Employee Motivation

Introduction to Employee Motivation Organizations are currently dealing with serious problems as a result of staff turnover. Here, explain the ways to keep staff happy and motivated by offering incentives that can boost business productivity and results. Employee Motivation is an integral part of Human Resource Management, and it plays an important role in an organisation's long-term growth. Motivation can be defined as the inherent enthusiasm and driving force to accomplish a task. It can be used in directing employees’ behaviour and actions for a constructive vision or goal. Proper motivation becomes the employee into a loyal asset and helps in maintaining the retention rate. Motivated employees are beneficial to an organization, they are directly proportional to an organization’s success. Therefore, employee motivation is intangible, difficult to measure, and extremely difficult to control, but very easy to facilitate if done right. It’s all about intention, intensity, and pe

  Employee Motivation can be categorized as Intrinsic or internal motivation and extrinsic or external motivation. Amabile (1993) explains further, by saying the followings: ·          Individuals are intrinsically motivated when they seek pleasure, interest, satisfaction of curiosity self-expression, or personal challenge in the work ·          Individuals are extrinsically motivated when they involve in the work in order to obtain some goal that is apart from the work itself (Amabile 1993, 185-201.) Intrinsic motivation This kind of motivation comes from a human's personal satisfaction or interest in the work and does not involves engaging in activities for the sake of obtaining external rewards; instead, it allows for experiencing inner pleasure in the activity. It can be viewed as a force that includes engaging in actions without receiving external rewards ( Amabile 1993). Extrinsic motivation Deci (1972) defined extrinsic motivation as, money and verbal reward, med

  Maslow's hierarchy of needs is a psychological theory of motivation that contains a five-tier model of human wants. This theory is sometimes shown as rows within a pyramid (Saul Mcleod, 2018). Bartol and Martin (1998) have classified the major theories in motivation into three categories: needs theory, cognitive theory, and reinforcement theory. There is not just one theory surrounding employee motivation which has been totally accepted. Furthermore, motivational philosophies are divided into three classes, content motivation, process motivation, and reinforcement theory (Lussier, 2017). The effects of this theory provided useful insights for managers and other organization leaders. One of the advices was for managers is to find ways of motivating employees by developing programs or practices aimed at satisfying emerging or unmet needs. Another suggestion was for organizations is to implement support programs and focus groups to help employees deal with stress, especially d

  In order to accomplish organizational goals, it is important to retain key employees because workers search for employment with other companies and compare the benefits they receive. Organizations can improve productivity and keep employees more motivated if they use, flexible work schedules based on their workload (Ramlall, 2003).   To improve employees' motivation and productivity, employers should offer competitive pay, benefits, recognition, and job security (Wiley, 1997). To inspire employees, management must combine motivational and hygiene considerations ( Dar tey-Baah and Amoako, 2011) . Understanding the motivation and performance formula is essential to understanding employee performance. Since motivation on its own is insufficient to perform, a manager who devotes all of their efforts to fostering an employee's internal motivation will be ineffectual in fostering top performance. Performance is functionally influenced by three different variables, including pe

  The base of this class of theories comes in part from Maslow's hierarchy of needs, a normal concept in psychology which outlines the basic, psychological, and self-fulfillment needs of an individual’s (McLeod, 2020). Maslow (1943) stated that people, including employees at organizations, are motivated by the desire to achieve or maintain the various conditions upon which these basic satisfactions rest and by certain more intellectual desires. Physiological or Basic Needs These include the basic physiological needs of a human. Hunger, thirst, sex, shelter, and other bodily needs. Managers should pay their employees enough salary to cover their basic needs. Employees should have access to recreational and dining opportunities.                                     Figure 3 (Source: Mike, 2017) Safety Needs Employees consider their working environment to be free of threats and harms once their physiological needs are met. Managers should provide employees with job secur

  Herzberg established two-dimensional model of the factors that influence people's attitudes toward work. Initially, Herzberg and his associates developed a hypothesis that job satisfaction and dissatisfaction were affected by two distinct sets of factors, and thus satisfaction and dissatisfaction could not be constantly measured on the same continuum ( Herzberg et al., 1959; Stello, 2011). According to Herzberg, the elements contributing to job happiness are independent of those causing job dissatisfaction. Managers who work to eliminate the causes of employee dissatisfaction may thereby bring about peace, but not necessarily motivation. Kreitner & Kinicki (1998) highlight one of Herzberg’s findings, where managers rather than giving employees additional tasks of similar difficulty horizontal loading, vertical loading consists of giving workers more responsibility. The key tenet of Herzberg's theory was that although some circumstances promote favorable attitudes ab

  Evaluate the Workplace Evaluate morale in your workplace to assist you in identifying motivating and hygiene factors. Examine how employees interact with one another and find a correlation between their attitudes and the quality of their work. For example, the ability to telecommute increased productivity, and conclude that company policy is a hygiene factor. Identifying what influences of motivation can help to customize an improvement plan that will benefit to    the Organization. Address hygiene factors Make a plan to address hygiene issues in the workplace. For example, can reconsider company policies and consider how to modify them to meet the needs of employees. Consider implementing training programs for managers to learn how to effectively supervise and support team members during projects. Examine the organization's budget to see if salary increases are possible. Examine communication patterns with employees to better reassure them about the safety of their jobs.

  Motivation is considered a key driver of performance because it is associated to numerous benefits at work (Pinder 2008). Motivated employees are more promised in their work (Rich 2006), their performance is of higher class (Cerasoli et al. 2014) and they profit more from work-related training (Massenberg et al. 2015). The topic of employee motivation and retention is a complex issue, which is given by individuality of each person and reflects not only the specific needs of each person, but sometimes even their very different rating in terms of importance. There are the two things playing an important role in this area: how much employees understand the resulting systems of their activity and how much they objectively understand the strategy and policy of their company, business environment and possibly also the international context in which the company is active (Sterbova, 2013). Employee motivation is the goal-oriented behavior of each individual. It consists of a set of i

  Employee motivation is very important for a successful organization, so the company should focus on it in order to stay competitive in the market and avoid some problems such as employee high turnover that will affect the business. Thus, effective motivational techniques should be practiced at the workplace. The purpose of this blog is to better understand the factors that affect employee motivation and the advantages of employee motivation. It also considers if management needs to modify their motivational strategies. Through this posts companies will be able to understand better ways to motivate employees and the importance of employee motivation at the workplace. As a result, the job satisfaction of employees will increase then they will get motivated. The result from this had shown that the motivator factors such as achievement, recognition, responsibilities and advancement play an important role in motivating employees at the workplace.