EMPLOYEE
MOTIVATION
INTRODUCTION
Employee Motivation plays a crucial role
in the long term growth of an organization which has a direct connection with
the performance of employees. Employee motivation and performance are essential
tools for the success of an organization in the long run in a volatile and
fierce market environment.
Motivation is the force that energizes,
directs and sustains behavior. It provides the personal and dynamic element in
the concept of engagement. High performance is achieved by well-motivated
people who are prepared to exercise discretionary effort (Amstrong, 2010).
Motivation is defined as the amount of effort an individual desires to exert
towards his or her job performance. Organizations are always searching for
innovative ways to increase employee motivation (Stephen, 2016).
There are 5 ways
to motivate the employees as mentioned below;
Communicates
Better – The staff will know their value and communication is the best way to
show the value of employees in an organization (Jacoby, 2017).
Be
an example – It is necessary to be an example to the employees. By being an
example it will show the employee, the leader’s excitement towards the
company’s goal (Jacoby, 2017).
Empowering
the employee – To get the employee to improve their performance. Employees have
ideas about how they can be more efficient and it is important to get them
motivated (Jacoby, 2017).
Offer
opportunities for better career growth – Motivate employees by offering
training that give them skills (Jacoby, 2017).
Provide
incentives – Incentives are always motivation boosters and incentives are the
best way to show appreciation. Motivation is a key role in keeping the best
employees too (Jacoby, 2017).
Motivation is not only restricted to physical
and tangible things like money or promotions but also intangibles like
psychological factors (Ikoku, 2018). Goals motivate people to
develop strategies that will enable them to perform at the required goal
levels. Finally, accomplishing the goal can lead to satisfaction and further
motivation, or frustration and lower motivation if the goal is not accomplished
(Lunenburg, 2011) Many researchers show that the environmental
factors increase the employee’s motivation. Reis and Pena (2001) has objective
to introduce the environment in employees can work friendly.
Findings show that in nowadays cooperative work environment is great effect on
motivation. It’s confirmed that working style and methods have been changed (Dahie,
Ali and Ale, 2015)
Motivated
workers are more dedicated to their organizations. They have job satisfaction
and therefore, they work more productively, and for this reason, managers
motivate their employees to use their knowledge and skills towards
organizational aims (Osterloh, Bruno and Frost, 2001).
Employee Motivation is categorized into two categories
such as, Extrinsic Motivation and Intrinsic Motivation; Individuals are intrinsically motivated when they seek
enjoyment, interest, satisfaction of curiosity, self-expression, or personal
challenge in the work (Keijerz, 2010) and extrinsically motivated when they
engage in the work in order to obtain some goal that is apart from the job.
(Keijerz, 2010). Increase in extrinsic factors alone does not lead to an
increase in performance. And at last, it is argued that extrinsic factors have
an influence on intrinsic motivation and in some cases can even decrease
intrinsic motivation (Keijerz, 2010).
The following model shown in Figure 1 depicts the impact of motivation on employees' performance. According to the analysis and interpretation made by (Uzonna, 2016) the following conclusions were drawn: If managers to be effective, they need to have at least a basic understanding of motivation and different motivational theories which explains the concept of motivation. It is only grasping these concepts that they can hope to effectively bring about continual high performance in their workers. Managers need to provide growth opportunity and challenging jobs in order to better motivate today's workers. Without these challenges and opportunities for growth, employees may not see a need to perform highly at work. In conclusion, when it comes to bringing out the best performance of employees, growth opportunities and challenges, recognition and non-cash rewards are more effective motivators than money (Uzonna, 2016).
The following model shown in Figure 1 depicts the impact of motivation on employees' performance. According to the analysis and interpretation made by (Uzonna, 2016) the following conclusions were drawn: If managers to be effective, they need to have at least a basic understanding of motivation and different motivational theories which explains the concept of motivation. It is only grasping these concepts that they can hope to effectively bring about continual high performance in their workers. Managers need to provide growth opportunity and challenging jobs in order to better motivate today's workers. Without these challenges and opportunities for growth, employees may not see a need to perform highly at work. In conclusion, when it comes to bringing out the best performance of employees, growth opportunities and challenges, recognition and non-cash rewards are more effective motivators than money (Uzonna, 2016).
Figure 1: Impact of monetary motivation variables on employee performance
(Source:
Uzonna, 2016)
If the empowerment and recognition of employees
is increased, their motivation to work will improve their accomplishments and
the organizational performance. Nevertheless, employee dissatisfactions caused
by monotonous jobs may weaken the organizational performance (Dobre, 2013).
