Employee Motivation
Introduction
Motivation is considered
one of the most imperative matters in all organizations. Motive means want,
desire and needs of an individual. Employee motivation is a key factor to
organizational success. All private and public organizations' success depends
on employee performance. It also turns a good idea into an organization and can
positively impact the world around you
The expansion of many
business into markets throughout the world, employees are becoming competitive
advantage for business. In this compact labor market, keeping good employees
and developing employee loyalty become increasingly important. It is a
continuing challenge to the business. At this moment it is quite challenging to
get the right people to job is very hard (Mohammad Faizul Haque, Mohammad
Aminul Haque, Md. Shamimul Islam, 2014).
Motivation is a way of creating high level of enthusiasm to reach
organizational goals, and this situation is accommodated by satisfying some
individual need. Basically, motivation refers to achieving organizational main
goals by satisfying individual employee’s needs or demands.
One
of the greatest challenges organizations face today is how to manage turnover
of workforce that may be caused by migration of a lot of industrial worker.
This may be because of their lack of motivation and commitment for the
organization; this point of view emphasizes the importance of the study of
motivation and its relationship to job satisfaction. (Prof. S.K. Singh & Vivek Tiwari, 2011)
Job performance is viewed as a function of three factors and is expressed with the equation (illustrated in figure 1.0). The below illustrates motivation, ability, and environment influence employee performance.
Figure 1.0 Performance is the
function of the interaction between an individual’s motivation, ability, and
environment.
Source: Vinay, 2014
. Ability turn depends on education, experience and training and its improvement is a slow and long process. According to Zhang and Bartol (2010), motivation can increase the desire to improve performance. Cerasoli et al. (2014) with a meta-analysis study proves that motivation has an effect on performance. Motivation is one of the strong predictors in improving employee performance (Rogstadius et al., 2011) and entrepreneurial performance (Machmud and Sidharta, 2016). Motivation is highly important for every company due to the benefit that it’s able to bring.
List of References
- Cerasoli, C.
P., Nicklin, J. M., and Ford, M. T. (2014). Intrinsic motivation and
extrinsic incentives jointly predict performance: A 40-year meta-analysis.
Psychological bulletin, Vol. 140, No. 4, pp. 1-29.
- Hadian, D., Senen Machmud, D. J., and Sidharta, I.
(2015). Human performance in cluster center of clothing Bandung,
Indonesia. International Journal of Applied Business and Economic
Research, Vol. 13, No. 6, pp. 4417-4435.
- Prof.
S. K. Singh* & Vivek Tiwari, 2011, Relationship between motivation and job
satisfaction of the white collar employees : a case study, SMS Varanasi, Vol.
VII, No. 2; Dec 11, pp 31-39.
- Rogstadius,
J., Kostakos, V., Kittur, A., Smus, B., Laredo, J., and Vukovic, M.
(2011). An assessment of intrinsic and extrinsic motivation on task
performance in crowdsourcing markets. ICWSM, Vol. 11, pp. 17-21.
- Ganta, V.,C
(2014). Motivation in the workplace to impove the employee performance.
Junior Reserch fellow (Ph.D.,) Department of commerce and management
studies Andhra University, Visakhpatnam. Volume 2 issues 6.
§ Zhang, X., and Bartol, K. M. (2010). Linking empowering leadership and employee creativity: The influence of psychological empowerment, intrinsic motivation, and creative process engagement. Academy of management journal, Vol. 53, No. 1, pp. 107-128.
Hi Thiloka, Agreed your points and adding to that ,as described by Arnold et al (1991) the three components of motivation are direction (what a person is trying to do) , effort(how hard a person is trying) and persistence (how long a person keeps on trying). According to Armstrong and Taylor (2014), Well-motivated people engage in positive discretionary behavior – they decide to make an effort. Such people may be self-motivated.
ReplyDeleteThis comment has been removed by the author.
