Introduction
Motivation can be defined as stimulating, inspiring and inducing the employees to perform to their best capacity. According to Conine (2005), motivation is a psychological term which means it cannot be forced on employees. It comes automatically from inside the employees as it is the willingness to do the work (Güngör, 2011). Employee motivation is a critical aspect at the workplace which leads to the performance of the department and even the company. Motivating employees needs to be a regular routine.There are companies that sadly fail to understand the importance of employee motivation. Research shows that many companies have disengaged employees with low motivation; only 13% of employees are engaged at work (Gallup, 2012).
Following are the variables which directly affect the employee motivation; Training is the formal process by which a person acquires knowledge, skills, and competencies. Motivation is the direction and intensity of one’s effort, or the psychological feature that arouses an organism to action toward a desired goal. Organizations that use training practices, directly or indirectly effect employee motivation as well as commitment to the organization (Meyer & Allen, 1991). According to Conine (2005), the purpose of training is to enhance the satisfaction of employees towards their jobs and satisfied employees contend their customers with enhanced performance. Employees who commit to learn are more satisfied with their jobs and ultimately show more positive performance than others (Tsai et al, 2007). In line with Tsai et al (2007), Harrison (2000) established that learning that is prompted by training positively effects employee performance and is an essential element for the achievement of organizational goals (Harrison, 2000). The study shows that performance of firms is influenced by many things in which employee motivation is the main factor if employees are more motivated then performance of organization will also enhance (Saif ullah malik et’al 2012). An intrinsic reward is an intangible award of recognition or a sense of achievement motivation, in any endeavor when one feels in the Maslow’s hierarchy as attainment in conscious satisfaction. It is the knowledge that one did something right, or one made some body's day better. Hence reward management systems (specifically intrinsic rewards) positively motivate employees and ultimately affect their individual and organizational performance. Pool and Pool (2007) and Lok and Crawford (2004) argue that there is an inevitable link between motivation and job satisfaction and motivation with commitment off employees. Similarly perceived training effectiveness is highly correlated with the job satisfaction of employee, supporting the findings of Tsai et al (2007). This study is looking into why employee motivation is important in any businesses or companies. According to the Nelson (1984), An employee’s motivation is a direct result of the sum of interactions with his or her manager.
Importance of Employee Motivation
There are several reasons why employee motivation is important. Mainly because it allows management to meet the company’s goals. Without a motivated workplace, companies could be placed in a very risky position (Yang, 2008). Motivated employees can lead to increased productivity and allow an organization to achieve higher levels of output. Imagine having an employee who is not motivated at work. Employee will probably use the time at their desk surfing the internet for personal pleasure or even looking for another job. This is a waste of your time and resources (Kuvaas & Dysvik, 2009). Note that this is based on one employee. Try picturing the majority of employees doing the same thing. This is not a position anybody wants to be in.
Benefits of Motivated Employees
Employee motivation is highly important for every company due to the benefits that it brings to the company. Benefits include: (Barber and Bertz ,2000).
1. Increased employee commitment
When employees are motivated to work, they will generally put their best effort in the tasks that are assigned to them.
When employees are motivated to work, they will generally put their best effort in the tasks that are assigned to them.
2. Improved employee satisfaction
Employee satisfaction is important for every company because this can lead towards a positive growth for the company.
Employee satisfaction is important for every company because this can lead towards a positive growth for the company.
3. Ongoing employee development
Motivation can facilitate a worker reaching his/her personal goals, and can facilitate the self-development of an individual. Once that worker meets some initial goals, they realize the clear link between effort and results, which will further motivate them to continue at a high level.
Motivation can facilitate a worker reaching his/her personal goals, and can facilitate the self-development of an individual. Once that worker meets some initial goals, they realize the clear link between effort and results, which will further motivate them to continue at a high level.
4. Improved employee efficiency
An employee’s efficiency level is not only based on their abilities or qualifications.For the company to get the very best results, an employee needs to have a good balance between the ability to perform the task given and willingness to want to perform the task. This balance can lead to an increase of productivity and an improvement in efficiency (Grant , 2008).
An employee’s efficiency level is not only based on their abilities or qualifications.For the company to get the very best results, an employee needs to have a good balance between the ability to perform the task given and willingness to want to perform the task. This balance can lead to an increase of productivity and an improvement in efficiency (Grant , 2008).
