"The word motivation is derived from
Latin word ‘movere’ which means ‘to move’. Motivation is something – a desire,
a want, need or drive – that moves or spurs an individual to act in a
particular way to achieve a goal or objective" (D.
Lowe, 2017,P.4 ). Employee motivation and resourceful
integration into the organization in the organization is vital competitive tool
in the current competitive business climate (Udo,
2019).
Employees are the major component of
all organizations. If Employee does not feel the importance of their job there
is no interest to carry out jobs (Numbu
and Bose, 2019).
Employees dissatisfaction negatively affect to the organization
performance and Customer satisfaction. Conversely Its loss of competitive advantage
prowess (Udo, 2019). Committed Employees are the backbone of every successful
organization and commitment is an outcome of motivation and job satisfaction (Varma,
2017). Reward, Recognition, Training,
Development, and Delegation of Authority are the variables that gauge to use
the motivation which depends that employees' performance (Bao
and Nizam, 2015).
Money is not only factor of
motivation there are some other Stimulus (Numbu
and Bose, 2019). Providing sufficient training
opportunities, improvement of the physical working conditions, equipment, and
materials are some other factors of motivation (Varma,
2017). Some are motivating because of
employment benefits, time for family life, good income as well as based on the
good location (Varma,
2017). It can find a positive relationship
between work motivation and job satisfaction (Suhartono,
2015).
According to the (D.
Lowe, 2017) the Following are useful tips in
motivation in the organization other than salary.
- ·
Self-Evaluation
Managers
- ·
Familiarity
with the Employees
- ·
Employee
Benefits
- ·
Introducing
New Employees
- ·
Feedback
to Employees
- ·
Timely
Appreciation
- ·
Time
Management
- ·
Pleasant
Work Environment
- ·
Employee
Learning
- ·
Empowering
the Employees
- ·
Effective
Communication
- ·
Managers
Should be Leaders
Employees can be motivated due to
external sources and may be due to an internal (Kendall
and Malkoun, 2001). But Motivation is not only factor
that improves the performance. Motivated Work force cannot do preform without
required level of skills (Robescu
and Iancu, 2016).
Motivation drives people to their job
satisfaction pleasure. In addition, it combines the psychological and
environmental impact of people's work with their happiness (Saleem,
Mahmood and Mahmood, 2010). Workforce stability is the major
factor of any organization which projects goodwill and the reputation of it.
Loyalty to the organization, Utilization of the Skills, the efficiency of
employees will pave the way for the organization to thrive. Hence Employee
motivation is very important to every Organization (D.
Lowe, 2017).
References
Bao, C. and Nizam,
D. I. (2015) ‘the Impact of Motivation on Employee Performance in the
Electronics Industry in China’, International Journal of Accounting and
Business Management, 3(2), pp. 29–45. doi:
10.24924/ijabm/2015.11/v3.iss2/29.45.
D. Lowe, networking
for dummies (10th E. (2017) ‘About the Tutorial Disclaimer & Copyright’, Organizational
Behavior, pp. 1–305. Available at:
https://www.tutorialspoint.com/asp.net/asp.net_tutorial.pdf.
Kendall, E. a and Malkoun, M. T. (2001) ‘Staff Motivation and
Recognition’, pp. 1–13.
Numbu, L. P. and Bose, U. (2019) ‘the Impact of Motivation on
Employee ’ S Performance : Case of T He Impact of Motivation on Employee ’ S
Performance : Case of S Outh U Ral S Tate’, Ijar, 6(1).
Robescu, O. and Iancu, A.-G. (2016) ‘The Effects of
Motivation on Employees Performance in Organizations’, Valahian Journal of
Economic Studies, 7(2), pp. 49–56. doi: 10.1515/vjes-2016-0006.
Saleem, R., Mahmood, Azeem and Mahmood, Asif (2010) ‘Effect
of Work Motivation on Job Satisfaction in Mobile Telecommunication Service
Organizations of Pakistan’, International Journal of Business and Management,
5(11), pp. 213–222. doi: 10.5539/ijbm.v5n11p213.
Suhartono (2015) ‘The effect of work motivation factors on
job satisfaction in xy company’, iBuss Management, 3(1), pp. 14–20.
Available at: http://publication.petra.ac.id/index.php/ibm/article/view/2939.
Udo, E. S. (2019) ‘Employees Motivation in a Competitive
Service and’, (April).
Varma, C. (2017) ‘Importance of Employee Motivation & Job
Satisfaction for Organizational Performance’, International Journal of
Social Science & Interdisciplinary Research, 6(2), pp. 10–20.
