Employee Motivation is directly connecting with the
organizational behavior and performance as the human capital is one of core
asset for any business organization
1.
Higher level of productivity - Better
satisfaction improves level of engagement and commitment towards the operations
of the business. Improvement of the employee motivation always encourage the
people to work in more productive manner and to deliver better results in terms
of the operational efficiencies and revenue generations.
2.
Promote innovation within the organization -
Motivating the employees of the company with rewards and other benefits could
support to deliver innovation driven culture for a business
3.
Low level of absenteeism - employee absenteeism
is considered as a major concern which essentially create major troubles
including increase in factory idling hours, loss of customer satisfaction and
the loss of operating hours resulting loss of revenue
4.
Lower level of employee turnover - with the
improvement of employee satisfaction and motivation, the employee retention
level is expected to increase employee retention which could support to reduce
the overall recruitment and selection cost and employee replacement costs of
the business. Furthermore, the business could create a strong skill pool to
ensure that company is having best set of skills and knowledge in a competitive
environment
5.
Reputation of the Business - With the higher
level of employee motivation, a business always improves its brand reputation
as an employee friendly brand which could increase the demand for the best
people outside the business organization
References
Chi, C. G.-Q. & Gursoy, D., 2009. Employee
satisfaction, customer satisfaction, and financial performance: An empirical
examination. International Journal of Hospitality Management, , 28(2),
pp. 245-253.
Parvin, M. M. &
Kabir, M. M. N., 2011. FACTORS AFFECTING EMPLOYEE JOB SATISFACTION OF
PHARMACEUTICAL SECTOR. Business and Management Research, , 1(9), pp.
113-123.
Reio, T. G. &
Kidd, C. A., 2006. An Exploration of the Impact of Employee Job
Satisfaction, Affect, Job Performance, and Organizational Financial
Performance: A Review of the Literature.. [Online]
Available at: https://eric.ed.gov/?id=ed492690
[Accessed 12 11 2022].
Saari, L. M. &
Judge, T. A., 2004. Employee attitudes and job satisfaction. Human
Resource Management, , 43(4), pp. 395-407.
Tansel, A. &
Gazioglu, S., 2014. Management-Employee Relations, Firm Size And Job
Satisfaction. International Journal of Manpower, , 35(8), pp.
1260-1275.
Yee, R. W., Yeung, A.
C. & Cheng, T. E., 2008. The impact of employee satisfaction on quality
and profitability in high-contact service industries. Journal of
Operations Management, , 26(5), pp. 651-668.
Totally agreed Thilini. Further, Employee expenditures might be decreased for a company when workers are more motivated than previously (Carr & Tang, 2005). An improvement or decline in performance is mostly dependent on effective communication and positive relationships between managers and employees or between supervisors and subordinates (Llaci, 2010). Employee participation as a result of motivation, training, education, and engagement, has a substantial positive link with organizational success (Habtoor,2015). However, According to MacGregor, once a human being's needs are satisfied, a new one will inevitably materialize (2003).
ReplyDeleteNice addition Romeda. Also,indirectly, employer’s can support employees, in numerous ways like Manage employee turnover, Become employer of choice, Engage the new recruits, Optimize employee engagement, Coaching and mentoring. Feedback strategy is the amount of information employees receive about how well or how poorly they have performed. It acts as a channel between the employee and the employer. Employers can provide either positive feedback or negative feedback to employees (K. Sandhya & D. Pradeep Kumar, 2011)
DeleteGreat article Thilini, I would like to add another view of employee motivation. According to Jack Welch (2008) no company, small or large, can win over the long run without energized employees who believe in the mission and understand how to achieve it.
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DeleteThank you Chathuri. As Grant (2008), motivation imposes employee outcomes for performance and productivity. He also concentrate on the fact that motivated employees are more oriented towards work autonomy and are more self-driven in contrast to less motivated employees. Furthermore, motivated employees are highly engaged and involved in their work and jobs and are more willing to take responsibilities (Kuvaas & Dysvik, 2009).
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ReplyDeleteGreat start Thilini, According to Webster’s New Collegiate Dictionary, a motive is “something a need or desire that causes a person to act”. “Motivate, in turn, means “to provide with a motive,” and motivation is defined as “the act or process of motivating”. Consequently, motivation is the performance or procedure of presenting an intention that origin a person to capture some accomplishment (Shanks.N. H.).