According to the Andretti(1995), Desire is the key to motivation, but it’s determination and commitment to an unrelenting pursuit of your goal – a commitment to excellence – that will enable you to attain the success you seek.
How to Increase Employee Motivation
Communication
The easiest way to increase employee motivation is by having positive communication at the workplace. Not relying only on emails but by making sure they talk to their employees in person and even on a personal level, if possible (Pool & Pool , 2007). Try setting aside some time each day to talk with employees or you can join them during coffee breaks instead of sitting at your desk. By doing so, you actually make employees feel as though you are part of the team; a leader instead of just the boss (Pool & Pool , 2007)
Employees also want to see the company that they are working for succeed. Many have excellent ideas, ranging from money saving to operational improvements. Management must make an effort to take some time to ask and listen to suggestions. Nothing is more worthwhile than feeling valued (Crawford , 2004).
Value Individual Contributions
Management should ensure their employees on how their individual efforts and contribution plays an important part of the company’s overall goals and direction. Employees will take pride and be engaged in their work if they are aware how their efforts create an impact the organization; regardless of how big or small their contributions are.
Management does not have to reward their employees with gifts every single time they did a good job at a task. At times, a simple “Thank You” or “Great job” will suffice. These meaningful words acknowledge effort, build loyalty and encourage people to work even harder.
As Mulcahy (2001), stated , Employees who believe that management is concerned about them as a whole person – not just an employee – are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to profitability.
Positive Workplace Environment
Sometimes, the employees lack motivation because their workplace does not have a positive work environment.To fix this, management could sent out surveys and get feedback from employees in order to solve the issues that they may face (Thomas , 2002).
Management could also post a positive quote or picture by the copier, coffee machine or somewhere else that is visible and that receives high foot traffic so that others can see. Flora and fauna also helps create a serene workplace environment for employees, so why not add a couple of plants around the office (Grant , 2008). Management could also find creative ways in which to consistently keep their employees motivated as much as possible.
Maslow’s Need Hierarchy Theory:
Maslow's hierarchy of needs is a motivational theory in psychology comprising a five-tier model of human needs, often depicted as hierarchical levels within a pyramid (McLeod, 2007).Needs lower down in the hierarchy must be satisfied before individuals can attend to needs higher up. From the bottom of the hierarchy upwards, the needs are: physiological, safety, love and belonging, esteem and self-actualization ( Macleod, 2007).
The most fundamental and basic four layers of the pyramid contain what Maslow called "deficiency needs" or "d-needs": esteem, friendship and love, security, and physical needs. If these "deficiency needs" are not met – with the exception of the most fundamental (physiological) need – there may not be a physical indication, but the individual will feel anxious and tense. Maslow's theory suggests that the most basic level of needs must be met before the individual will strongly desire (or focus motivation upon) the secondary or higher level needs. Maslow also coined the term "metamotivation" to describe the motivation of people who go beyond the scope of the basic needs and strive for constant betterment (Dobre, 2013).
The human brain is a complex system and has parallel processes running at the same time, thus many different motivations from various levels of Maslow's hierarchy can occur at the same time. Maslow spoke clearly about these levels and their satisfaction in terms such as "relative", "general", and "primarily". Instead of stating that the individual focuses on a certain need at any given time, Maslow stated that a certain need "dominates" the human organism. Thus Maslow acknowledged the likelihood that the different levels of motivation could occur at any time in the human mind, but he focused on identifying the basic types of motivation and the order in which they would tend to be met (Macleod, 2007).
Figure 01 - Pyramid of Maslow’s Hierarchy Needs Theory
(Source: Macleod, 2007)
Assumptions of Maslow’s Need Hierarchy Theory:
1. Behaviour of people depends upon their need. Human behaviour can be changed or motivated by fulfilling their needs.
2. Generally the needs follow the Hierarchy, i.e., starting from physiological need.
Financial/Non-Financial Incentives:
Incentive can be defined as monetary or non-monetary reward offered to the employees for contributing more efficiently. Incentive can be extra payment or something more than the regular salary or wage. Incentive acts as a very good simulator or motivator because it encourages the employees to improve their efficiency level and reach the target. The two common types of incentives are Financial & Non Financial incentives (Michelle ,2017).
The reward or incentive which can be calculated in terms of money is known as monetary incentive. These incentives are offered to employees who have more physiological, social and security need active in them.Money is not the only motivator, the employees who have more of esteem and self actualization need active in them get satisfied with the non-monetary incentives only (Michelle ,2017).
