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 perseverance. The article includes an overview of theories relating to employee motivation and describes how employee motivation affects employee retention in businesses and their performance.

Global business environments are continually growing, and organizations that can adapt to such changes will be the ones to survive. Organizations must develop methods to resist the strong competition, but those who succeed will be able to endure more than their competitors. Managing employee turnover that may result from the movement of several industrial workers is one of the biggest challenges that businesses face today. This may be result of their lack of motivation and commitment for the organization. (Prof. S. K. Singh & Vivek Tiwari, 2011)Employees who are hardworking help an organization's development and sustainability in a work environment that is changing rapidly (Lindner 1998, 36).

People provide economic worth to organizations as they have skills, experience, and knowledge, according to the human capital and knowledge management concepts. These skills, knowledge and experience represent capital because they enhance productivity (Snell and Dean, 1992). This point of view emphasizes the importance of the understanding of Motivation and its relationship to Job Satisfaction.

 

References

Buford J.A, Bedeian A.G and Lindner J.R, 1995. Management in extension (3rd ed). Columbus, Ohio; Ohio state university extension.

Lindner J.R 1998. Understanding employee motivation. Journal of extension.

Prof.  S.  K.  Singh  &  Vivek  Tiwari,  2011,  Relationship  between  motivation  and  job satisfaction of the white collar employees : a case study, SMS Varanasi, Vol. VII, No. 2; Dec 11, pp. 31-39.


Definition of Employee Motivation

Employee Motivation has been defined as, the psychological process that provides behaviour purpose and direction. (Kreitner, 1995).

Motivation is considered a key driver of performance because it is associated to numerous benefits at work (Pinder, 2008). A predisposition to behave in a purposive way to achieve specific, unmet needs (Buford, Bedeian, & Lindner, 1995) an internal drive to satisfy an unsatisfied need (Higgins, 1994) and the will to achieve (Bedeian, 1993).

Employee motivation reveals the job satisfaction and therefor, satisfied employees distribute the maximum commitment to work and unsatisfied employees do not distribute the maximum commitment (Dartey-Baah and Amoako, 2011).

Motivation is not only responsible for an employee’s performance as managers must also consider the employee’s capability and resources which are at his or her retention as part of the motivation and performance formula (Lussier, 2017).

According to Amabile (1993), individuals are naturally motivated when they seek enjoyment, interest, satisfaction of curiosity, self-expression, or personal challenge in the work.

 

References

Amabile T.M , 1993. Motivational synergy: toward new conceptualizations of intrinsic and extrinsic motivation in the workplace. Human resource management.

Buford, J. A., Jr., Bedeian, A. G., & Lindner, J. R. (1995). Management in Extension (3rd ed.). Columbus, Ohio: Ohio State University Extension.

Dartey-Baah, K. and Amoako, G.K. (2011).Application of Frederick Herzberg’s Two-Factor Theory in Assessing and Understanding Employee Motivation at Work: A Ghanaian Perspective. European Journal of Business and Management, Vol 3, No.9.

Higgins, J. M. (1994). The management challenge (2nd ed.). New York: Macmillan.

Kreitner, R. (1995). Management (6th ed.). Boston: Houghton Mifflin Company.

Lussier, R. N. (2017). Management fundamentals: Concepts, applications, & skill development (7th ed.). Thousand Oaks, CA: SAGE.

 

Comments

  1. Afzal FarookDecember 9, 2022 at 8:59 PM

    A good blog article Divangi, according to Nohria et al., (2008), many direct managers are regarded well by their employees precisely because they foster a highly motivating local environment, even if the organization as a whole falls short. Thus, a direct manager’s approach plays an important role in employee motivation.

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    Replies
    1. Divangi CoorayDecember 15, 2022 at 9:47 AM

      Thank you, Afzal. Further, understanding whether a worker is a pleasure seeker, or a pain avoider is key to releasing their inner motivation (Goyette, 2016).

      Delete
  2. Romeda WijewardeneDecember 9, 2022 at 10:59 PM

    Great approach Divangi. Further, employee empowerment and recognition are intimately tied to employee motivation (Manzoor, 2012). Additionally, the manager's work is more complex and important because of performance determinants and intangible character attributes and organizational managers can address any concerns with employee performance connected to resources and talents (Griffin, 2013).

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    1. Divangi CoorayDecember 15, 2022 at 10:05 AM

      Thank you Romeda. According to Maslow (1943), 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.

      Delete
  3. VisithagDecember 10, 2022 at 1:07 AM

    Good article Divangi. Employees at all the levels can choose to act as a leader if given an
    opportunity and this further helps motivating and influencing other employees (Jeffrey L.
    Herman et al, 2011).

