Importance of Employee Motivation

 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 (Dartey-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 personnel skills, motivation, and availability of resources (Lussier, 2017).


Figure 1 (Source: Importance of Employee Motivation)

To consistently maintain the highest level of staff motivation, managers must come up with innovative approaches. Any businesses require motivation because of the advantages it can provide. These benefits include:

  • ·      Meet Personal Goals and Help an Employee Stay Motivated

Motivation helps the employee to complete their personal goals and can assist in an individual's self-development. When an employee achieves some initial goals, they realize the clear link between effort and results, which motivates them to continue performing at a high level.

  • ·         Greater Employee Satisfaction

Employee satisfaction is critical for every company because it can lead to progress or lapse. Employees will not be prepared to meet their goals if there is no inspiration plan in place. As a result, managers should seek to allow them through opportunities for progress, monetary and non-monetary rewards, or disincentives for inefficient employees.

  • ·         Raising Employee Efficiency

The level of efficiency of an employee is not solely determined by capacities and qualifications. An employee needs to possess the ideal combination of ability and willingness in order to produce the best results. Only through motivation can such balance be achieved, which can lead to improved productivity, lower operational costs, and overall efficiency improvements.

  • ·         Workforce Stability

From a company perspective, staff consistency is crucial. If employees feel that they have a presence in management, they will stay committed to the organization. Staff members can use their skills and potential for the company's profit in addition to their own. As a result, the organization can develop a respectable reputation in the marketplace, which might bring capable and qualified people to it.

References

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

Ramlall,S.(2003). Organizational Application Managing Employee Retention as a Strategy for Increasing Organizational Competitiveness. Applied H.R.M. Research,Vol 8,No.2,pp.63.72

Wiley,C.(1997). What motivates employees according to over 40 years of motivation surveys. International Journal of Manpower. Vol. 18 Iss 3 pp. 263 – 280.


Comments

  1. Shamalka MadushanDecember 15, 2022 at 11:42 AM

    The content can be seen as a visible view for the importance of the employee motivation. And further more getting people to do what you want them to do because they want to is called motivation( Balan et al., 2013).

    ReplyDelete
  2. Divangi CoorayDecember 16, 2022 at 11:37 PM

    Thank you Shamalka. Further, Motivation is the act that causes someone to get into action (Buchbinder and Shanks, 2007) or, in other words, the creation means to an end (Cleveland and Murphy, 1992).

    ReplyDelete

Post a Comment

Popular posts from this blog

Herzberg’s Two-Factor Theory

Image
  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
Read more

Conclusion

  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.
Read more