The incentives which cannot be calculated in terms of money are known as non monetary incentives. Generally people working at high job position or at high rank get satisfied with non-monetary incentives.
The common means or ways of monetary and non-monetary incentives are:
Table 01: Financial/Non-Financial Incentives:
Financial Incentives
|
Financial/Non-Financial Incentives:
|
1. Pay and Allowances:
|
Status
|
2. Profit Sharing:
|
Organizational Climate
|
3. Co-Partnership/Stock Option:
|
Career Advancement
|
5. Bonus
|
Job Enrichment
|
6. Commis ion
|
Employee recognition
|
7. Co-Partnership/Stock Option:
|
Job Security
|
8. Productivity Linked with wage Incentives:
|
Employee participation
|
9. Perks/Fringe Benefits/Perquisites:
|
Employee empowerment
|
(Source : Michelle ,2017)
Applicability of Motivation factors with my organization
According to the present HRM practice in the organization where I am working in Union Bank Colombo PLC, following benefits are provided to the employee .
ü Out Patient Allowance
ü Hospitalization cover
ü Vehicle Loan @4% p.a - Loan amount will be depend on the grade of employee
ü Housing Loan @4% p.a - Loan amount will be depend on the grade of employee
ü Fuel Allowance
ü Free Annual fee and joining fee for credit card.
ü Loan to purchase electric item
ü Vehicle Allowance
ü Training Programme
ü Annual staff get together , Dinner Dance and 2 Days all staff trip
Above mentioned benefits are offered by Bank as a motivational factor. It will be directly affected to the performance of the Bank and employee also.
Conclusion
Motivation is something that comes from both within and without. Internally, people have basic needs that need to be fulfilled and they will work to have those needs met. Externally, motivation comes when the conditions to have those internal needs met are in place. It also comes from having those internal needs recognized and validated.
By taking the time to understand the internal needs of individuals, you can help reach the internal motivation triggers that keep your employees working their hardest. Even if you do not know the exact thing that motivates any one individual, you can strive to provide the external recognition, encouragement, and validation that all humans need in order to feel confident in expressing the inner motivation triggers that will move them and your company forward.
Society has reached a point where employees no longer feel they must settle for unsatisfying work to simply make ends meet. They have grown to the level of knowing they are more than a simple tool meant to help the management succeed. Understanding the needs of your employees and doing what you can to help them spend their days in an environment that allows for meeting those needs, will quickly see you running a company where motivation isn't a goal any longer. It won't be a goal because it will be the reality. This reality will see your bottom line improving, possibly even greater than you could ever have predicted.
References
Adams, J. S. (1965). Inequity in social exchange. In Berkowitz, L. (Ed.), Advances in experimental social psychology (Vol. 2, pp. 267-299). New York, NY: Academic Press.
Armstrong , M. (2010) Armstrong's Esstential Human Resource Management Practice: A Guride to People Management. India, Replika Press (Pvt) Ltd
A. H. Maslow, "Critique of self-actualization theory", in: E. Hoffman (Ed.), Future visions: The unpublished papers of Abraham Maslow (Thousand Oaks, CA: Sage, 1996), pp. 26–32
Asim, M., 2013. impact of motivation on employee performance with the effect of training:specific to education sector of pakistan. international journal of scientific and research publications, Volume 3, pp. 1-9.
Chen, Y., Lou, H., 2002. Toward an understanding ofthe behavioral intention to use a groupware application. Journal of End User Computing14, 1–16.
Chiaburu, D.S. and Tekleab, A.G. (2005), “Individual and contextual influences on multiple Dimensions of training effectiveness”, Journal of European Industrial Training, Vol. 29 No. 8, pp. 604-26.
Chintalloo, S & Mahadeo, J. (2013). Effect of Motivation on Employees’ Work Performance at Ireland Blyth Limited: Proceedings of 8th Annual London Business Research Conference Imperial College, London, UK,8 ISBN: 978-1-922069-28-3
Campbell, J. P., Pritchard, R. D. (1976). Motivation theory in industrial and organizational psychology. In Dunnette, M. (Ed.), Handbook of industrial and organizational psychology (pp. 63-130).
Ikoku, A. (2018) Impact of Motivation on Employee Performance. Federal College of Education, 9 (1) (2).
Lunenburg, C. (2011) Goal Setting Theory of Motivation. International Journal of Management, Business, and Administration, 15 (11) 2.