The early approaches of motivation emphasize on the needs of the individuals explaining their tendency to be motivated and the efforts exerted in order to satisfy those needs. There were some other approaches which highlighted on the employees’ goal setting. Simons and Enz (2006) says now the employees perform the task not only to fulfill the basic needs but also to increase their values, become successful and satisfied from their performance.
ReplyDeleteIn the banking sector in which I am employed in, the success of the organization mainly reflected by the hard works of employees. Therefore, to achieve the organizational goals employee should be motivated by the external and internal factors.
Experts have yet to agree on a single definition of motivation. Perhaps it's because everyone has different motives. For this chapter, motivation refers to an individual's willingness to put a high level of effort towards the goals of the organization while meeting their needs. Motivation is related to both productivity and enjoyment in one's work life (Kendall and Malkoun, 2001).
DeleteHi Madhura, In 1960, psychologist Douglas McGregor’s introduced Theory X and Theory Y for motivation. Theory X and Theory Y describe two basic sets of assumptions that managers think about their workers. Theory X managers assume that workers inherently dislike work, that they must be forced, directed, and closely controlled to meet the organization’s goals and the manager believes the average worker has little ambition, avoids responsibility, and seeks security above all else (Kathleen,2007). Theory Y managers assume that workers inherently like work that they exercise self-direction and self-control to achieve an organization’s goals and the manager believes that under the right conditions, the average worker not only accepts responsibility, but also seeks it out (Kathleen,2007).
ReplyDeleteExcept Theory X and Theory Y there are another more theories it can find such as Maslow’s Hierarchy of Needs, ERG theory, Herzberg’s two factor theory, Vroom's Expectancy Theory which explain the staff motivation in the organization (Lyimo, 2019).
DeleteMotivation is considered a key driver of performance because it is linked to numerous benefits at work (Pinder 2008). Motivated employees are more engaged in their work (Rich 2006), their performance is of higher quality (Cerasoli et al. 2014) and they profit more from occupational training (Massenberg et al. 2015). Additionally, they are more strongly committed to their work, work longer hours, pick more challenging goals to achieve (Becker et al. 2015), and are more willing to share knowledge at the workplace (Lin2007). Due to its positive consequences, motivation plays a central role in the field of management, both in theory and management practice
ReplyDeleteIt is now known that in the center of every productive and successful business there is a cooperative workforce with a commitment to achieving excellent results with an advanced corporate culture. The model, concept and empirical evidence also show that motivation is one of the key factors of success. Therefore, modern organizational managers need to understand the motivation flow and build a corporate culture with a level of incentive that employees are always more productive (Tezcan Uysal and Genç, 2017).
DeleteHi Madura, Every successful organization has a dedicated employee base. Commitment is a reflection of motivation and job satisfaction. It is the driving force that drives employees toward corporate goals. Without commitment, the organization will not be able to generate performance. There must be competitive employee policies and practices creating a competitive advantage organization (Varma, 2018).
ReplyDeleteIts typically motivation and capacity influences the performance of an employee. That is organizational efficiency involves staff ready to conduct, and not only voluntarily, but also skilled in any organization activity. Therefore, both capacity and motivation are needed for efficient organizational performance (Lyimo, 2019)
DeleteThere are four factors of motivation that exist in every organization or business. This determines the levels of motivation of the staff, be it positive or negative. Fortunately, each of these ingredients can be changed in a positive way. This usually happens when a manager or supervisor replaces a leader who’s management style has not been conducive to bringing out the very best in each person. The appropriate leadership style depends on the goals and objectives of the organization, the people within the company and the external environment (Tracy. B. 2020).
ReplyDeleteAs per Kinicki and Kreitner (2001), Motivation correlate to such emotional processes that cause the inspiration and determination of voluntary actions that helps to attain the goals. The main focus of organization is to invest on their employees in the form of rewards in search of development, motivation and increase in the performance of human resource and the most commonly used motivation tool was the reward management system which has impact on to motivation to retain the employees to perceive high level of performance (Barber and Bretz, 2000).
ReplyDeleteAs had mentioned motivation is a crucial aspect where the organizations should constantly endeavor to achieve and maintain. To motivate employees by rewards, organizations have setup two categories; Monetary and Non- Monetary (Yousaf et al, 2014). These again oscillate between the Intrinsic and Extrinsic needs of employees and the demographic of employees (Silverman, 2004). As you have stated Motivation is an utmost key element in achieving employee performance and organizations goals.
ReplyDeleteAgree with you, Motivation is something – a desire, a want, need or drive – that moves or spurs an individual to act in a particular way to achieve a goal or objective. Money is not the only the factor of motivation there are some other Stimuli. Committed Employees are the backbone of every successful organization and commitment is an outcome of motivation and job satisfaction (Suhartono, 2015).