DeleteThank you for the comments Lakshan, As well as motivation consists of three interacting and interdependent elements needs, drives, and incentives (Ebrahimi and Watchel, 1995). The motivation of employees in the workplace remains one of the sensitive subjects that determine the level of input that employees will put in the organization to commit to good performance.
DeleteAgreed with your comment Thiloka. In a research it was observed that the satisfied employees show higher level of motivation and commitment ultimately positive impact on the performance and behavior of employees reflected in their productivity (Chen et al,2012).
ReplyDeleteThank you for the comments Upeksha. without increased motivation and morale of the employees, the organization risks losing valuable employees. It will be at a disadvantage in attracting potential top talents (Dessler, 2003).
DeleteI agree with all the above points as they are all valid. According to Smith & Cronje (1992), Maslow’s theory is explained relies on the fact that people want to increase what they want to achieve in life, and their needs are prioritised according to their importance. I work for a leading bank in the financial sector. Once a person’s basic psychological and safety requirements are addressed, the theory states that they will develop a desire to belong, get respect, and eventually realise their full potential. The last stage has the potential to have a negative impact on a bank’s bottom line. While top management ensures that a bank’s process for opening savings accounts is efficient and uses cutting-edge technology, a bank employee will almost certainly be involved at some stage.
ReplyDeleteThank you for your comments Nirmika. I agree with your view. Maslow’s Hierarchy of Needs has described by a pyramid shape with the largest and most elementary levels of need at the bottom and the need for self-actualization at the top (Steere 1988). We always start with the lowest level of needs (Skemp-Arlt & Toupence 2007) and strive for satisfaction fulfillment; once achieved, we are then looking to satisfy higher needs.
DeleteHi Thiloka. Well-written article. Employers are faced with the task of motivating employees and creating high job satisfaction among their staff. Establishing events, programs, and policies that embrace job satisfaction and serve to motivate employees to take time, effort, and money. When the employer understands the benefits of employee motivation, then the investment in employee-related motivational policies can be easily justified (Ahmadi and Alireza, 2007).
ReplyDeleteThank you for the comments Dileepa, All organizations are concerned with what should be done to achieve sustained high levels of performance through people. It means giving close attention to how individuals can best be motivated through such means as incentives, rewards, and importantly the work they do and the organizational context within which they carry out that work cannot be understated (Armstrong, 2010).
DeleteHello there, Thiloka. I agree with the above statement. According to Mike (2008), employee interactions have become a crucial component in boosting an organization's performance and efficiency. Management and coordination of human activity has become crucial to achieving organizational objectives. Furthermore, this achievement makes it easier to protect employees' interests and welfare, reducing the likelihood of a conflict between the corporation and the individual.
ReplyDeleteThank you for your comments Isuru. Different people might have different values, and approaches and, therefore, being able to understand employees’ needs and using appropriate motivating methods can help increase the level of motivation (Gleeson 2016).
DeleteHi, very informative article, adding to your points , when employees are highly motivated they try to do the best job they can. Motivated employees call in sick less frequently, are more productive, and are less likely to convey bad attitudes to customers and co-workers. (Skripak,2016)
ReplyDeleteThank you for the comments Surangi, Agree with your view. The way the company manages its workforce determines its ability to establish and maintain a competitive advantage over other companies (Dreher and Dougherty, 2002)
DeleteHi Thiloka, would like to add some points that’s related with employee engagement. As explained by (Durai and King 2018) and (Harter and Mann, 2017) it is a transformational process where employee engagement related with the employee experience and the culture. As engage employees will be an asset for the organization as briefed by (Evangeline and Ragavan, 2016), can be further categorized in to four levels as well. Highly engaged, Moderately engaged, Barely engaged and Disengaged employees. (Jha and Kumar, 2016).
ReplyDeleteThank you for your comments Deshani. Agreed with your view. The ability for leadership to effectively communicate is a basis for employee engagement. The main focus of employee engagement is the alignment of the employee with the organizational goals and to go beyond what is expected (Menguc, Auh, Fisher, & Haddad, 2013).