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Rowden, R.W. and Conine, C.T. Jr (2005), “The impact of workplace learning and job satisfaction in small US commercial banks”, Journal of workplace Learning, Vol. 17 No. 4, pp. 215-30.
Yang, H. (2008), ‘‘Efficiency Wages and Subjective Performance Pay’’, Economic Inquiry, 46(2), pp. 179–196.
Yazıcı, N. K., ‘‘the Effect of Reward System Applications on Employee Performance In Service Sector’’,(2008), Marmara University, Institute of Social Sciences, Master Thesis.
M & Shafighi, A. (2013). The Effect of Work Motivation on Employees’ Job Performance: International Journal of Academic Research in Business and Social Sciences, Vol. 3, No. 9 ISSN: 2222-6990.
Rowden, R.W. and Conine, C.T. Jr (2005), “The impact of workplace learning and job satisfaction in small US commercial banks”, Journal of workplace Learning, Vol. 17 No. 4, pp. 215-30.
Hi Sumedha. In your blog you have clearly identify why motivation is needed to achieve set goals and objectives effectively towards the organisation for the better performance in the workforce. In addition, effective training and development leads the organisation workforce towards efficiency on achieving objectives effectively that helps the top management to make strategic decisions effectively.
ReplyDeleteHi Lasitha, Agreed your comments on my blog. The organization should be motivating their employees for the best performance or for achieving the organizational goals. In fact motivation is the best tool for best performance. Today there are many discussions about motivation and the relationship of employee’s efficiency and the organizational efficiencies. Motivation will lead to the fact that workers or employees of the organization will seriously do his duties and responsibilities (Azar and Shafighi, 2013). Attractive Salaries or pays also a Valuable tool and play an important role to increase employee’s performance and also increase the productivity of an organization (MUOGBO U.S, 2013).
DeleteHi Sumedha, you have covered a wide range of aspects pertaining to employee motivation in your blog and it was an interesting read. Moreover, Dewett (2007) suggests that intrinsic motivation mediates the relationship between certain antecedents and one’s willingness to take risks and this willingness to take risks transmits the effect of intrinsic motivation on creativity of the employees of the organization.
ReplyDeleteDear Dinuka, According to your comments on my blog , intrinsic motivation mediates the relationship between certain antecedents. further An employee’s efficiency level is not only based on their abilities or qualifications.For the company to get the very best results, an employee needs to have a good balance between the ability to perform the task given and willingness to want to perform the task. This balance can lead to an increase of productivity and an improvement in efficiency (Grant , 2008).
DeleteYou have nicely expressed the internal motivation which needed for an employee. Yes it is, the initial motivation should be developed from the basic needs. As you have taken the Maslow’s hierarchy to explain the motivation factor, it clearly describes the major levels of motivation. Motivation is one of the major factors which directly help the organization to reach its goals. When it comes to the motivation, my opinion is that the employees need to be trained for their work along with the motivation. According to Shahzadi et al (2014), the training is highly important to achieve the goals. Therefore in those situations, motivation will be a strong factor to come along with the training. I believe this combination should be there in any organization.
ReplyDeleteDear Vayanga, You have commented on my blog with valid suggestion and opinion . I totally agree with your comments. Further Motivation is the one of the most important term of psychology and most of mangers who want maximum output and productivity. They tackle this is with a good way and motivate their employee in batter way. And also increase the cooperation between employee and mangers, it also encourage their responsibilities. And also encourage participation their sub ordinates, to take their responsibilities in batter way and also help to overseas other employee and monitor their performance. And motivate get their maximum interaction toward work and knowing employee’s working capacity and assign work according to their capacity to get maximum productivity (Ali, Abrar and Haider, 2012).
DeleteGreat share Sumedha, you have managed to cover most of the aspects on employee motivation. Furthermore, would like to add a bit of knowledge grasped from (Achim, Dragolea & Balan, 2013) which highlights that a careful and accurate study of the phenomenon of motivation can guide you to find honest answers to questions such as;
ReplyDelete- How can we stimulate employees to increase the company’s profitability?
- Which is the cause of existence of different attitudes relating to forms of motivation?
- What blocks a process of reasoning?
- What is the importance of an incentives plan?
- What are the measurable results / effects of a well-designed and implemented reasoning plan?
- Who are the right people to motivate?
- What are the discouraging factors?
