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).
Reference List
Al-Madi, F. N., Assal,
H., Shrafat, F. and Zeglat, D. (2017) The Impact of Employee Motivation on
Organizational Commitment. European Journal of Business and Management,
9 (15). Available at. < https://www.iiste.org/Journals/index.php/EJBM/article/view/36891>.
[Accessed on 12 January 2020]
Hammond, K. (2018) Pros and Cons of the Motivational Theories, Bizfluent,
Available at. < https://bizfluent.com/info-8467189-pros-cons-motivational-theories.html>.
[Accessed on 12 January 2020]
Shahzadi, I., Javed, A., Pirzada, S. S., Nasreen, S. and Khanam,
F. (2014) Impact of Employee Motivation on Emloyee Performance, European Journal of Business Management, 6
(23), Available at. < https://pdfs.semanticscholar.org/4cbe/a9607d00a242b54a4bc9270b74352038e40f.pdf>.
[Accessed on 12 January 2020]
When 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.
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 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.
DeleteFrom Udeni
ReplyDeleteHi 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.
Motivated 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 employee’s 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.