Therefore, jobs absenteeism rates may increase and employees might leave the
organization to the competitors if they offer better work conditions and higher
perks. Each individual should be motivated using different strategies. For
example, one employee may be motivated by higher commission, while another
might be motivated by job satisfaction or a better working environment (Dobre,
2013).
Herzberg's Two Factor Theory
Herzberg’s Two Factor Theory also called
as the Theory of Motivation and Hygiene Factors which is a well known theory of
motivation;
Figure 2: Herzberg’s
two factor theory
Motivators
(Leading to Satisfaction)
|
Hygiene
(Leading to Dissatisfaction)
|
Achievement
Recognition
Work
Itself
Responsibility
Advancement
Growth
|
Company
Policy
Supervision
Relationship
with Boss
Work
Conditions
Salary
Relationship
with Peers
Security
|
(Source: Keijerz, 2010)
Herzberg’s two-factor theory has received
extensive attention of having a practical approach towards motivating
employees. Herzberg published his investigation of feelings of 200 engineers
and accountants from over nine companies in the United States. The individuals
were asked to describe job experiences where they felt either extremely bad or
exceptionally good about their jobs and rated their feelings on these
experiences. Feedback about good feelings is generally related to job content
(motivators), and feedback about bad feelings is associated with job context
(hygiene factor). Motivators came about with factors built into the job itself,
such as achievement, recognition, responsibility and advancement. Hygiene
factors were related to feelings of dissatisfaction within the employees and
were extrinsic to the job, such as interpersonal relations, salary, supervision
and company policy (Herzberg, 1966). Hygiene factors prevent dissatisfaction
but they do not lead to satisfaction. They are necessary only to avoid bad
feelings at work. Under Herzberg’s (1966) theory, workers who indicate satisfaction
with both motivator and hygiene factors should be top performers and those who
are dissatisfied with both factors should be poor performers (Tan and Waheed,
2011).
I am working for a leading multinational company. By reviewing the benefits of the company which offers the employees under the motivation and hygiene factors, the company offers the Executive Directors a house from the company to be owned by themselves which is built in the city with all facilities included. Rewards the staff who completes 10,15,20 years of service with special monitory benefits. The factory staff receives meal allowances as them being recognized under privileged category, medical clinic every week and free accommodation are few benefits to name which are being received by the factory staff. The company also extents scholarships to the children of the staff who performs well in education. Senior Managers and above are given with company maintained vehicles including fuel and their mobile phone bills are paid with a limitation. Life insurance is also offered to the staff and their immediate family. Apart from the above benefits the company also offers annual increments which goes up to a maximum of 20% as per the performance appraisals being evaluated by the management. The company has also introduced fitness and yoga segments for employees which I believe is an essential need for the employee well-being.
I am working for a leading multinational company. By reviewing the benefits of the company which offers the employees under the motivation and hygiene factors, the company offers the Executive Directors a house from the company to be owned by themselves which is built in the city with all facilities included. Rewards the staff who completes 10,15,20 years of service with special monitory benefits. The factory staff receives meal allowances as them being recognized under privileged category, medical clinic every week and free accommodation are few benefits to name which are being received by the factory staff. The company also extents scholarships to the children of the staff who performs well in education. Senior Managers and above are given with company maintained vehicles including fuel and their mobile phone bills are paid with a limitation. Life insurance is also offered to the staff and their immediate family. Apart from the above benefits the company also offers annual increments which goes up to a maximum of 20% as per the performance appraisals being evaluated by the management. The company has also introduced fitness and yoga segments for employees which I believe is an essential need for the employee well-being.
ADVANTAGES
OF EMPLOYEE MOTIVATION
1. According to (Kuvaas & Dysvik, 2009) motivated employees are highly engaged and involved in their work and jobs and are more willing to take responsibility (Shahzadi et al, 2014).
2. (Denton, 1987) explains motivated employees with high levels of job involvements are considered as an important asset to an organization (Madi et al, 2017).
3. Self-determination theory focuses on the intrinsic motivation who desire personal growth and are independently pushed towards achieving goals (Hammond, 2018).
2. (Denton, 1987) explains motivated employees with high levels of job involvements are considered as an important asset to an organization (Madi et al, 2017).
3. Self-determination theory focuses on the intrinsic motivation who desire personal growth and are independently pushed towards achieving goals (Hammond, 2018).
CHALLENGES OF EMPLOYEE MOTIVATION
1. Requires the instructor or leader to have personal knowledge of each individual in the group (Keenum, 2011).
2. Pointing out employees when they have not met their goals is demotivating, and it reduces future performance. Instead, the manager should help employee with strategies to achieve the goals (Lazen, 2008).