Hi Bernadine , You have commented on my blog with some suggestion and question. the answers for the all above question is importance of the motivation to the employee and organization. I have correctly describe in my blog for all above answers , you can understand those if you have read carefully. However Organization can motivate employee based on the results of annual performance appraisal . it has mentioned everything he needs and to be improved also financial and non financial benefits.
DeleteInteresting article Sumedha,you have clearly describe the in dept learning about Employee motivation and the flow of information is impressed. Yes I agree that motivation arise on both financial and non-financial incentives.the source of Michelle (2017)is a precise demonstration of both factors.However the application of the subject to your organization should be more professional in common platform rather than key-in every benefits your employee get from the Bank.Well done Sumedha and all the best for you.
ReplyDeleteHi Shiran , Thank you commenting on my blog and you have highlighted about Financial non financial benefits is most important to employee as a motivation factor. further The reward or incentive which can be calculated in terms of money is known as monetary incentive. These incentives are offered to employees who have more physiological, social and security need active in them. Money is not the only motivator, the employees who have more of esteem and self actualization need active in them get satisfied with the non-monetary incentives only (Michelle ,2017).
DeleteIt is very clear that you have explained the importance of the employee motivation and motivated employees can lead to increase the productivity and keep the organization to achieve their high level of goals. And also you have nicely explained the 4 benefits of employee motivation and how to increase the employee motivation. As stated in your blog, most of the banks are providing special benefits for banking staff. In addition to their special benefits, Seylan Bank is giving opportunity to participate for foreign and local training sessions to increase the employees satisfaction and also employee development. Banking employees are highly benefitted employees who motivated with their benefits and opportunities to increase their job satisfaction.
ReplyDeleteHi Udeni , According to your comments I can realize most of the bank use same benefits as a motivational factor . That will be the reason to lessor employee turnover of the Banking sector. However some other companies use different model to motivate employees. Thanks for the comments .
DeleteHi Sumedha,
ReplyDeleteI affirm your findings on Motivation. You have illustrated well about both financial and non-financial incentives as motivating strategies. Implementing & continuing of this strategies are not one time or ad hoc basis its continuing process and it must be updated time to time. According to Green (2000) motivation process follows certain defined steps, which, as a continuum needs to be periodically reviewed and strategized to ensure its proper renewal (Green, 2000).
Hi Suresh , Agreed your comments on my blog. However Every organization and business wants to be successful and have desire to get constant progress. The current era is highly competitive and organizations regardless of size, technology and market focus are facing employee retention challenges. To overcome these restraints a strong and positive relationship and bonding should be created and maintained between employees and their organizations. Human resource or employees of any organization are the most central part so they need to be influenced and persuaded towards tasks fulfillment (Armstrong , 2010).
DeleteHi Sumedha, you have well structured the importance of employee motivation in your blog. According to Adrian (2002)In order to motivate employees the Organizational goals should be clear.
ReplyDeletethey should be defined in terms of measurable results
individual and organisational goals should be linked one to another.
These principles are reflected in much of today’s conventional wisdom about objectives which is often expressed through the term ‘SMART’, standing for:
S-pecific
M-easurable
A-chievable
R-esults orientated
T-ime bound.
Hi Crystal , Agreed your comments on my block and In 1968 Dr Edwin Locke was published in an article called "Toward a Theory of Task Motivation and Incentives."
DeleteThese were his main conclusions:
1. Specific goals are more motivating than vague goals.
2.Challenging goals are more motivating than easy goals.
3.Specific and challenging goals are more motivating than vague or easy goals.
4. When people are given positive feedback, both during and after taking action on their goals this spurs them to achieve even more.
5.Having a specific goal in itself provides a major source of motivation to actually reach the goal.
6. Having goals leads to an overall improvement in individual performance.
Hi Sumedha, your information clearly defined that the motivation is a vital part in the current context to an organisation. with the effects through motivation performance management is a process for establishing shared understanding about what is to be achieved and an approach to managing and developing people in way which increases the probability that it will be achieved in the short and longer term (Armstrong. M, 1994.)
ReplyDeleteHi Mohan , Thanks for your comments on my blog. If I further describe , Another way used to monitor employee performance is Performance Appraisal.by performance appraisal we can monitor quality of performance of an employee. We monitor performance by using these broader performance management system that links: 1. Organization objective; 2. Day by day performance; 3. Professional development; 4. Rewards and incentives. In simple words we said that appraisal is the assessment in individual performance in an systematic way, performance can be measured in such factors e.g. job knowledge, quality and quantity of output, leadership abilities, supervision, dependency, cooperation, judgment, versatility and versatility. Performance cannot depend on past performance of employee (Armstrong, 2006).
