Motivation is one of the important and controlling factors that essentially regulates influencing action and performance in employees. So they can perform better and remain more productive. (Atikur et al. 2020). when an employee feels motivated, they will feel satisfaction in the work and will work more devotedly, which would result in making their performances more efficient (Pancasila et al., 2020).
Keeping an employee in the organization is one of the most important factors in the field of the human asset. Competent employees are a base for effective organizations, and hence retaining them is essential. Preparing new workers is endless and requires more assets, so holding an employee is better (Jain, Gupta and Bindal, 2019). Therefore, to inspire employees, leaders must find the needs of employees which will satisfy and focus their talents in ways that will help them achieve this satisfaction (Jensen, 2018).
The global business environment and the organizations,
regardless of industry and size, struggling to build a strong and positive relationship with their employees. Though, employees have many competing needs that are driven by different motivators (Lee and Raschke, 2016). One of the major challenge’s organizations face today is how to manage the turnover of employees that may be caused by the departure of a lot of industrial workers. This may be because of their lack of motivation and commitment to the establishment; this point of view highlights the importance of the study of motivation and its relationship to job satisfaction (Singh and Tiwari, 2011).
The core of how to motivate employees is still a crucial point for organizational behaviour experts, business scholars, and leaders (Jensen, 2018). According to Jain et al., (2019) motivation is a remarkable factor that desires people to give the best execution and help to achieve the business objectives.
Inspired employees are a must in our rapidly changing organizations. Motivated employees help organizations survive. These employees are more productive. To be effective, managers need to understand what inspires employees within the context of the roles they perform (Lindner, 1998). But management styles, work environment also other internal and external factors can affect employee motivation. Organizations facing problems when employees are not motivated to increase productivity, they cause the business organizations to have a loss in profits (Addair, 2019).
Organizations must take the crucial step of motivating the employees of the organization. Motivation is the factor that stimulates the organization employees to perform better and remain more productive (Atikur et al. 2020). No individual has the same attitude or behaviour. Thus, the organizations are supposed to frame practices that will be able to satisfy the group and not just an individual (Varma, 2017).
Employee motivation is a key component of the motivation and performance equation since it provides insight into employee behaviour and a foundation for forecasting future behaviour (Galli, 2020). Thus, many internal and external factors influence employee motivation, including enjoyable work, job appreciation, contentment, stress, job security, advancement and growth, rewards, work environment, punishment, and recognition. (Elvina and Chao, 2019).
There are many theories have been written and researches have been conducted to explain similar aspects of motivation. Some prominent theories are follows and will cover in detail in the subsequent blogs.
· Maslow’s hierarchy of needs theory
· Herzberg two factor theory
· Victor Vroom’s Expectancy theory
List of reference
Addair, A. M. (2019) Retail Employee Motivation and Performance. Phd. Walden University, Minnesota. [online]. Available at https://scholarworks.waldenu.edu/cgi/viewcontent.cgi?article=8725&context=dissertations. [Accessed on 18th October 2021].
Atikur, R., Julfikar, A., Atif, W. and Rahman, M. Z. (2020) What Factors Do Motivate Employees at the Workplace? Evidence from Service Organizations. The journal of asian finance, economics and business, 7(12), [online]. Available at https://www.koreascience.or.kr/article/JAKO202034651879323. [Accessed on 19th October 2021].
Elvina, S. and Chao, L. Z. (2019) A Study on the relationship between employee motivation and work performance. Journal of Business and Management, 21(3), p. 61, [online]. Available at https://www.iosrjournals.org/iosr-jbm/papers/Vol21-issue3/Series-2/I2103025968.pdf. [Accessed on 19th October 2021].
Galli, M. S. (2020) BUSI-1002 Introduction to Management and Leadership. Walden University. [online]. Available at https://www.researchgate.net/publication/343236413_Employee_Motivation. [Accessed on 19th October 2021].
Jain, A., Gupta, B. and Bindal, M. (2019) A study employee motivation in organization. International journal of engineering and management research, 9(6), p. 65, [online]. Available at https://www.researchgate.net/publication/338506233_A_Study_of_Employee_Motivation_in_Organization. [Accessed on 17th October 2021].
Jensen, J. D. (2018) Employee Motivation: A Leadership Imperative. International Journal of Business Administration, 9(2), p.93, [online]. Available at https://www.sciedu.ca/journal/index.php/ijba/article/viewFile/13158/8111. [Accessed on 18th October 2021].
Lee, M. T. and Raschke, R. L. (2016) Understanding employee motivation and organizational performance: Arguments for aset-theoretic approach. Journal of Innovation and Knowledge, 1, pp. 162-169, [online]. Available at https://www.elsevier.es. [Accessed on 17th October 2021].