1. Requires the instructor or leader to have personal knowledge of each individual in the group (Keenum, 2011).
2. Pointing out employees when they have not met their goals is demotivating, and it reduces future performance. Instead, the manager should help employee with strategies to achieve the goals (Lazen, 2008).
RECOMMENDATION AND CONCLUSION
It is observed that the company has given less attention in training and development and recognition of the employee. Therefore the company should concentrate more on training and development aspects of the employee and ensure that all employees have access to learning as well as the need for training and development on the job which will enable them to work to satisfactory level of the company. The company should also identify a star from the work force on employees' achievements and also should choose a leader among teams. This will be another way of motivating the employees. Further recommends and suggest a work friendly family environment in promoting relationship with Peers and suggests to place a grievance handling (Suggestion Box) to be kept at factories to drop their suggestions or concerns which needs the attention of the management.
1. A motivated staff is essential for a company that wants to increase productivity and customer satisfaction. In this context, motivation means the willingness of an individual to do efforts and take action towards organizational goals (Dobre, 2013).
2. Combination of extrinsic and intrinsic motivation is vital for effective employees' motivation leading to job satisfaction and greater productivity (Ikoku, 2018).
3. The studies therefore recommend that organizations should consider staff motivation as a cardinal responsibility. Unless staff motivation is properly executed, organizations and their managers will always suffer employees' negative attitude towards work (Ikoku, 2018).
References
Armstrong
, M. (2010) Armstrong's Esstential Human Resource Management Practice:
A Guride to People Management. India, Replika Press (Pvt) Ltd
Dahie,
A. M. et al (2015) Employee Motivation and Organizatonal Performance:
Empirical Evidence from Secondary Schools in Mogadishu - Somalia. Academic
Research International, 6 (5).
Dobre,
O.I. (2013) Employee Motivation and Employee Performance. The Bucharest
University of Economic Studies.
Hammond,
K. (2018) Pros and Cons of the Motivational Theory. Bizfluent.
Ikoku,
A. (2018) Impact of Motivation on Employee Performance. Federal College of
Education, 9 (1) (2).
Jali,
M (2015) The impact pay on productivity and motivation on general workers in
South African platinum mines. Gorden Institute of Business Science
Univertity of Pretoria.
Keenum,
K. (2011) Advantages and Disadvantages of Motivation. [blog entry].
Available at: <http://keenummotivation.blogspot.com/2011/04/advantages-and-disadvantages-of.html>.
[Accessed on 27 September 2018].
Keijzers,
B. (2010) Employee Motivation and Performance. Bachelor Thesis.
Lazen,
S. (2008) How to Motivate Employees: What Research is Telling Us. Harvard
Business Review article, 90 (8).
Lunenburg,
C. (2011) Goal Setting Theory of Motivation. International Journal of
Management, Business, and Administration, 15 (11) 2.
Madi,
F. N. et al (2017) The Imppact of Employee Motivation on Organizational
Commitment . European Journal of Business and Management, 9 (15).
Nguyen,
L. (2017) The Impact of Employee
Motivation on Orginizational Effectiveness. International Business.
Rampton,
J. (2017) 10 Tips to Motivate Employees Without Resorting Mone. Entrepreneur
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S. P., Judge, T. A and Vohra, N. (2013) Organtzational Behaviour. 15th
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A. F. (2016) Understanding Employee Motivation Through Managerial Communication
Using Expectancy-Valence Theory. Journal of Intergrated Social Sciences,
6(1), pp. 17-37
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T and Waheed, A. (2011) Herzberg's motivation-hygiene theory and job satisfaction
in the Malaysian retail sector: the mediating effect of love of money. Asian
Academy of Management Journal, 16 (1), pp. 73-94.
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U. R. (2013) Impact of motivation of employees' performance: A case study
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Motivation plays crucial role in individuals and teams to reach any desired goal, especially in organization in current context. The blog comprehensively discuses on the subject and gives a good understanding of the subject
ReplyDeleteThank you for your comments on my blog Chaminda, Motivation is very much needed for employees in an organization to be more productive, and management or leadership style has an important role to play. Although individuals have their expectations, it is the leadership’s responsibility to develop and align which are suitable to bring job satisfaction to their employees (Badubi, 2017).
DeleteAs i agree with you Ruwani, with the proper motivation you can accomplish anything. Visualizing the outcome and use that desire to create the motivation to achieve that goal. According to Robert (2012) Saving time by helping employees to make their own decision and ensuring they have the necessary knowledge to understand and make decisions properly, by this the employee feels empowered.