ReplyDeleteHi Madhura , Agreed to your inputs and adding more for your reference. Grant (2008),states, motivation imposes employee outcomes for instance performance and productivity. He also established that motivated employees are more oriented towards autonomy and are more self-driven in contrast to less motivated employees. Further, Motivated employees are highly engaged and involved in their work and jobs and are more willing to take responsibilities (Kuvaas & Dysvik, 2009)
ReplyDeleteMotivation is defined as all internal and external driving forces that makes the individual to perform an activity, what determines the limits and forms of activity and which give it its activities oriented towards achieving certain goals. The question is whether the motivation really has an influence on people's performance at work. Research shows that indeed there is a relationship between motivation and performance (Robescu and Iancu, 2016).
DeleteEmployee motivation is a key point where the organization should look into. To motivate employee, Organization can reward under two categories,1)Moneytory Reword 2) Non-monetary Reword. According to Yousaf et al,( 2014) Monetary rewards are Sound bonus pay, Paid vacation, Proving transport and Balanced are fair pay system. If Immediate supervisor say thank you for the hard work while sending a formal letter by appreciating hard work can be categorized under non-monetary reward (Silverman, 2004).
ReplyDeleteAdding to your statement employee motivation, it can thought of as the willingness to expend energy and the impulse an individual has in his job to achieve organizational goals (Thompson, 2018). Employee motivation is directly related to an employee's level of engagement and empowerment towards his job (Thompson, 2018).
ReplyDeletePınar Güngör (2011) says “Motivation is the competency or capability of a person to change behavior”. Motivation is a driven force that leads and directed a person toward some specific goals. Employee commitment can improve the performance of an organization but some time it is not delivering the benefit in many cases like when organization not given them the incentives and involve them in their jobs. That gap is fulfilled when organization characterize employee work-place climate and trust between colleagues (Care,2007).
ReplyDeleteEmployee motivation is very important for organizations as every concern requires physical, financial and human resources to accomplish the goals. It is through motivation that the human resources can be utilized by making full use of it. This can be done by building willingness in employees to work. This will help the enterprise in securing best possible utilization of resources. It results into increase in productivity, reducing cost of operations, and improving overall efficiency (Shazadi et al, 2014).
ReplyDeleteAccording to Udo (2019) In a competitive business climate, employee motivation and ingenious integration into the organization's operations and business remains a vital competitive tool in today's competitive business climate. Unmotivated and poor integration of employees undermines the competitiveness of the organization. Employee motivation contributes to customer satisfaction, productivity, and job satisfaction. Financial and non-financial motivation for training and development, recognition and allowances were identified as elements of employee motivation. Customer satisfaction is measured by organizational performance, while learning and development, recognition and bonuses measure employee motivation. The results showed that employee motivation in the financial and non-financial sectors positively and statistically affects customer satisfaction. Also a factor such as enrichment of vacancies, promotion where promotion is not visible, horizontal movements motivate the employee to a new and different job, develop the employee's skills and knowledge; renew interest in his work.
ReplyDeleteAccording to (Abbas & Asgar 2010:9), successful managers are also successful leaders because they influence employees to help accomplish organizational goals. Achieving organizational goals, however, is not enough to keep employees motivated but helping employees accomplish their own personal and career goals is an important part of their motivation
ReplyDeleteYes Asanka, If managers want to succeed, it is essential to develop their management skills to ensure that the objectives set for the departments under their leadership are achieved in the long run. Management theory and training have identified three main areas affecting performance. Without knowledge and skills (know how), without the right working conditions and organization (achievable) and without motivation, the desired performance cannot be achieved.(Vaněk et al., 2012)
DeleteOrganizations in this dynamic globalized world are continuously trying to develop and motivate their employees to help achieve enhanced performance with various Human Resource applications and practices.
ReplyDeleteReward management system is the highly used practice for the enterprises to achieve the desired goals (Güngör,2011). According to Barber and Bertz (2000), Reward management system helps the organizations to attract, capture, retain and motivate employees with high potential and in return get high levels of performance. Reward
management system consists of both extrinsic and intrinsic rewards; where former involves financial rewards
(salary, bonus etc) and the later includes non-financial rewards like recognition, security, title, promotion, appreciation, praise, decision making involvement, flexible working hours, workplace comfort ability, feedback, work design, social rights etc (Yang, 2008).
Onah (2015) asserts that when people achieve their social needs that they focus attention on such matters as reputation, recognition, self-esteem and prestige or self-worth, self respect, status, among others that give people strong confidence to participate in activities that will certainly improve their living conditions in their various communities in the society.
ReplyDelete