Lindner, J. R. (1998) Understanding Employee Motivation. Journal of Extension, 36(3), [online]. Available at https://archives.joe.org/joe/1998june/rb3.php. [Accessed on 18th October 2021].
Pancasila, I., Haryono, S. and Sulistyo, B. A. (2020) Effects of Work Motivation and Leadership toward Work Satisfaction and Employee Performance: Evidence from Indonesia. The Journal of Asian Finance, Economics and Business, 7(6), pp. 387-397. [online]. Available at https://doi.org/10.13106/jafeb.2020.vol7.no6.387. [Accessed on 19th October 2021].
Singh, S. K. and Tiwari, V. (2011) Relationship between motivation and job satisfaction of the white collar employees: a case study. [case study] SMS Varanasi. [online]. Available at https://www.academia.edu/8781951/Relationship_between_Motivation_and_Job_Satisfaction_of_the_white_collar_employees_A_Case_Study_31_RELATIONSHIP_BETWEEN_MOTIVATION_AND_JOB_SATISFACTION_OF_THE_WHITE_COLLAR_EMPLOYEES_A_CASE_STUDY. [Accessed on 17th October 2021].
Varma, C. (2017) Importance of employee motivation & job satisfaction for organizational performance. International Journal of Social Science & Interdisciplinary Research, 6(2), p. 11, [online]. Available at https://www.researchgate.net/publication/329698335_IMPORTANCE_OF_EMPLOYEE_MOTIVATION_JOB_SATISFACTION_FOR_ORGANIZATIONAL_PERFORMANCE. [Accessed on 19th October 2021].
Agree with your article Janakan. 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).
ReplyDeleteThank you for your comment. According to Baah (2010), job satisfaction and motivation are critical in the workplace, particularly in the modern world, since workers have grown more aware of their rights in the workplace as a result of education. The Job Satisfaction Model considers both internal and external factors that influence the level of satisfaction among an organization's employees. The structure of the organization, the organizational culture, and the internal politics that exist within the company are all examples of this (Mullins, 2005).
DeleteHi Janaka, agree with you, adding to your points, to Keeping the employee in motivation is always rewarding to a business as motivated and committed employees are more productive (Denton, 1987). And employees are not motivated, their performance levels decreases which is affect to the organizations success (Rothberg, 2005). Also organization cannot succeed with successful motivated employees (Adi, 2000).
ReplyDeleteAgreed Dineth, Motivation is a set of courses involving a strong child that enhances performance and drives them toward achieving specific goals (Kalimullah et al, 2010). Employee motivation is one of the policies used by managers to improve effective work management among their personnel. A motivated employee is aware of the specific goals and objectives that must be met, and thus devotes employees’ efforts in that direction (Shadare et al, 2009).
DeleteHi Janakan, I do agree with your discussion. To further elaborate on the topic, Osabiya (2015) defines motivation as a psychological driving factor that enables a behavioural change within personnel, resulting in Individuals performing at their optimum capacity to bring out the best version of themselves in the interest of satisfying their needs. Motivation offers endurance with the state of mind to go on and achieve any goals, regardless of any obstacles in the road, according to Amit (2017), who adds weight to Osabiya’s idea. “A thousand-mile journey begins with a single step.” According to the saying, an organisation’s success begins with the smallest of details at the lowest level.
ReplyDeleteAbsolutely Nirmika, A committed staff base is the foundation of any successful firm, and commitment is the result of motivation and job satisfaction. Job satisfaction is a fulfilling expression that results from thinking about one's work (Azash et al., 2011). Motivation also has a favourable impact on individual and group performance, which has an impact on organizational performance (Risambessy et al., 2012).
DeleteHi Janakan, 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.
ReplyDeleteI agree with what you've said. Motivation is a collection of factors that influence an employee's behaviour to achieve the desired outcome. Motivation is essential for motivating individuals to perform well over time and for a business to grow. A manager's responsibility in motivating staff is inherently difficult. Employees who are motivated will be content with their jobs, and if they are satisfied with their jobs, they will work hard to reach organizational goals, which will result in profit for the company (Zafar et al., 2014).
DeleteHi Janakan, adding to your post according to the Armstrong & Taylor (2020) Motive is a reason for doing something and Motivation is concerned with the factors that influence people to behave in certain ways. The three components of motivation as listed by Arnold et al (1991) are direction , effort ,persistence .
ReplyDeleteI agree with the points made. A satisfied, happy, and motivated employee is a productive employee who adds to the organization's efficiency and effectiveness, resulting in profit maximization (Matthew et al., 2009).