ReplyDeleteThank you Crystal and I agree with you, according to (Drake, Wong and Salter, 2007) Motivated employees are the most important factor in the long-term success of any business. Empowerment positively impacts motivation, and motivation leads to better performance. Empowerment and motivation are complex notions. Better understanding of them helps small-business managers’ better connect their impacts on performance.
DeleteRuwini, you have well evaluated employee motivation through Herzberg´s two factor theory. According to Juhásová (2014) there are many theories which employee motivation could be discussed; such as • Maslow´s Hierarchy of Needs • McGregor Theory X and Theory Y • Vroom´s Expectancy Theory.
ReplyDeleteAs I agree with you fully that there are many other theories which could be discussed under Employee Motivation. (Nabi et al, 2017) explains Maslow’s hierarchy of needs under 5 categories from lower to higher order of needs. Physiological, Safety etc displays lower order and Social, Esteem, Self-actualization under higher order. McGregor Theory X and Theory assumes that, workers have little ambition; dislikes work, avoid responsibility and require close supervision. Theory Y assumes that, workers can exercise self-direction, desire responsibilities and like to work. Whereas Vroom’s Expectancy theory has become a significant basis for explaining what motivates people to work. It is probably the leading theory of motivation, and is used to inform decisions on the design and management of contingent pay schemes and to measure the effectiveness of such schemes (Armstrong, 2010).
DeleteWhen an organization creates an environment where it supports the long term development of its employees, it can produce many benefits both for the individual and the organization. The aim is to gain competitive advantage for the organization through improving individual effectiveness. This is because training holds the key to unlock the potential growth and development windows to achieve a competitive edge(Ramadem and Nagurvali, 2012). Therefore it is important to measure the commitment of workforce through training and development. Accordingly employees gain potential knowledge through effective training and leads them to gain effective performance management by achieving targets effectively.
ReplyDeleteAs I agree with you Ruwani, Motivation is a key strategy that can use to increase the level of commitment of employees for the better performance management. Thus you have being clearly identified the critical areas that can help an employee to managing resources effectively through motivation.
Thank you for your comment on my blog Lasitha, I would like to further mention that according to (Scott, 2007) Knowledge and technology is placing importance on acquiring new skills and creative knowledge through training and development of its employees. Wan (2007) argues that the only strategy for organizations to completely improve their workforce productivity is to seek to optimize their workforce through comprehensive training and career development. To achieve this purpose, organizations will have to invest on their employees to obtain necessary skills and competencies that will enable them function effectively and efficiently in a rapidly changing and complex work environment. Armstrong (2012) further defines training as the systematic application of formal processes to impart knowledge and help workers to acquire requisite skills for them to perform their jobs satisfactorily (Nwokocha, 2015). which will enable the employee to achieve target effectively.
DeleteThis comment has been removed by the author.
ReplyDeleteInteresting article Ruvini. The content described the importance of employee motivation for an organization .Ahmad & Oranye (2010) considered, organizational commitment as an individual’s emotional, rational and moral commitment to the goals and ideals of an organization that he or she belongs to, whatever may be the source of this feeling of commitment. Organizational commitment refers to an individual’s loyalty or bond to his or her organization (George and Sabapathy, 2011). I believe organizations that have successfully implemented strategies to motivate has more advantage over the organizations which is less concerned about the employee motivation as the motivated employees are more committed and willing to thrive the organization to greater heights.
ReplyDeleteThank You for the comment on my blog Akila, but I believe that motivating of employees would help the company to better perform and be stable in challenges of an organization in a highly challenging and global market economy. As (Williams, 2017) describes that Employees are a company's livelihood. How they feel about the work they are doing and the results received can directly impact an organization's performance and, ultimately, its stability. For example, if an organization's employees are highly motivated and proactive, they will do whatever is necessary to achieve the goals of the organization as well as keep track of industry performance to address any potential challenges. This two-prong approach builds an organization's stability. An organization whose employees have low motivation is completely vulnerable to both internal and external challenges as they would not go an extra mile to maintain the organization's stability.
DeleteEmployees who give their best performance will positively affect organizational performance. Employees who give less than their best create gaps in performance for the organization (Bianca, 2017).
Ruwini, In your blog has well illustrated on importance of the employee motivation to the organization.
ReplyDeleteOrganization is public or private employee motivation is most important element for an organization to succeed achievement (Chintallo & Mahadeo, 2013). Motivation is actually influenced for employee performance. If employees are motivated then they will do work with more effort and by which performance will improve (Azar and Shafighi, 2013).
