onPerformance (Productivity) In Private Organization. International Journal ofBusiness Trends and Technology, 2(4).
Chintalloo, S. & Mahadeo, J. D., 2013. Effect of motivation on employees’ work performance at Ireland Blyth Limited. Proceedings of 8th Annual London Business Research Conference Imperial College. London, UK, Imperial College.
Daft, R. L. & Noe, R. A., 2001. Organizational Behavior. 5th ed. Fort Worth: Harcourt College Publishers.
Francesco, A. M. & Gold, B. A., 2005. International Organizational Behavior: Text, Cases, and Exercises. 2 ed. Pearson: Prentice Hall.
Rubbinunan, A., 2022. The impact of employee motivation on productivity, s.l.: www.researchgate.net.
Stoner, J. F., Freeman, R. E. & Dan, G., 1994. Management. 6th ed. Prentice-Hall: Pearson.
Vivian, T. W., Wattage, H. P. & Le, K., 2021. Assessment for the Correlation Between Stakeholder Motivation and Company Profitability in Construction Industry Based on a Human Motivation Theory, s.l.: Researchgate.
Young, R. D., 2000. Expanding and Evaluating Motives for Environmentally Responsible Behavior.. Journal of Social Issues, Volume 56, pp. 509-526.
Hi Upul, Agreed with the shared points. Apart from that, given the significance of employee motivation, a study was conducted in the Afghan province of Nangarhar to determine whether workers' perceptions of compensation were accurate. According to the study case, randomly obtained from 350 employees of distinct private and public organizations through a five-Likert scale adapted questionnaire. To obtain consistent study results, the ordinary least square econometric assessment method was used. The results show that rewards have positive and statistically significant impacts on the motivation of employees. Further found the impact on employee motivation is positive on financial and non-financial benefits and strongly recommends both private and public organizations to motivate their employees through compensations (Muneeb and Ahmad, 2020).
ReplyDeleteExcellent citation of studies conducted to assess the impact positive and negative reinforcements on employee motivation. Furthermore, 167 male and female bank employees from 19 banks were used in a study analyzing Pakistan's banking industry based on primary data, which revealed a positive relationship between employee rewards and motivation. The findings also indicated that, in comparison to other variable factors such as promotion, job security, working conditions, appreciation, and other advantages, remuneration is a far more significant component of employee motivation (Shafiq & Naseem, 2011).
DeleteAccording to (Deeprose, 1994), there is a positive association between a company's reward system and employee motivation. He also noted that having an efficient reward system is crucial for a business since it can help it recruit and keep talented employees. Employee productivity is increased by effective motivation. Understanding employee motivation was the focus of a descriptive study conducted by (Lindner, 1998). Pikon Research, Extension Center, and Enterprise Center personnel make up the sample size of 25, although only 23 of them (92%) responded to the survey. This study reveals that engaging employment and competitive pay are the best motivators. Employees will be more motivated if a firm designs its reward system appropriately in accordance with legal and other standards.
References
Barrit, T., 2003. Management (6th ed). Finance and Management Sciences, 4(1).
Deeprose, D., 1994. How to recognize and reward employees. New York: AMACOM.
Greeno, S., 2002. Human capital management: achieving added value through people. Kogan: Pager limited.
Lindner, J. R., 1998. Understanding Employee Motivation. Journal of Extension, 36(3).
Shafiq, M. M. & Naseem, M. A., 2011. Association between Reward and Employee Motivation: A case study , s.l.: Researchgate.
Nice literature review on Maslow’s hierarchy and other motivational theories from different scholars there. I actually am going to elaborate more on both content theories of motivation and process theories of motivation in my upcoming blogs. There I will critically appraise the Maslow’s Hierarchy of needs and how an organization can utilize that theory to improve employee performance in order to enhance organizational productivity.
