Employees in both public and private sectors require motivation from their organizations to perform in the most favourable way in their job role and obtain job satisfaction. Money is one of the main motivational factors while other factors can be identified as rewards, recognition, appreciation, positive company culture, professional development, career development opportunities, flexible work schedules, job security and work environment. (Bender and Heywood, 2006)
Well performing employees have been incentivized with monetary compensation, which historically has been the most used and accepted way to motivate and encourage employees to perform better (Pink, 2011).
Importance of employee motivation for an organization
Workers motivation has consistently been the main problem for company top management. (Feinstein, 2000) Because motivation factors within the company have a direct influence on labour productivity. Employees who are interested in their job role perform their job responsibilities to the maximum level and organization revenue grows as a result of that. Unmotivated workers do not contribute much to the organization growth and try to avoid job responsibilities often (Sonmezer and Eryaman 2008). This causes low production and low revenue for the organization.
According to Ran (2009), employers are faced with the task of motivating employees and creating high job satisfaction among their staff. Establishing events, programs and policies that embrace job satisfaction and serve to motivate employees to take time, effort and money. When the employer understands the benefits of employee motivation, then the investment in employee-related motivational policies can be easily justified (Ahmadi and Alireza, 2007).
According to video 1.0 employee motivation decreases when the workload is not bearable by the employee and it may lead to employee stress. Also overloaded responsibilities, negative management leadership qualities and attitudes cause employee dissatisfaction. (Ahmadi and Alireza, 2007).
Video 1.0: Importance of employee motivation
Source: Branding Simple Channel, 2019
All employees have personal objectives, which they strive to obtain (Sirin, 2009). There is a risk that the employees’ individual aspirations and objectives are not in line with the objectives of the business management (Arvidsson, 2005). Since unmotivated workers value their personal aims and objectives more than organization objectives, this may lead to a conflict of aims (Alonso and Lewis, 2001). Therefore, the company top management and human resource team should develop proper policies and design relevant reward systems that strengthen the relationship between employees’ goals and the objectives of the organization.
References
Ahmadi K., and Alireza K. (2007). Stress and Job Satisfaction among Air Force Military Pilots. Journal of Social Sciences, 3(3), 159-163
Alonso, P., & Lewis, G. B. (2001). Public Service Motivation and Job Performance Evidence from the Federal Sector. The American Review of Public Administration, 31(4), 363-380
Paul & Vincent (2018) stated that the elements used by the organizations, to boost the performance of employees are motivators which fulfill the employees’ unmet needs. For example, some employees are motivated by rewards while others focus on achievement or security (Lee & Raschke, 2016). Therefore, it is essential for an organization and its managers to understand what really motivates its employees if they intend to maximize organizational performance.
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DeleteThanks Gihan for your comment. Pink (2011) stated well performing workers have been incentivized with monetary compensation, which historically has been the most used and accepted way to motivate and encourage workers to perform better. Further according to Hussein and Simba (2017), employee motivation depends on training and development, performance appraisals, employee satisfaction, compensation, job security and organizational structure.
Hi dileep, agree with your point. If company has high motivated and committed employees with high levels of job involvement are considered as important asset to the organization (Denton, 1987). Keeping the employee in high motivation, commitment and job involvement is good to the business.
ReplyDeleteAgreed with you Dineth. Osabiya (2015) acknowledged different strategies that various companies use to achieve prosperity. He noted that the capability of holding and advancing employees that are talented are the main characteristics of a business that is successful.
DeleteHi Dileep, This article covers a significant area. Further, According to Manzoor (2012), several organisations believe that the employees are their primary asset and they will lead to organisational growth. Coyle-Shapiro and Shore (2007) stated that an organisation has a great relationship with employees. Further, both parties exchange the benefits, and they trust each other.
ReplyDeleteHi Nirmaika, Thanks for sharing your view. Well-performing employees have been incentivized with monetary compensation, which historically has been the most used and accepted way to motivate and encourage employees to perform better (Pink, 2011).
DeleteHi Dileep, adding to your article Internal and external basis of motivation concludes that work motivation is a multi-dimensional concept (Dwivedula et al., 2011). According to the Charles & Marshall (1992) , that the top motivators for employees were: good wages, good working conditions, and appreciation for a job well done.
ReplyDeleteAgree with you. The most recognized theory of intrinsic motivation was first based on people’s needs and drives. Hunger, thirst, and sex are biological needs that we’re driven to pursue in order to live and be healthy (Sirin, 2009).
DeleteHi Dileepa, Adding to your detailed introduction on employee motivation, Lindner (1998) defined it in relation to the person and the organization where he stated that employee motivation is the inner force that drives an employee in his/her quest to achieve personal and organizational goals.
ReplyDeleteAgreed Amila. After employees are hired and trained, it is important to motivate them to get the desired efforts from them, to achieve organizational objectives. While designing their compensation package, organizations try to meet their expectations at the outset, suitably identifying their extrinsic and intrinsic needs (Al Araimi, 2002).
DeleteHi Dileepa,
ReplyDeleteGreat one. Motivated employees can lead to increased productivity and allow an organisation to achieve higher levels of output. Imagine having an employee who is not motivated at work. They will probably use the time at their desk surfing the internet for personal pleasure or even looking for another job. This is a waste of your time and resources.