DeleteWell said Janakan. Motivation can facilitate a worker reaching their personal goals, and can facilitate the self development of an individual. Once that worker meets some initial goals, they realise the clear link between effort and results, which will further motivate them to continue at a high level (Heryati. R, 2020).
ReplyDeleteYes, motivation is the most essential aspect that influences employees' willingness to share their knowledge (Hau et al., 2013). Knowledge sharing in organizations will almost not happen if there is no motivation (Stenmark, 2000).
DeleteHi Janakan, Agree with the content. Motivation will drive a person’s behavior in such a particular way that will achieve organizational goals as well as individual employee’s benefits (Ramlall, 2004). As you’ve mentioned few early theories of motivation, Haque et al., (2014) states that early theories are important because they represent the foundation from which contemporary motivation theories were developed and the practitioners still use them.
ReplyDeleteI agree with you Gihan. Every organization is concerned with what should be done to achieve high levels of performance through its workforce, paying special attention to how employees can be best motivated through incentives, rewards, leadership, and the organizational context in which they perform their work (Armstrong, 2006).
DeleteHi Janakan, Agreed with your points and detailed introduction,Motivation is a process which will help employees to perform towards the organizational goals.Motivation is the force that energises, directs and sustain behaviour.High performance is achieved by well motivated people who are prepared to exercise flexible effort,with minimum supervision do more than is expected of them (Armstrong,2014).
ReplyDeleteThank you for the comment. The motivational system is designed to fulfill the demands of all employees. Employees will tend to create an independent association between their involuntary desire to conduct the professional activity and their mood after their satisfaction is met. As a result, the organization will benefit greatly from the efforts of its personnel (Achim et al., 2013).
DeleteHi, Well explained Janakan, further would like to add as per (Nohria, Groysberg, and Lee 2008) identify the drives as Acquire, bond, comprehend and defend that fulfil the employee motivation via primary lever as reward system, culture, job design and performance-Management and Resource-Allocation Processes to identify the actions that should be in placed with the employee motivation. Not only that but also continues action plan of the employee motivation will help to maintain the employee retention within the organization as well (Ramlall, 2004).
ReplyDeleteThank you for your comment. Employees who are skilled and loyal are the foundation of any successful firm, therefore keeping them is critical. Motivation is an important characteristic that encourages individuals to do their best work and contributes to the achievement of major corporate goals. Thus, motivation will aid organizations in retaining their staff (Jain et al., 2019).
DeleteHi Janakan, Well explained, The link between employee motivation and
ReplyDeleteperformance seems to be obvious. That’s because every time when employee deem a task to be
important and valuable to Organization, Organization need to act with a high level of dedication and enthusiasm to its completion, (Vinay, C. G., 2014).
Agreed. Motivation is defined as an internal desire to achieve a goal or take a specific course of action. Employees who are highly driven concentrate their efforts on reaching specified objectives. As a result, it is the manager's responsibility to motivate staff and encourage them to do the best work. Employees who are motivated are less likely to call in sick, are more productive, and are less likely to express negative attitudes to customers and co-workers. They also tend to stay in positions for longer periods, lowering turnover and the cost of hiring and training new personnel (Skripak, 2016).
DeleteHi Janakan,Well explained the topic employee motivation.By the way Motivation is a crucial stimulus that guides human behaviour.Individuals differ with their attitudes & behavior therefore in the midst of this diversity orbanizations are expected to frame practices that will satisfy the group and not just an individual.The organization must be able to identify and assess the internal motivation that an employee derives from job satisfaction and further reinforce it with external motivation,if necessary for which the organisation could take note of the theories of motivation.(Varma,Chandrakant 2017)
ReplyDeleteThank you for the comment. Ability, motivation, and opportunity all have a role in the quality of an employee's work performance. This means that HR managers intervene to improve employee ability, motivation, and opportunity so that the organization's work performance is maximized. Employee motivation refers to the external and internal elements that influence their ability to complete a task or job well (Plessis et al., 2016).
DeleteI thought of added more points to the above blog as follows;
ReplyDeleteMotivation and retention are two very important strategies of Human resource management in making organizations a better place to work and help in achieving organizational efficiency, so constant efforts are required to take special care in improving them, motivation and retention are two very important strategies of Human resource management, some of the measures that can be adopted are as follows (Kalimullah,M. S.2010).
To identify and retain the key employees of the organization.
Timely and constant training and development programs.
A sound communication system.
An adequate and fair remuneration system.
Flexible working hours.
More responsibility and autonomy to the employees.
Job Enrichment and Job Enlargement.
Proper grievance handling and building employer-employee relations.
Adding more to your points, the degree of human potential motivation determines the quality of organizational engagement in the first place. Motivation increases the level of performance that we can reach with particular abilities (Trskova, 2016).
Delete