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    Replies
    1. Divangi CoorayDecember 16, 2022 at 9:01 AM

      Thank you Visithag.Furthermore,The role motivation plays in employee performance is clear, enjoying the task at hand is paramount to efficiency, attention to detail, and quality performance. General Motors’ chief executive officer, Mary Barra, advises that success and pursuit of one’s passions go hand in hand (Lussier, 2017).

      Delete
  4. Dehara de ZoysaDecember 10, 2022 at 4:22 AM

    Great article Divangi. Agreed with the content. furthermore, Motivation requires that employees achieve certain outcomes, such as performance and productivity. He also showed that motivated workers are more autonomous and self-driven compared to less motivated people. Additionally, highly motivated employees are more eager to take on responsibility and have a strong sense of commitment to their jobs and careers. (Shahzadi et al., 2014)

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    1. Divangi CoorayDecember 16, 2022 at 9:25 AM

      Thank you Dehara for the comment.Morever, Employee motivation is just one aspect of the motivation and performance formula. It is often studied because it gives insight into employee behavior and provides a basis to predict future behavior. ((Lussier, 2017).

      Delete
  5. Dulakshi JayathilakeDecember 10, 2022 at 9:03 AM

    This comment has been removed by a blog administrator.

    ReplyDelete
  6. Dulakshi JayathilakeDecember 10, 2022 at 9:05 AM

    Good article Divangi. Would like to add furthermore. The need of employees who are motivated is the key to survive (Smith, 1994). In the businesses that are changing so quickly, motivated workers are essential. Employees who are motivated help organizations endure. Employee motivation increases productivity. Managers must comprehend what drives workers in the context of the jobs they hold in order to be effective. Motivating people may be the most difficult task a manager has to complete. This is in part because employee motivation fluctuates continuously (Bowen & Radhakrishna, 1991).

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    1. Divangi CoorayDecember 16, 2022 at 9:17 PM

      Thank you Dulakshi and agreed. According to Hackman and Oldham (1976),jobs can be made more motivating by increasing the following: skill variety (the number of different skills required by the job), task identity (the degree to which the job produces something meaningful), task significance (the importance of the work), autonomy (the degree to which the individual has freedom in deciding how to perform the job), and feedback (the extent to which the individual receives positive or negative feedback).

      Delete
  7. W.A.Nimesha MadushaniDecember 10, 2022 at 9:47 AM

    I agree with above post. Many other authors have also defined motivation. According to Kreitner (1995), motivation is a psychological process which gives purpose and direction. An internal drive to satisfy an unsatisfied need (Higgins, 1994).

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    1. Divangi CoorayDecember 16, 2022 at 9:29 PM

      Thank You Nimesha. Further, Thank You Nimesha. Further, Motivation is defined as all internal and external driving forces that make 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 [Duica, 2008).

      Delete
  8. Dulakshi PereraDecember 10, 2022 at 11:40 AM

    very descriptive blog divangi.
    Employees are not motivated only by monetary rewards (Dickson, 1973).
    According to Maslow, employees have five levels of needs (Maslow, 1943): physiological, safety, social, ego, and self- actualizing.

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    1. Divangi CoorayDecember 16, 2022 at 9:55 PM

      Thank you Dulakshi for the comment. Would like to add furthermore. According to Maslow (1954), while the proportions are not certain, it is enough to satisfy 85% of the physiological needs, 70% of the safety needs, 50% of the love and belongingness needs, 40% of the appreciation and esteem needs and 10% of the self-actualization needs.

      Delete
  9. Wasana PereraDecember 15, 2022 at 1:46 AM

    Good article Divangi, ​​Employee motivation refers to how well employees fulfill their job duties, complete assigned tasks within their deadlines, hit goals, and behave in the workplace. When leaders monitor employee performance, they look at an employee’s effectiveness, quality of work, the quantity of work, and overall output efficiency (Gupta, 2021).

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    1. Divangi CoorayDecember 16, 2022 at 10:14 PM

      Thank you Wasana. Further, Motivation is the ability to give forth considerable effort in support of organizational objectives, contingent upon the effort's capacity to meet some personal need (Robbins ,1993).

      Delete
  10. Shamalka MadushanDecember 15, 2022 at 11:20 AM

    Fair Introduction Divangi .And also it realized a good idea about the employee motivation as well. And also Holding on to capable and dependable personnel is crucial since they form the foundation of great firms(Jain et al., 2019). The longer a representative stays with the organization, the better it is for the association because training new employees is laborious and expensive(Jain et al., 2019).

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    Replies
    1. Divangi CoorayDecember 16, 2022 at 10:25 PM

      Thank you Shamalka. Further, Motivation, which ensures to spend more or less cognitive effort to increase the quality and quantity of occupational performance ensures also the production of the mental effort that directs the knowledge and skills. Therefore, even the most talented ones among the employees of an organization can reduce their performance if they are not motivated (Clark, 2003).

      Delete

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