Employee motivation could be defined as the level of energy,
commitment and the enthusiasm to engage with the business operations and
delivery of the expected outcomes from their job functions (Nohria, et
al., 2008).
Employee motivation always improved the level of creativity of an employee
which could essentially drives the innovative ways of working and building
strong core competencies within the business organization. In any environmental
circumstance, including economic growth, recession or stress situation, the
management of a business organization required to ensure that employees are motivated,
and they are happy and satisfied with the engagement of the business
operations. (Manzoor, 2011) This essentially
drives the higher level of productivity for the business organization. There
are multiple theories including stress management, incentives, rewarding,
employee engagement and empowerment which could essentially create more structured
and comprehensive approach in managing the employee motivation of a business
organization.
From the small business perspectives, it is understood that
employee motivation could be identified as a problematic area as the single
owner or family businesses are essentially focused over the holding the control
within themselves whilst delegation of responsibilities would be limited to the
employees (Sandhya & Kumar, 2011). On the other hand,
the larger business organizations including corporates and companies, they are
following more structured approach in delegation and delivering the employee responsibilities
with empowerment and they could experience a better approach to support better
employee motivation level. (Rynes, et al., 2004) The employees are
essentially focused over the higher transparency, empowerment whilst reducing
the overall displeasure on conflicts, discrimination and recognition. In that
context, it is clear the employee motivation and related activities are not a
very simple area of study which requires a higher level of attention and
engagement of management to drive an effective employee motivation.
With respect to the employee motivation, the generation-based
challenges also considered as a key area of concern in the modern business
world. As the world is moving from Baby boomers to Gen X to Y with Millennials
entry to effective workforce, the traditional workforce management and employee
motivation related areas are not effective in future. (Kovach, 1995) The employees are
willing see the results of their contribution directly whilst the feedbacks
also required to be swift and transparent. Hence, the open working spaces,
smooth working environments are critical to drive strong employee motivation in
the modern context which could essentially supported through both tangible and
emotional rewards towards employees.
The employee motivation is not only retaining
the people with a business for a longer period, but also the improvement of
their work engagement and outcomes in more creative manner. (Lindner,
1998)
This required to have very strong learning and development strategy connected
with the human capital strategy of the company. Furthermore, thriving a
creating work environment could change the level of motivation of the employees
in a significant manner whilst delivering the business outcomes in more effective
and efficient manner(Dobre, 2013) Accordingly, the
employee motivation could be defined as an important aspect for any
organization irrespective of the size, industry sector and complexity of the
operations whilst the development of the sustainable competitive advantage
through the core competencies driven by employee skills and intrinsic knowledge
could be a major outcome to the business in long run.
References
Dobre, O. I., 2013. Employee motivation and
organizational performance. Review of applied socio-economic research, ,
5(1), pp. 53-60.
Kovach, K. A., 1995.
Employee motivation: Addressing a crucial factor in your organization's performance.
Employment Relations Today, , 22(2), pp. 93-107.
Lindner, J. R., 1998.
Understanding Employee Motivation.. The Journal of Extension, , 36(3),
p. .
Manzoor, Q.-A., 2011.
Impact of Employees Motivation on Organizational Effectiveness. European
Journal of Business and Management, , 3(3), pp. 36-44.
Nohria, N.,
Groysberg, B. & Lee, L.-E., 2008. Employee motivation: a powerful new
model.. Harvard Business Review, , 86(), p. 78.
Rynes, S. L.,
Gerhart, B. & Minette, K. A., 2004. THE IMPORTANCE OF PAY IN EMPLOYEE
MOTIVATION: DISCREPANCIES BETWEEN WHAT PEOPLE SAY AND WHAT THEY DO. Human
Resource Management, , 43(4), pp. 381-394.
Sandhya, K. &
Kumar, D. P., 2011. Employee retention by motivation. Indian journal of
science and technology, , 4(12), pp. 1778-1782.
In the current business climate, it is important for organizations to stop losing performing employees because of declining job satisfaction and a lack of motivation to stay with the company for a long time. This is true as it relates to high job losses due to layoffs and retrenchment to create a lean organization. Employees who are motivated and content will pursue company goals with commitment (Risambessy et al 2012). if you can possibly add some benefits of employee motivation to your blog it may give high value to your blog.
ReplyDeleteAgreed with the content. In addition, According to Chaudhary and Sharma (2012), Basically, the word motive is the source of motivation. The word "motive" refers to human needs, wants, and desires. Employee motivation is the process through which an organization encourages employees to work toward organizational goals through rewards, bonuses, and other ways.
ReplyDeleteHi Thilini, agreed with the content and add furthermore, Motivation as a meaningful construct is a desire to satisfy a certain want and is a central pillar at the workplace. Thus, motivating employees adequately is a challenge as it has what it takes to define employee satisfaction in the workplace (Forson, 2021).
ReplyDeleteHi Thilini,
ReplyDeleteOne way of improving work setting satisfaction is through increased job security. It was found in a survey study that job security is a definite component in employee motivation and satisfaction. When an employee does not have to be concerned with having a job in the future, they are better able to enjoy their work. It appears that increased security increases self esteem and in turn motivation (Holland and Barbara, 1989).
Agreed with the content Wasana. Further, employees who are psychologically present are focused on their performances, attached to their roles, aware of everything around them, and unified with their tasks and additionally, regular coaching and setting defined growth goals provide staff members a greater chance to comprehend how to advance their careers (Mone & London,2010). Further the biological, intellectual, social, and emotional factors can have an impact on an employee's motivation (Heathfield, 2017).
ReplyDeleteStorey (2001: 7) says, Employee Motivation is a theory that explains the factors that affect goal-directed behavior and therefore influences the approaches used in HRM to enhance engagement (the situation in which people are committed
ReplyDeleteto their work and the organization and are motivated to achieve high levels of performance) .
Well explained blog Thilini, I would like to highlight the fact that, as Pinder (1998) cited in Devadass (2011), describes work motivation as the set of internal and external forces that initiate work related behaviour, and determine its form, direction, intensity, and duration. Work motivation is a middle range concept that deals only with events and phenomena related to people in a work context. The definition recognizes the influence of both environmental forces (e.g., organizational reward systems, the nature of the work being performed) and forces inherent in the person (e.g., individual needs and motives) on work-related behaviour. An essential feature of the definition is that it views work motivation as an invisible, internal, hypothetical construct (Devadass, 2011).
ReplyDeleteGood content. Further, offering prizes or setting external goals or deadlines won't have much of an influence unless a person is also highly extrinsically motivated because highly intrinsically motivated people appear to enjoy challenging cognitive tasks and could self-regulate their behavior (Story et al. 2009). Additionally, there is a strong correlation between employee motivation and individual or organizational performance (Poudel & Pradhan 2019). They are a valuable resource, so management should use particular incentive strategies to boost output (Dugguh, 2014). It is difficult to maintain continuous improvement throughout the entire organization in the fiercely competitive industry, regardless of size or skill (Manzoor, 2011).
ReplyDelete