Employee performance is great importance to understand the effects that changes in the organization may have on employee motivation. Because while employees perform a certain job, and they aren’t willing to give their maximum while doing it, employee performance in carry out the task will be low. Employee motivation, therefore, is an important determinant of performance at the workplace (Houkes 2002). The concept of employee motivation has been the subject of study in many different disciplines. However, within each discipline different theories prevail about what motivates people to go to work each day and how these motivations can be affected by changing the rewards of working (Mirjam, 2006). Therefore I agree your point is absolutely right and Employee motivation always linked with Employee Performance.
DeleteAs i agree with you Ruwini, company should concentrate more on training and development to improve employees skill, Knowledge, abilities and behaviors to help lead their organization into the future. According to Frost (2018),Most employees have some weakness in their workplace skill. A training program allows you to strengthen those skills that each employee needs to improve. A development program bring all employees to a higher level so they all have similar skills and knowledge. Providing the necessary training create an overall knowledgeable staff with employees who can take over for one another as needed.
ReplyDeleteDear Mohan, as I agree with your comment, according to (Bodimer, 2018) quality employee training program is very much essential to keep the staff motivated about learning new concepts and ultimately keep the department profitable. The quality and variety of the employee training the company provides are key for motivation.
DeleteMotivation is an important factor for an organization. The final outcome of an organization is directly connected with the motivation of the employees. A motivated employee is an asset for the organization. According to Azeez (2017), performance appraisal based reward system is also a motivation factor for the employee. Employee recognition, promotions, training and development procedures can be some positive outcomes of a well-organized performance appraisal process. He also states that the training and development seems to be the most motivating factor within an organization.
ReplyDeleteThank you for your comment on my blog Vayanga, whilst I agree with your comment that rewards appraisal system is another aspect of employee motivation.
DeleteHom (2001) explains Reward strategy is the deliberate utilization of the pay system as an essential incorporated mechanism through which the individuals are directed towards the achievement of an organization strategic objective. “Incentive” may be defined as a stimulus or encouragement for grater action. Incentives are offered to employees to encourage them to greater effort in production than would normally be expected. Rewards are the payments made to the employees as compensation for the services rendered by them to the organization. Compensation is the benefits made to employees by employer for attracting and retaining personnel in the organization. Thus the concept of incentives / rewards implies increased willingness or motivation to work
Dear Ruwini,you have structure your Blog very well to prescribe the topic of employee motivation. The contents are much more matching for the current context of the business environment.As per your quotation of Herzberg’s Two Factor Theory, its clearly shows the importance of the subject matter with deep details of contents mentioned therein.
ReplyDeleteThank you Shiran for the comment, yes as you mentioned I have spoken of the Herzberg’s two factor theory and its application in a company in motivating employees. Even though it is only about Herzberg’s theory I have spoken in my blog there are other theories of employee motivation as Maslow’s hierarchy of Needs which concentrate hierarchy of five needs, Theory X and Theory Y where under Theory X it explains that the manager’s believe that workers inherently dislike work where theory Y assumes that higher-order needs dominate individuals and lastly McClelland theory of Needs which consist three elements which are the need to achievement, Need for power and Need for affiliation are few theories to name (Robbins, Judge and Sanghi, 2011).
DeleteAfter referring your blog , it has described importance of the employee motivation to the organization and also employee . ThusThe motivated employees’ works best in the interest of the organizations which leads them towards growth, prosperity and productivity.Thus the employee motivation and organizational effectiveness are directly related. This is also proven by the study conducted by Muhammad (2011)(0.287). So the organizations should work out and make such policies and organizational structures that support employee recognition and empowerment.
ReplyDeleteDear Ajantha, thank you for your comment on my blog and I do agree with your comment as Employee Motivation, recognition and motivation goes hand in hand.
DeleteEmpowerment was described as a personal experience through which employees accept responsibility for their actions. (Pastor 1998, 35) This definition puts the responsibility on management whilst the latter tend to emphasize the significance of the employee to ensure a successful application of this concept. Due to the fact that employees are the determining factor for the success of any organizational level, empowerment has to be understood by the employees in order for the organization to derive the expected benefits (Amaanda, 2011)
Hi Ruwani,
ReplyDeleteYou have correctly identified the employee motivating factors. among them "Provide incentives" is playing big role today because as per Abadi, etal.(2011) Money is the fundamental inducement, no other incentive or motivational technique comes even close to it with respect to its influential value.
Dear Suresh, i fully agree with the comment you have made as according to (Sara et al, 2004) Employees want to earn reasonable salaries, as money represents the most important incentive, when speaking of its influential value. Financial rewards have the capacity to maintain and motivate individuals towards higher performance. Therefore, pay has a significant impact in establishing employees’ diligence and commitment (Whitley, 2002).
DeleteInteresting blog Ruwini, you have emphasized well, how your organization has applied the motivation theory on employees and I agree on your recommendation that company should pay more attention on employee training and development.