DeleteWonderful blog! Appreciation is a simple gesture or praise that can boost employee morale and motivate them. Especially, in the remote workplace, the need for recognition grows even more crucial. We bring virtual rewards and recognition ideas to engage remote employees in recognition activities at the workplace.
ReplyDeleteThank you for your comment. I agree with your view. Work from home will be a more permanent change than a temporary one (Parungao, 2020). It will result in a reduction in production costs and an increase in financial gains by employees. In addition, enhanced efficiency in organizations due to the continuous use of technology.
DeleteAgreed. Motivation can be defined as the driving forces behind an individual's actions to attain a specific objective (Rabideau, 2005). Employee motivation is influenced by a variety of psychological and physiological factors. The necessity of addressing physiological needs should be regarded as a major motivator, particularly for low-income individuals. However, it might be claimed that psychological requirements play a bigger motivating role in employee motivation (Baysal and Tekarslan, 2004).
ReplyDeleteThank you for your comments Janaka. Motivation is a psychological force that determines the direction of a person’s behavior in an organization, a person’s level of effort, and a person’s level of persistence (Jones & George 2008). Employee motivation at work can be considered an essential drive as it generates effort and action towards work-related activities.
DeleteAgreed on all points. further more A meaningful reward at the end of their efforts is a great way to keep employees motivated. A reward should have a feel-good factor attached to it. Thus, they feel motivated to push harder, work efficiently and produce better results.(Rogstadius 2011)
ReplyDeleteThank you for your comments Ijaz. The system of rewards and promotions regarding employee motivation is an important tool. The purpose of rewards and promotions is to provide a systematic approach for delivering positive consequences and attracts people to join the organization and ultimately be motivated to deliver a higher level of performance (Pratheepkanth, 2011).
DeleteThis comment has been removed by the author.
ReplyDeleteHi Thiloka. Agree with the points you’ve mentioned. According to Armstrong & Taylor (2020) motivation is the strength which energizes, directs and sustains behavior of people to achieve high performance. It is a responsibility of managers and team leaders to get the best out of people by exercising effective leadership.
ReplyDeleteThank you for your comments Gihan. The motivation process starts with a physiological or psychological deficiency or needs that activates a behavior (Bhattarcharyya, 2009). The motivation process may be internal or external to the individual that arouses enthusiasm and persistence to pursue a kind course of action.
DeleteHi Thiloka, Agreed with you, Motivation results from the interaction of both conscious and unconscious factors such as the intensity of desire or need, incentive or reward value of the goal, and expectations of the individual and of his or her peers, (Vinay, C. G. 2014).
ReplyDeleteThank you for your comments, Organizational effectiveness is the extent to which the organization fulfills its goals using certain resources and placing strain on its members (Mary (1996). Improve proficiency and employee connection helps to improve performance and thus achieve organizational goals.
DeleteHi Thiloka, Well said, Employee motivation is a critical aspect at the workplace which leads to the performance of the department and even the company. Motivating your employees needs to be a regular routine. ( Allen 2007)
ReplyDeleteThank you for your comments Purnima. Motivation can influence performance, and performance can also influence motivation if followed by rewards. Motivation is a set of processes concerned with a kind of force that energizes behavior and directs it towards achieving specific goals (Baron, 1983).
DeleteHi Thiloka , agreed with you and would like to add what Armstrong explained on motivation,Motivation is the force that energizes, directs and sustains behaviour. High performance is achieved by well-motivated people who are prepared to exercise discretionary effort, example independently do more than is expected of them(Armstrong,2014)
ReplyDeleteThank you for your comments Manoj, Agree with your view. An employee's ability only partially determines his output or productivity. Motivation is about giving your staff the right mixture of guidance, direction, resources, and rewards so that they are inspired and keen to work in the way that you want them to (Ludhans, 1992).
Delete