DeleteHi , Sumedha , you have described well about the importance of Employee motivation however Happy employees are productive employees—those who stay for years, turn into leaders and help your company flourish over time. The key to happiness and productivity at work is using employee motivation to inspire your team to do their best.When we talk about motivation at work, there are two terms most often throw around: Employee motivation and company morale. Both are crucial to your organization’s long-term success (Aasim , 2013)
ReplyDeleteHi Ajantha , I totally agreed on your comments on my blog. Employees play important role in the customer perception about the company. Company spend huge amount of money to gain customer loyalty but they forget the Employees motivation. Customer interact with the employees and also carry out company image in their mind through the behavior and attitude. So company should be move their attention toward the employee motivation. Now the era of globalization companies face competition in the market, if company could not successfully motivate their employee. Company didn’t exist in competitive environment of business (Ahmad, 2012).
DeleteHi Sumedha, employee motivation is directly linked with the performance of organizations. Organizations require their maximum potential to sustain in modern competitive world. Therefore management should encourage employees in a way that improve their inherent human values, motivation and commitment (Mohsen et al., 2004). Managers should have the capability to motivate their employees up to the extent possible (Geomani, 2012).
ReplyDeleteHi Samanthi , Agreed your comments. For an employee to be motivated, he or she perceives that their want are being met. Thus, the satisfaction of the employee represents an indispensable dimension of the motivational process. A satisfied individual would certainly contribute positively to the realization of organizational goals and objectives, while a dissatisfied employee may not only contribute but also can even act in such a way that the realization of such goals and objectives could be completely destroyed. This underlines the importance of employees‟ satisfaction to the organization (Anka, 1988).
DeleteVery well described in the article, throughout, Sumedha, that despite having all the resources in the organization in order, however, disregarding in motivating the employees to perform with commitment and desire would prove futile for the Department or the company in their strides to achieve excellence, as a demotivated workforce will only damage all stakeholders. As John Smith, the former CEO of Marriot Corporation indicated, “You can’t have happy customers served by unhappy Employees” (Heskett et al., 1997 in Emery and Barker, 2007).
ReplyDeleteDear Saliya, You have well commented on my blog and agreed the comments. According to the John Smith, the former CEO of Marriot Corporation indicated, “You can’t have happy customers served by unhappy Employees” . This is 100% correct. However According to Maslow hierarchy of need if organization fulfills basic need, safety need, belonging need, self-esteem need and self-actualization of their employees then the performance of employee easily increase. And according to Alderfer’s three party hierarchy of needs if organization fulfill the existence need, relatedness needs and growth needs the performance of employees are also increase (Anyim ,2012)
DeleteInteresting read Sumedha. I agree with the content you have published. Every organization is concerned with what should be done to achieve sustained high levels of performance through its workforce. This means giving close attention to how individuals can best be motivated through means such as incentives, rewards, leadership etc. and the organization context within which they carry out the work (Armstrong, 2006).
ReplyDeleteHi Akila, Agrred your comments on my blog. An intrinsic reward is an intangible award of recognition or a sense of achievement motivation, in any endeavor when one feels in the Maslow’s hierarchy as attainment in conscious satisfaction. It is the knowledge that one did something right, or one made some body's day better. Hence reward management systems (specifically intrinsic rewards) positively motivate employees and ultimately affect their individual and organizational performance. Pool and Pool (2007) and Lok and Crawford (2004) argue that there is an inevitable link between motivation and job satisfaction and motivation with commitment off employees. Similarly perceived training effectiveness is highly correlated with the job satisfaction of employee, supporting the findings of Tsai et al (2007).
DeleteDear Sumedha, It is also vital in concentrating of unmotivated staff as well, before motivating the existing staff as (Keijzers, 2010), highlights that unmotivated employees are likely to expend little effort in their jobs, avoid the workplace as much as possible, exit the organization and produce low quality of work. In the case that employees are motivated; they help organizations survive in rapidly changing workplaces.
ReplyDeleteAs according to Keijers, having a situation as such may badly effect the company and its existence in the long run.
