Employee Motivation

In the current global economy with its prevailing competitive environment, firms frequently determine that their employees are their overall most useful resource (Brickley et al., 2002).  Firms’ organisational structure is heavily dependent on the workforce, which influences the organization through their engagement, attitudes and motivation (Bruzelius & Skärvad, 2004). The future of corporations depends on its employees, and the importance of human resources has been brought to centre stage, more than ever before (Bhattecharya & Mukherjee, 2009).  Whiteley (2002) describes higher motivation increases employee performance. However, getting employees to outperform during all conditions is one of the most difficult challenges managers are facing (Nohria, Groysberg & Lee, 2008). Accordingly, Bruzelius and Skärvad (2004) argued that to get employees motivated to work more efficiently and to support the company’s values and goals, they need to get compensated through re...

Maslow model is developed to explain human motivation and employees' personal development needs (Udechukwu, 2009). Accordingly, this theory is well explained by the Maslow pyramid. Maslow’s theory is very useful for understanding the needs of people at work. Further, the theory explained actions that can be taken to satisfy them. His theory also helps top managers to recognize that deprived needs may negatively affect attitudes and behaviours (Andreassen et al., 2010).  Figure 1.0 gives some examples of how top managers can use Maslow’s theory to better meet the needs of their workers. Accordingly, higher-level self-actualization requirements are satisfied entirely by intrinsic rewards. Further, esteem needs are satisfied by both intrinsic and extrinsic rewards. Lower-level requirements are served by extrinsic rewards (Schermerhorn, 2001). Figure1.0: Opportunities for Satisfaction in Maslow’s Hierarchy of Human Needs Source: Schermerhorn...

According to Baridam (2002), another widely-known need-based theory of motivation is the theory developed by C. McClelland. Further, McClelland explains three main motivational paradigms namely achievement, affiliation and power. McClelland's need theory is a motivational model that attempts to describe how the needs for achievement, power and affiliation influence employees (Amabile, 2001). McClelland affirms that we all have these above mentioned three motivating operators and those are not hang on our gender or age. One of these drivers controls our behaviour (Bogaert and Anthony, 2006). Accordingly, the dominant drive turns on based on employers’ life experiences.  The driver achievement is a need to accomplish and demonstrate own competence (Barbuto and Wheeler, 2006). Thus, an employee with a high need for achievement prefers tasks with responsibility and results based on their own performance.  Further, they also expect quick acknowledgement of their progress from the m...

  Growing globalization shows the importance of women employment in different sectors more than ever not only locally but also globally (Dermody et al., 2004).   But how far they motivate at work is an issue currently. While some still believe that women should stay at home and fulfil the responsibility of taking care of their families, some believe women should also participate in the workforce of a country (Giannikis and Mihail, 2010).  The pregnancies, the need to breastfeed the child, caring for the toddlers are all extremely important responsibilities that the woman is expected to shoulder (Jyothi, 2010). In our society, there are women who desire to play her role as a housewife while there are professional, educated, talented women who want to grow in their career to support their husband's income or support her own family to fulfil basic needs and to save for a better future. There are many factors that influence women to work or in other words, make them work...

  According to Burduș and Popa (2013) younger employees face some issues when selecting a proper job because they have difficulties in finding a job that suits and motivates them to the highest level. Further, employers are facing difficulties when hiring young employees for available positions because they have less understanding of what motivates younger workers. Therefore, employers are still in the progress of identifying the most suitable alternatives for motivating the young workforce (Lefter et al., 2012). Considering those two perspectives, this blog post aims to bring some insights into the most effective ways of motivating the young generation. As mentioned above, young employee motivation is an important dimension of human resources management (Lefter et al., 2012). Employee motivation is considered as the percentage of contribution that an employee puts in and what he receives in exchange for his work (Van et al., 2011). Accordingly, it is important to assist young empl...

Work motivation depends not only on the job role, work environment, benefits but also on factors such as age and gender (Kooij et al., 2008). Younger employees are motivated not only by salary and bonus but also by moral-spiritual factors which are non-financial benefits (Zacher,2015). But older adults are more motivated to retain what they already have (Bal et al., 2012). This blog post aims to discuss further methods of motivating aging workers. People spend much of their lives in the workplace doing a job to satisfy their basic needs (Hedge et al., 2013). If these employees are to be successful in their jobs and are also among effective employees, they must be motivated to do their work by the organization. Therefore, companies should pay more attention to employee motivation (Hess and Jepsen, 2009). However, according to Kanfer and Ackerman (2004), the workforce in many countries is aging, and organization management is trying to retain older and experienced employees as long as po...