ReplyDeleteRegardless of the hypotheses investigated, academics have come to emphasize the need of diverse motivating approaches to employee success. Motivation approaches are tools and procedures that can be employed to motivate employees, and they are as follows:
Management Style Assigning new roles Salary/Wages/Increments
Recognition Praise Management Communication Style
When working with clients, the initial point of contact is the employees. As a result, it is critical for organizations to provide employees with the necessary motivation to encourage them to do more and achieve greater organizational results. According to several academics, encouragement increases workforce effectiveness (Greeno, 2002). Companies will enhance overall productivity, lower expenses, and increase their effectiveness as they motivate employees to perform better. (Greeno, 2002) and (Barrit, 2003) both agreed that motivation stimulates human capital and raises the level of employee performance.
Hi Upul, Furthermore, Every successful organization is backed by a committed employee base, and the commitment is the outcome of motivation and job satisfaction. It is the energy that compels employees towards organizational objective. It would be impossible for the organization to generate performance without commitment. In order to create a competitive advantage organization need to have a competitive employee policies and practices. (C. VARMA 2018)
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DeleteGreat share! In today's corporate environment, it is true that many jobs are lost through layoffs and retrenchment to build a lean company. However, it is equally important to mention that organizations should cease losing performing people because of declining job satisfaction and a lack of willingness to stick around for the long term. Motivated and pleased employees will take a committed approach to organizational goals; in turn, enterprises must demonstrate a comparable commitment to employee goals.
DeleteGreat share! In today's corporate environment, it is true that many jobs are lost through layoffs and retrenchment to build a lean company. However, it is equally important to mention that organizations should cease losing performing people because of declining job satisfaction and a lack of willingness to stick around for the long term. Motivated and pleased employees will take a committed approach to organizational goals; in turn, enterprises must demonstrate a comparable commitment to employee goals.
DeleteGreat share! In today's corporate environment, it is true that many jobs are lost through layoffs and retrenchment to build a lean company. However, it is equally important to mention that organizations should cease losing performing people because of declining job satisfaction and a lack of willingness to stick around for the long term. Motivated and pleased employees will take a committed approach to organizational goals; in turn, enterprises must demonstrate a comparable commitment to employee goals.
DeleteGreat share! In today's corporate environment, it is true that many jobs are lost through layoffs and retrenchment to build a lean company. However, it is equally important to mention that organizations should cease losing performing people because of declining job satisfaction and a lack of willingness to stick around for the long term. Motivated and pleased employees will take a committed approach to organizational goals; in turn, enterprises must demonstrate a comparable commitment to employee goals.
DeleteGreat share! In today's corporate environment, it is true that many jobs are lost through layoffs and retrenchment to build a lean company. However, it is equally important to mention that organizations should cease losing performing people because of declining job satisfaction and a lack of willingness to stick around for the long term. Motivated and pleased employees will take a committed approach to organizational goals; in turn, enterprises must demonstrate a comparable commitment to employee goals.
DeleteGreat share! In today's corporate environment, it is true that many jobs are lost through layoffs and retrenchment to build a lean company. However, it is equally important to mention that organizations should cease losing performing people because of declining job satisfaction and a lack of willingness to stick around for the long term. Motivated and pleased employees will take a committed approach to organizational goals; in turn, enterprises must demonstrate a comparable commitment to employee goals.
DeleteThis comment has been removed by the author.
ReplyDeleteThis comment has been removed by the author.
DeleteAgreed with the content. In addition, Employee motivation refers to the amount of enthusiasm, devotion, and inventiveness that employees bring to their professions. Finding strategies to encourage people is always a management priority, whether the economy is rising or contracting. Various competing models emphasize either rewards or employee participation (empowerment). Employee motivation may be especially difficult for small organizations. The owner has frequently spent years hands-on creating a firm and so finds it difficult to assign substantial responsibility to others. However, entrepreneurs should be wary of such pitfalls: the consequences of poor staff motivation on small enterprises may be disastrous. Complacency, indifference, and even widespread discouragement are examples of such issues. Such mindsets can lead to problems (Balu, 2018).
