Introduction

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.

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.

Importance of Employee Motivation

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.

2. Improved employee satisfaction
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.

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).

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.

References

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).

How to Increase Employee Motivation

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.

References

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.

Tella, A., Ayeni, C. O., Popoola, S. O. (2007). Work motivation, job satisfaction and organizational commitment of library, personnel in academic and research libraries in Oyo State, Nigeria. Library Philosophy and Practice, 1-16

B. 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

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.

Financial/Non-Financial Incentives:

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.

References

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

Conclusion

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.