Dear Ruwini , Agreed your comments. if it further describe , Lack of motivation, in turn, affects productivity (Atkinson, 1964). In addition, a number of symptoms may point to low morale: declining productivity, higher incidence of absenteeism and tiredness, increasing number of defective products, higher number of accidents or a higher level of waste materials and scrapes. A motivated employee is a loyal employee and to be loyal implies that the employee supports the actions and objectives of the firm. The appearance of the job as a whole has, in fact, a bearing on the willingness and quality of an employee‟s performance (Luthan 1998,Madauburn 1998, Minner, Ebrahimi, &Watchel, 1995, Bartmol& Martin, 1998, Kallimullah, Yaghoubi,& Moloudi 2010).
DeleteHi Sumedha , Well explained Blog on Importance of Employee Motivation . The three components of motivation are
ReplyDelete1.Direction – what a person is trying to do; 2. Effort – how hard a person is trying; 3. Persistence – how long a person keeps on trying.Motivating other people is about getting them to move in the direction you want them to go in order to achieve results (Arnold et al ,1991 cited in Armstrong and Taylor , 2014) . Motivating yourself is about setting the direction independently and then taking a course of action which will ensure that you get there. Motivation can be described as goal-directed behaviour. People are motivated when they expect that a course of action is likely to lead to the attainment of a goal and a valued reward – one that satisfies their needs(Armstrong and Taylor , 2014) .
Hi Kasun , Thank for your comments on my blog and agreed with your comments. Further ,Also, motivation is viewed as a process of stimulating people to achieve organizational tasks as well as process of stimulating oneself to action to gratify a felt need (Ajibola, 1976). In addition to this, Ajibola point out that employees are being encouraged to achieve not only the organizational goals but also their own goals through motivation. This shows that organizations cannot do without the employees as their bedrock (employees) in achieving success.
DeleteAs the blog well describes, employee motivation is one of the key factors that an organization with a common objective seek to be addressed. Most commonly employee motivation is driven through extrinsic motivational approach which involves monetary rewards, promotions, and similar tangible tools to boost employee motivation in an organization (Kian and Yusoff, 2015). In contrary Motivation is not only restricted to physical and tangible things like money or promotions but also intangibles like psychological factors (Ikoku, 2018).the contents of the blog successfully elaborates on the topic and greatly contributed to do justice to the title.
ReplyDeleteHi Chaminda , Agreed your comments on my blog. Among financial, economic and human resources, the latest are more essential and have the capability to endow a company with competitive edge as compared to others (Rizwan& Ali 2010). Employee performance fundamentally depend on many factors like performance appraisals, employee motivation, employee satisfaction, compensation, training and development, job security, organizational structure and others, but the area of study is focused only on employee motivation as this factor highly influence the performance of employees. Employee motivation is one of the policies of managers to increase effectual job management amongst employees in organizations (Shadare et al, 2009). A motivational employee is responsive of the definite goals and objectives he/she must achieve, therefore he/she directs its effort in that direction.
Deletewhile agree with your view wish to state further,Maslow debates that motivation could be a realized phenomenon, when it is approached in terms of a ‘Hierarchy of Needs’ in the following order, Physiological, Safety, Love, Esteem and Self -actualization (Bagozzi et al, 2003).
ReplyDeleteHi Shantha, Well said about Maslow theory . If I add further , No one works for free, nor should they. Employees want to earn reasonable salary and payment, and employees desire their workers to feel that is what they are getting (Houran. J). Money is the fundamental inducement, no other incentive or motivational technique comes even close to it with respect to its influential value (Sara et al, 2004). It has the supremacy to magnetize, maintain and motivate individuals towards higher performance. Frederick Taylor and his scientific management associate described money as the most fundamental factor in motivating the industrial workers to attain greater productivity (Adeyinka et al, 2007).
DeleteThis comment has been removed by the author.
ReplyDeleteThe topic you have chosen is vital & you have strategically justified its important to contemporary organizations. It has become the most unattainable task to motivate the employees as the need & wants of the people have become more complex than the era we surpassed. The incorporation of the need theory into the work environment today could be as a result of the contributions made so far by Maslows Hierarchy of need theory (Kaur, 2013).