Thank you for your valuable comment on my blog Ijaz. Employee demotivation is a perennial issue from the days of the industrial revolution. Before the industrial revolution, such problems were non-existent, as the owners of labor services and owners of means of capital had the same identity and the motivation for work was spontaneous in a home-centered production system (Feinstein, 2000).
DeleteAgreed with you Dileep. Organizations are concerned about what should be done to maintain high levels of performance through employees. This includes paying close attention to how incentives, rewards, and, most importantly, the work they do and the organizational setting in which they do it can motivate employees (Armstrong, 2010). The organization risks losing important personnel and will be at a disadvantage in attracting potential top talents if employee engagement and morale are not enhanced (Dessler, 2003).
ReplyDeleteThank you very much for your feedback Janakan. There are several reasons why employee motivation is important. Mainly because it allows management to meet the company’s goals. Without a motivated workplace, companies could be placed in a very risky position (Ryan, 2000).
DeleteHello there, Dileep. I agree with the above statement. According to Mike (2008), employee interactions have become a crucial component in boosting an organization's performance and efficiency. Management and coordination of human activity has become crucial to achieving organizational objectives. Furthermore, this achievement makes it easier to protect employees' interests and welfare, reducing the likelihood of a conflict between the corporation and the individual.
ReplyDeleteThank you for your feedback on my blog Isuru . Engagement is the extent to which employees are motivated to contribute to organizational success, and are willing to apply discretionary effort (extra time, brainpower, and effort) to accomplishing tasks that are important to the achievement of organizational goals (Finney, 2006).
DeleteHi Dileep. Agreed with your comments. Nitin Nohria,(2008) said that motivating employees begins with recognizing that to do their best work, people must be in an environment that meets their basic emotional drives to acquire, bond, comprehend, and defend.
ReplyDeleteThank you for your comment Upeksha. Organizations that are committed to engaged employees understand that it is an ongoing process that is never complete. Hopefully thinking about these emotional drivers will keep employees driving in the right direction (Sirin, 2009).
DeleteHi Dileep. Agreed with you. According to psychologists, the concept of self-realization is a truly personal thing (Varma, 2018). It is human primary physics to nurture something and understand it prosper, it applies to the greatest things humans do in their day-to-day life. Whether it is about developing employee selves or their organization’s achievement (Dugguh, 2014).
ReplyDeleteThanks Indika for your valuable addition to my blog post, In order to effectively motivate employees, managers must first understand Maslow’s hierarchy of needs that each person strives to fulfill. This hierarchy includes physiological needs, safety and security needs, the need to belong, esteem needs, and the need for self-actualization (Myers, 1992).
DeleteHi Ajaykr. The first and foremost challenge of working remotely is communication. This is a vital one. employees need to put their best foot forward to overcome it. Communication is the key to getting going with even the most mundane tasks at hand (Tusubira, 2004).
ReplyDeletevery informative blog , Employee Motivation is the crucial factor in helping up an association's capacity. Each organization needs to continue itself in a furiously focused market in the globalization stage, representatives are the fundamental elements to show the business objectives into the real world. Subsequently, in the present world, each association attempts to deal with its human asset office to keep its representatives inspired (Jain,2019)
ReplyDeleteHi Surangi, Totally agree with the points you mentioned in my blog post, after employees are hired and trained, it is important to motivate them to get the desired efforts from them, to achieve organizational objectives (Pink, 2011).
DeleteHi Dileep. Great work. However employee motivation is important for an organization to achieve the ultimate of the company (Rynes, Gerhart and Minette, 2004), where this employees will be an asset for the organization. Further this can be influence in employee attraction and retention as well. Not only that but also this will help to achieve the individual goals as well (Nadeem, Ahmad, Abdullah and Hamad, 2014).
ReplyDeleteYes. Motivation is a dynamic organizational-behavior issue and there cannot be any organization-specific motivation tool. The subject of motivation, perhaps, received the highest attention from management thinkers worldwide (Varma, 2018).
DeleteHi Dileep, Agreed with your points it is really important to have employee motivation to direct the employees to the organizational goals.Motivation is the force that energizes , directs and sustain behaviors high performance is achieved by well motivated people who are prepared to exercise discretionary effort, example motivated employees do more than is expected of them alone(Armstrong,2014)
ReplyDeleteAgreed with your comment. Motivation is the act or process of providing a motive that causes a person to take some action. In most cases, motivation comes from some need that leads to behavior that results in some type of reward when the need is fulfilled (Lee & Raschke, 2016).
DeleteHi Dileep, Agreed with your comments. Most researchers have found a positive relationship between job satisfaction and motivation and a complementary relationship between both and other organizational variables (Kian, Yusoff, & Rajah, 2014). The value of job satisfaction has a positive significant impact on the value of motivation, and the factors of motivation contribute to the prediction of job satisfaction (Chess, 1994).
ReplyDeleteThanks for your Comment. Everyone works in expectation of some rewards and benefits. Employee benefits are very important as part of an employee’s financial security. Benefits have the ability to attract and retain employees and also may perceive dissatisfaction which results in job de-motivating, higher level of absenteeism, lower level of performance, and higher turnover rate (Myers, 1992).
DeleteAgreed with the statements you made sankalpa, Human capital is the most important asset to an organization which cannot be replaced with anything else. The ground floor of a firmed organization builds through most satisfied and loyal employees where the employees increase productivity and efficiency while innovating new ideas to the organization (GABCANOVA, 2011).
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