ReplyDeleteStudies have found that high employee motivation goes hand in hand with high organizational performance and profit. It is the responsibility of managers to find the right combination of motivational techniques and rewards to satisfy employees’ needs and simultaneously encourage high work performance (Daft, 2014,p.528).
Thank you Bernadine for your comment on my blog. As you have very correctly mentioned Employee motivation plays an important part within organizations. Employee motivation can be a major factor with employee performance. Employees who are more motivated tend to perform better, such as doing more work in less time (Riketta, 2008). Employee performance is important because organizational success or failure is often dependent upon how much effort employees put forth when completing their job tasks. If employees do not perform well, the organization will produce less for the same costs of labor as motivated employees but will have less production than motivated employees. In turn, the organization will likely have difficulty making money and paying their expenses (Furlich, 2016).
DeleteHi Ruwini, Very interesting article about motivation. The only way to do great work is to love what you do, Steve Jobs. It is important to focus on employees motivation in terms getting great outcome at the end. Therefore making them motivated according to the facts given in your article is very interesting. Its also needs to cover how effect demotivate when discussing the motivation for understand the need of motivation.
ReplyDeleteDear Satheeja, thank you for your comments and I agree that demotivation is also a very important factor which needs to be looked at, at the same time of motivation. According to (Zaineb, 2010), demotivation could happen due to lack of appreciation, Too much work, Lack of clarity in work, favoritism, mistrust and miscommunication.
DeleteDemotivation is contagious. Organizations are prone to the danger of demonization at all times. So, it’s important to be aware of it and recognize and tackle it without delay. To tackle demotivation effectively, an organization must know the reason behind this lackluster attitude. If a boss or colleague can help motivate such a co-worker, it could go a long way in boosting the employee’s morale and motivating him to be optimistic and have a positive attitude (Zaineb, 2010).
Hi Ruwini, you have extensively covered the employee motivation by describing various aspects of motivation in nutshell and your explanation on practical application is very interesting. As you have clearly mentioned, motivation does not confine only to physical or monetary factors such as money or promotions. According to Amabile (1993), employees are motivated when they seek enjoyment, interest, satisfaction of curiosity, self-expression or personal challenge in the work and this is known as the intrinsic motivation which is driven by individual pleasure or interest in the work.
ReplyDeleteDear Dinuka, I agree the facts you have highlighted. When employees get feelings of enjoyment, self-expression or personal challenge at work, they will most likely be intrinsically motivated. Intrinsic and extrinsic motivational practices have a positive effect on employee motivation when combined (Rautiainen, 21017).
DeleteDear Ruwini, Motivation is a critical factor of the organization growth and by having a motivated employees it have a competitive advantage in the market as well. According Armstrong (2010) it is important to know how well employees been motivated? This has to be monitored otherwise even though the organization and HR thinks they provide motivational factors but the outcome of it never been take place. Therefore it is essential to have questions such as their career, achievements, disadvantages, spare time interest ect and monitor the level of motivation of the subordinates. This is actually the emotional intelligence which identify were to be triggered to have a productive motivation.
ReplyDeleteDear Charith, Thank you for your comment on my blog. Whilst I agree with your comment that an organization to monitor how well the employees are motivated.
ReplyDeleteBy taking into consideration the emerging themes of motivation and motivating, it is possible to look to a motivational program from different points of view of the theory and practice.
And the motivational programs are included in the internal company material, and are often viewed as part of corporate secrecy. There are worked out basic backgrounds and objectives of working motivation, which is usually based on knowledge of the needs and interests of employees, on their own system of values, aspirations, ambitions and ideas about a career in the enterprise (Kerestesova, 2009).
Employee motivation is a broader perspective & using different models developed by scholars, it could be derived in to reasonable chunks for us to understand the rationale behind motivation. Few models are given below identified by Safakali & Ertanin (2012, p 629).
ReplyDelete* Abraham Maslow’s “Hierarchy of Needs Theory” advocates that once reached a basic level, a person can be motivated to access the next level. Physiological needs are at the bottom of this scale while Self Actualization is at the top.
* According to Herzberg, positive hygiene factors are accepted as they are by the employees and this can be motivating but not necessarily at all times.
* McClelland and Alderfer’s Motivation Theories work similar to Abraham Maslow’s Theory of Hierarchy of Needs. Satisfying the needs for motivation follows jumping to new level of motivation.
* Vroom’s Awarding Expectation and Fair Awarding Systems theory states that if the expectations are positive for performance growth the employees will be more diligent and work more intensive with elevated motivation.