ReplyDeleteAgreed with the content. In addition, Employee motivation refers to the amount of enthusiasm, devotion, and inventiveness that employees bring to their professions. Finding strategies to encourage people is always a management priority, whether the economy is rising or contracting. Various competing models emphasize either rewards or employee participation (empowerment). Employee motivation may be especially difficult for small organizations. The owner has frequently spent years hands-on creating a firm and so finds it difficult to assign substantial responsibility to others. However, entrepreneurs should be wary of such pitfalls: the consequences of poor staff motivation on small enterprises may be disastrous. Complacency, indifference, and even widespread discouragement are examples of such issues. Such mindsets can lead to problems (Balu, 2018).
ReplyDeleteAgreed with the content. In addition, Employee motivation refers to the amount of enthusiasm, devotion, and inventiveness that employees bring to their professions. Finding strategies to encourage people is always a management priority, whether the economy is rising or contracting. Various competing models emphasize either rewards or employee participation (empowerment). Employee motivation may be especially difficult for small organizations. The owner has frequently spent years hands-on creating a firm and so finds it difficult to assign substantial responsibility to others. However, entrepreneurs should be wary of such pitfalls: the consequences of poor staff motivation on small enterprises may be disastrous. Complacency, indifference, and even widespread discouragement are examples of such issues. Such mindsets can lead to problems (Balu, 2018).
DeleteAgreed with the content. In addition, Employee motivation refers to the amount of enthusiasm, devotion, and inventiveness that employees bring to their professions. Finding strategies to encourage people is always a management priority, whether the economy is rising or contracting. Various competing models emphasize either rewards or employee participation (empowerment). Employee motivation may be especially difficult for small organizations. The owner has frequently spent years hands-on creating a firm and so finds it difficult to assign substantial responsibility to others. However, entrepreneurs should be wary of such pitfalls: the consequences of poor staff motivation on small enterprises may be disastrous. Complacency, indifference, and even widespread discouragement are examples of such issues. Such mindsets can lead to problems (Balu, 2018).
ReplyDeleteAgreed with the content. In addition, Employee motivation refers to the amount of enthusiasm, devotion, and inventiveness that employees bring to their professions. Finding strategies to encourage people is always a management priority, whether the economy is rising or contracting. Various competing models emphasize either rewards or employee participation (empowerment). Employee motivation may be especially difficult for small organizations. The owner has frequently spent years hands-on creating a firm and so finds it difficult to assign substantial responsibility to others. However, entrepreneurs should be wary of such pitfalls: the consequences of poor staff motivation on small enterprises may be disastrous. Complacency, indifference, and even widespread discouragement are examples of such issues. Such mindsets can lead to problems (Balu, 2018).
DeleteI agree with your content and i would like to add that motivated employees have positive effect on the organization productivity and performance. This makes motivation as the most important aspect of any organizational setup and creating an environment which facilitates and supports employee to perform optimally(Varma, 2018).
ReplyDeleteGreat Article Upul. agreed with you, Employee motivation has been of highest importance for companies, managers, and even front line supervisors because it has been and will continue to be the determining factor in work performance, which will eventually determine the success or failure of a firm. Dongho Kim (2006)
ReplyDeleteA great blog article Upul, I would like to add that according to the Jasin 2022, The influence of motivation on commitment implies that greater motivation will lead to greater commitment. Discipline affects commitment, meaning that better discipline will boost employee commitment. The more conducive the work environment, the more committed employees will be. There is an influence of motivation on the performance of human resources, such that the higher the motivation, the better the performance of human resources.
ReplyDeleteGreat approach Upul. According to Ganta (2014), motivation can be considered the key to performance improvement. Furthermore, motivated employees perform optimally in their jobs. The level of motivation at work directly affects how productive employees are. Thus, employee motivation is crucial for any workplace whether it is small or big. Using necessary methods to motivate individual employees is important to achieve organizational goals and to develop as a company Ganta (2014).
ReplyDeleteSuch a great blog Upul. Amabile (1993) contributed to this statement by arguing that it is necessary for managers and leaders of organization to learn to understand and effectively deal with their employee’s motivation; since motivated employees’ are the pillars of successful organization in present and future century. She also indicates that unmotivated employees may probably contribute little effort in their jobs, stay away from workplace as much as possible, go out of the organization and make low quality of work.
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