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DeleteDear Amal , Agrred your comments. Psychologist Abraham Maslow developed Maslow‟s need hierarchy theory in the 1940s. The model hasbeen applied in almost every human pursuit. However, its incredible popularity is rather odd considering that the theory has little research support. Maslow‟s need hierarchy organizes dozen of different needs into five basic categories arranged in the hierarchy.Physiological needs (for food, air, water, shelter, and the like) are at the bottom of the hierarchy. Next are safetyneeds – the need for a secure and stable environment and the absence of pain, threat, or illness. Belongingness includes the need for love, affection, and interaction with other people. Esteem includes self-esteem through personal achievement as well as social esteem through recognition and respect from others. At the top of the hierarchy is self-actualization, which represents the need for self fulfillment – a sense that one‟s potential has been realized (Iguisi, 2009).
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ReplyDelete@sumedha prasadika The “Equity Theory” being one of the elaborations on motivation in employees , describes that individuals take into the account the benefits and rewards they acquire against the efforts they put in comparison to their peers. These individuals are in their optimum levels of motivation as long they don’t perceive an imbalance and if so can alter the equilibrium and make them less motivated. As managers its crucial to manage the emotions of employees to ease out unacceptable gradients while exercising “ reward” as a motivation factor (Kiruja & Mukur, 2013).
ReplyDeleteHi Kasun , Agreed your comments on my blog . Trust is viewed as the perception of one about others, decision to act based on speech, behavior and their decision (Hassan, Dollard, &Winefield, 2010). If an organization wants to improve and be successful, trust plays a significant role so it should always be preserved to ensure an organizations existence and to enhance employees‟ motivation (Annamalai, Abudullahi&Alasidiyeen, 2010). It can make intrapersonal and interpersonal effects and influence on the relations inside and outside the organization (Hassan et al, 2010).
DeleteMotivation refers to reasons that underlie behavior that is characterized by willingness and volition. Intrinsic motivation is animated by personal enjoyment, interest, or pleasure, whereas extrinsic motivation is governed by reinforcement contingencies. Motivation involves a constellation of closely related beliefs, perceptions, values, interests, and actions. Motivation within individuals tends to vary across subject areas, and this domain specificity increases with age.
ReplyDeleteTurner (1995) considers motivation to be synonymous with cognitive engagement, which he defines as “voluntary uses of high-level self-regulated learning strategies, such as paying attention, connection, planning, and monitoring”
Dear Dilshani , Thanks for comments on my blog. Performance of the employee is considered as what an employee does and what he doesn’t do. Employee performance involves quality and quantity of output, presence at work, accommodative and helpful nature and timeliness of output. According to the results of the study conducted by Yang (2008) on individual performance showed that performance of the individuals cannot be verified. Similarly he asserts that organizations can use direct bonuses and rewards based on individual performance if employee performance is noticeable (Yang, 2008). In line with Yang (2008), Bishop (1987) investigated employee performance and revealed that acknowledgment and recognition and reward of performance of employees direct the discrimination between employee productivity. Moral and productivity of employees is highly influenced by the effectiveness of performance of an organization and its reward management system (Yazıcı, 2008).
Deleteorganizations are more successful, as their employees continuously look for ways to improve their work. Getting the employees to reach their full potential at work under stressful conditions is a tough challenge, but this can be achieved by motivating them.
ReplyDeleteOn the other hand, Mary (1996) explains organizational effectiveness as the extent to which an organization fulfills its objectives, by using certain resources and without placing strain on its members.
Dear Tharindu , Well said on my blog. A more contemporary definition of an organization suggests that it is “an organized or cohesive group of people working together to achieve commonly agreed goals and objectives…. The basic objectives of most commercial organizations are to create a product or service that customers will buy, thus creating profit (McGovern, 1999). However, not all organizations are for profit making. Some are service based. The hope of achieving goals and objectives may be the same, but the functions and activities will definitely differ.
DeleteHi Sumedha! Very nice blog and well described the organizational motivational factors. Employee motivation is one of the key factors in an organizational success. (Chiu et al,2002) highlighted that organization implements merit pay system to reward employees for meeting specific goals, which can affect employee motivation levels.
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ReplyDeleteSumedha,I agreed with you as you concluded your blog "Motivation is something that comes from both within and without" And you have clearly illustrated your work in a flow of benefits of Motivation, How to increase Employee Motivation and Application of the concept to your own organization. I think the reader can get a clear understanding on Employee Motivation by reading this at once.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.
ReplyDeleteIt is intriguing that so many companies say people are their greatest asset, but even companies with a reputation for achieving a great deal in this area tell their investors next to nothing about what they are doing, said Rob Lake, head of corporate engagement at Henderson Global Investors(Cook, 2008).
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