Dear Amal, appreciate your comment on my blog. Benjamin Ball under “the summary of Motivation Theories” He mentions below important factors of Maslow, Herzberg, McClelland and Vrooms theories;
DeleteMaslow’s theory states that people have a pyramid hierarchy of needs which will satisfy from bottom to top. There are deficiency needs, that will stifle any other movement if they’re not satisfied, and growth needs, that can be progressively satisfied once the basics have been covered.
Herzberg’s model is the most widely replicated and used in business. It splits hygiene factors from motivation factors. Hygiene factors are related to pain-avoidance and lead to dissatisfaction when they’re not satisfied. Motivation factors are related to the ability to achieve and experience psychological growth.
McClelland’s acquired needs theory states that an individual’s specific needs are acquired over time according to one’s life experiences. He described three types of motivational need: achievement motivation , authority/power motivation and affiliation motivation.
Vroom’s theory separates effort from performance and outcomes. It works on perceptions, and assumes that behavior is the result of conscious choices among alternatives aimed at maximizing pleasuring and avoiding pain Valence (value placed on the expected outcome).
Hi Ruwini , You have described well about Employee motivation . However i will add little bit about motivation . In the 1980s, psychology professors Edward Deci and Richard Ryan came up with six main reasons that drive people to work. Building on their theory, authors Lindsay McGregor and Neel Doshi recently adapted these to the modern workplace.
ReplyDeleteThey include positive motives:
Play
Purpose
Potential
And negatives motives:
Emotional pressure
Economic pressure
Inertia
When people are working solely based on necessity (to receive a paycheck for instance) they will be thinking more about the reward than the work itself. However, in their study they found that companies which emphasize the first three factors experienced a boost, not only in productivity, but also in factors like creativity and customer satisfaction.
Dear Sumedha, (Bender et al, 2012) says, Although people often assume that multiple motives for doing something will be more powerful and effective than a single motive, research suggests that different types of motives for the same action sometimes compete. More specifically, research suggests that instrumental motives, which are extrinsic to the activities at hand, can weaken internal motives, which are intrinsic to the activities at hand.
DeleteHi Ruwini, it is very interesting blog to get an idea about the Employee Motivation. Most well-known theory of motivation is Maslow's need hierarchy theory Maslow's theory is based on the human needs.
ReplyDeleteMotivated employees are essential to the success of an organization. motivation is a concept used in multiple different context and in each has a slightly different definitions. It is defined by Heathfield (2017), as "employee's intrinsic enthusiasm about and drive to accomplish activities related to work". Based on health-field article, it is an inner drive that makes employees to decide to act. Bi-logical rational, social, and emotional variables affect the employees motivation (Heathfield 2017).
Considering the staff motivation concept of the leading banks, banks is always thinking about the employee motivation as it will directly effect to the productivity of the organization.
Dear Udeni, I agree with you on the statement that Maslow’s theory being still recognized in employee motivation. But here (Shevlin, 2014) highlights another side of Banks and Financial Institutes under the same theory “As banks and credit unions move into the latter stages of their strategic planning efforts, the challenge is not “what to do about potential disruption.” Financial Institutes needs to better understand the changing needs at the various levels of the hierarchy, and determine when and where to make investments in the technologies driving–and dealing with–those changing needs”
DeleteWell done, Ruwani. It appears that you have done an extensive study on Motivation which any organization could draw from in doing things better. What struck me most in a Sri Lankan context Is about the Communication factor, the lack of it or the absence of it which has deflated and demotivated the employees and derailed the progress of many a companies. ‘ If people understand the bigger organizational picture they will be more willing to stay for the ride and more motivated to do the job you need them to do.’(Sunday Times, April 28, 2002).
ReplyDelete(Jacoby, 2017) has well recognized on these concerns you are bringing out and according to the author he highlights the top ways in motivating employees are, to Communicate Better, Be an Example, Empower them, Offer Opportunities for advancement and Provide Incentives.
ReplyDeleteHe further mentions that the importance of employee communication is often overlooked and to be communicate with them frequently, to actually speak with them face-to-face as the staff needs to know they are valued, and communicating in person is the best way to show your appreciation for their hard work.
Hi Ruwani , Well explained Blog on Importance of EMPLOYEE MOTIVATION
ReplyDelete. Motivation strategies ,which you have highlighted , aim to create a working environment and to develop policies and practices that would provide for higher levels of performance from employees. They include the design of intrinsically motivating jobs and leadership development programmes and the development of total reward systems and performance management processes (Armstrong and Taylor , 2014) .