ReplyDeleteThank you Zacky. As Grant (2008), motivation imposes employee outcomes for performance and productivity. He also concentrate on the fact that motivated employees are more oriented towards work autonomy and are more self-driven in contrast to less motivated employees. Furthermore, motivated employees are highly engaged and involved in their work and jobs and are more willing to take responsibilities (Kuvaas & Dysvik, 2009).
DeleteHi Thilini, agreed on all above points you brought in related to the advantages of motivation. Van Beek et al. (2012) discussed about the relation between Motivation and Well-Being. He investigated the relationships between self-determined motivation and well-being, reporting findings that were similar to those presented in the current study. In both cases, the associations between motivation and well-being (work engagement and burnout) showed similar patterns, including the positive association between introjected regulation and work engagement. Introjected regulated employees relate their self-worth to their performance at work. They want to avoid negative feelings such guilt and shame, or want to experience feelings such as pride (Assor et al., 2009). Thus, this finding adds further credence to the notion that engaged workers are not exclusively intrinsically motivated, but are also sensitive to external influences.
ReplyDeleteAppreciate Vidura. Internal communication signify a vital role in implementation of all these ideal motivational practices in the organization. As quoted in the ‘Sunday Times’, ‘ If people understand the bigger organizational picture they will be more willing to stay for the ride and more motivated to do the job you need them to do.’(Sunday Times, April 28, 2002)
DeletePerformance of an employee is directly related to the positive mindset of an employee towards work.this positive mindset can be built only through motivation which is having several forms.A motivated employee can give an increased participation level and increased level of putting effort for the company.
ReplyDeleteAgreed Udaya. Furthermore, Boje and Rosile (2004) elaborate motivation as a repressive and puritanical ideology, a way to manipulate performance (and satisfaction), where visions of self-actualization, (higher) need gratification and true happiness are fulfilled in acts of work. Boje and Rosile’s view may seem too pessimistic to ponder, but the increment of capitalism has been propelled by high intensity motivation programs which at times converted people into production fanatics.
DeleteGreat Contain , Further Motivation is considered a key driver of performance because it is linked to numerous benefits at work (Pinder 2008). Motivated employees are more engaged in their work (Rich 2006), their performance is of higher quality (Cerasoli et al. 2014) and they profit more from occupational training (Massenberg et al. 2015). Additionally, they are more strongly committed to their work, work longer hours, pick more challenging goals to achieve (Becker et al. 2015), and are more willing to share knowledge at the workplace (Lin2007). Due to its positive consequences, motivation plays a central role in the field of management, both in theory and management practice.
ReplyDeleteAgreed. A positive work atmosphere is fostered by staff members who look forward to going to work each day and who are aware of their responsibilities. A worker who approaches the job with vigor and excitement can also meet the requirements of a supported person who exhibits challenging behaviors or can occasionally experience disappointment due to unmet ambitions. An employee that is highly motivated will carry out their job responsibilities in a way that advances the organization's mission. People who use support services will receive the greatest assistance from enthusiastic employees. A highly motivated workforce may persuade many stakeholders to change and foster an environment that is generally good (Laliberte, Hewitt and Larson, 2013).
ReplyDeleteHi Thilini, Good content. also, employee motivation is generally known to be an inclination that exists in an individual either consciously or unconsciously, which requires them to act in order to achieve their goals. The energy of motivation can drive any job faster and easier. Motivation can be considered a vital stimulator that can influence human behavior. Every person has different behavior or attitude, thus, in the middle of this diversity, organization should form practices that will be able to satisfy not only individual but also the group of people (Varma, 2017)
ReplyDeleteWell explanation Thilini, Agreed with the shared points. Apart from that, given the significance of employee motivation, a study was conducted in the Afghan province of Nangarhar to determine whether workers' perceptions of compensation were accurate. According to the study case, randomly obtained from 350 employees of distinct private and public organizations through a five-Likert scale adapted questionnaire. To obtain consistent study results, the ordinary least square econometric assessment method was used. The results show that rewards have positive and statistically significant impacts on the motivation of employees. Further found the impact on employee motivation is positive on financial and non-financial benefits and strongly recommends both private and public organizations to motivate their employees through compensations (Muneeb and Ahmad, 2020).
ReplyDeleteGood one. Self-motivation is one of the developing things in current business context. Employee’s 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).
ReplyDeleteGood article Thilini. Further, Motivation is the direction intensity of one’s effort, or the psychological feature that causes an organism to action toward a desired goal. Organizations that use, directly or indirectly results to employee motivation as well as commitment to the organization (Meyer & Allen, 1991).
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