Dear Kasun, thank you for your comments on my blog whilst I agree with you. Intrinsic motivation has to do more with meaning and purpose, service and duty, learning and growth (Ranadive, 2016). It relates to the deeply held values and beliefs. Research shows that fulfilling intrinsic motivations leads to greater creativity, productivity, and commitment. It’s doing what’s most satisfying to the individual (Murphy, 2017).
DeleteRuwani
ReplyDeleteWell presented blog .Ruwini, as you recommended your company should initiate steps to enhance the level of development programs presently extended in order to provide healthier solution to the employees.
Timely managed schedule’s of training and rewarding system will further strengthen the company sustainability and enhance the positive perception of the employees towards the firm “The motivated workers are more productive”. Weldeyohannes (2015)
Juneja, describes in her article about “Management Study Giude Content Team” that Human resource professionals need to interact with the employees and explain them how training programs would help them grow both professionally as well as personally. As a human resource role is not just to design training programs or employee development activities but also motivate employees to attend the same with a smile. You really need to highlight the importance of training programs and what all new skills, knowledge or leanings, Encourage a learning culture in your organization where employees feel motivated to undergo various trainings and inculcate new leanings.
DeleteRuwini You have discussed on a most important theory in Human Resources Management. Motivation is the key to success in any organization. It increases the encouragement of the employees while increasing the retention rate and the capability of achieving company as well as human goals. Any motivated behavior, either preparatory or consummatory, must be understood to be a channel through which many basic needs may be simultaneously expressed or satisfied. Typically an act has more than one motivation.(Green,2000).
ReplyDeleteI very much agree with you Maheshika.
DeleteAn organization is effective to the degree to which it achieves its goals. An effective organization will make sure that there is a spirit of cooperation and sense of commitment and satisfaction within the sphere of it influence. In order to make employee satisfied and committed to their jobs, there is need for strong and effective motivation at various levels in an organization (Abbah, 2014, p. 1).
Hi Ruwini, This is a nice read.
ReplyDeleteAccording to (Aswathappa, 2005) The HRM climate has an impact on employee motivation, morale and job satisfaction including the quality of this climate. Can this be measured by examining employee turnover, absenteeism, safety records and attitude surveys?(Aswathappa, 2005).
Examine the degree to which the links between HR practices, the climate in which they are introduced, and outcomes for organizations and employees, can be universally identified or vary significantly between organizations and different national contexts(Human Resource Climate Project, 2013).
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ReplyDelete@Ruwini Perera Herzberg (1968) has further emphasized that leaders should focus more on Motivators than on Hygiene needs as this lead employees overly depended on extrinsic rewards can pose a negative impact on an organizations overall progress (Kiruja & Mukur,2013).
Thanks Kasun for your comment on my blog.
DeleteThe tools of compensation and benefits professionals are extrinsic rewards. These tools have the goals of enhancing extrinsic motivation and increasing organizational performance. Extrinsic motivators not only are less effective than intrinsic motivation but actually reduce intrinsic motivation. If extrinsic rewards have such negative effects on intrinsic motivation, they cannot be effective. Anyhow the total motivation is a function of external plus internal motivation, and extrinsic motivation cannot be ignored (Ledford, Gerhart and Fang, 2013).
Bartol and Martin (1998) consider motivation a powerful tool that reinforces behavior and triggers the tendency to continue. In other words, motivation is an internal drive to satisfy an unsatisfied need and to achieve a certain goal. It is also a procedure that begins through a physiological or psychological need that stimulates a performance set by an objective.
ReplyDeleteThank you Tharindu for the comments on the blog.
ReplyDeleteManagers should provide the conditions that will allow need satisfaction and lead to positive work outcomes, specifically the results suggest that the study of basic psychological needs may be relevant across quite divergent cultures with different political, economic, and value systems (Arshadi, 2010).
Motivation is the most important technique applied by the HRM division to keep long term retention of the employees and o get maximum outcome from them.Motivation is the force that energizes, directs and sustains behavior. High performance is achieved by well-motivated people who are prepared to exercise discretionary effort, ie independently do more than is expected of them.
ReplyDeleteThe term ‘motivation’ derives from the Latin word for movement. A motive is a reason for doing something. Motivation is the strength and direction of behavior and the factors that influence people to behave in certain ways(Amstrong,2014).
Thank You Ruwanga. Employee motivation is believed to be an important aspect of workplace mainly because it affects the performance of the company. A set of processes that stimulate, guide and sustain human behavior towards achieving a goal is Motivation. Employers can expect more if they are able to provide the employees with what they really want (Paul and Vincent, 2018).
ReplyDeleteI was looking for Motivational Bhagavad Gita Quotes In Tamil and finally landed on this page where I got all the inspirational talks for free. Thank you so much for sharing these amazing posts on your blog. Keep it up!
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