An organizational culture climate has a direct impact on
employee motivation (Harvard Business review, 2021). The employee
motivation levels are essentially supported through the climate of the
organizational culture as they could create a significant impact towards the
level of job satisfaction and engagement. In the modern business world, the HR
professionals and senior business leadership are highly focused over building positive
culture which could support more stress-free environment for the employees. (Kane‐Urrabazo,
2006)
Most of the business organizations specially on technology and product
development driven organizations are practicing highly flexible work
environments with the aim of cultivating positive motivational factors among
the employees whilst mitigating the demotivational factors from them. They believe
that positive work environment could support to drive more creativity and
innovation which could ultimately drive towards the sustainable competitive
advantage for a business. (Scott, et al., 2003)
The hallmark of a strong and stable business organizational culture
is a motivated and engaged workforce. the workforce of the company could
consider as the life blood of the company which could drive the entire
operations in more smooth manner (Bellot, 2011). However, it is
understood that there are no specific standards in setting ideal organizational
culture which could drive the employee motivation where the business
organization needs to identify and setup unique culture and values to drive the
optimum level of employee motivation. (Sun, 2009)
With respect to the organizational culture, the leadership
of the business is playing a crucial role. The leadership of the business could
drive the employee motivation as the anchor of the business where the leader’s
decisions and engagement could create more trust and confidence over the
employees. (Tierney, 2016) This could support
to drive higher level of commitment and motivation to deliver the best outcomes
from the employees. The leadership needs to establish the perspective which
explains the value of employees to the business and purpose of having them with
the business. This could support to develop higher level of loyalty towards
business whilst creating self-satisfaction with the involvement of the business
operations. (Gagné & Deci, 2005)
The culture could be identified as an intangible element
whilst it could create a stronger impact with the business outcomes. Developing
a more positive culture among the people could deliver innovation, wastage
management and higher profits. The modern employees are expecting to identify
their value and purpose of engagement as mentioned in the above and it is
required to be managed and communicated by the leadership team in more
effective manner. (Raaij & Wandwossen, 1978) Furthermore, the
workplace atmosphere, autonomy and equality could be identified as elements
which do have a higher value than the compensation. Hence, the leadership team
of a business needs to understand the value of building an organizational
culture which could drive positive energy among all the employees to drive
higher level of employee motivation. Activities such as employee engagement
through teamwork, employee recognition such as best employees of the year,
service awards and performance-based benefits could be considered as the key
activities which could use to bring positive energy within the employees of a
business organization. Furthermore, building relationships with employees
beyond the work engagements could support to drive higher level of employee
motivation levels. (Harvard Business review, 2021)
References
Bellot, J., 2011. Defining and Assessing
Organizational Culture. Nursing Forum, , 46(1), pp. 29-37.
Gagné, M. & Deci,
E. L., 2005. Self‐determination theory and work motivation. Journal of
Organizational Behavior, , 26(4), pp. 331-362.
Harvard Business
review, 2021. How Company Culture Shapes Employee Motivation. [Online]
Available at: https://hbr.org/2015/11/how-company-culture-shapes-employee-motivation
[Accessed 2022].
Kane‐Urrabazo, C.,
2006. Management's role in shaping organizational culture. Journal of
Nursing Management, , 14(3), pp. 188-194.
Raaij, W. F. v. &
Wandwossen, K., 1978. Motivation-Need Theories and Consumer Behavior. ACR
North American Advances, , (), p. .
Scott, T., Mannion,
R., Davies, H. & Marshall, M., 2003. The Quantitative Measurement of
Organizational Culture in Health Care: A Review of the Available Instruments.
Health Services Research, , 38(3), pp. 923-945.
Sun, S., 2009.
Organizational Culture and Its Themes. International Journal of
Biometrics, , 3(12), p. 137.
Tharp, B. M., . Defining
"Culture" and "Organizational Culture": From Anthropology
to the Office. ed. (): HAWORTH.
Tierney, W. G., 2016.
Organizational Culture in Higher Education. The Journal of Higher
Education, , 59(1), pp. 2-21.
Good content. Also, The relationship between organizational culture and work motivation can be confirmed through empirical studies that have been carried out by research conducted by (Maithel, Chaubey, and Deepak 2012) and (Panagiotis, Sahinidisalexandros and George 2014) state that organizational culture has a positive and significant effect on work motivation.
ReplyDeleteThank you for your valuable point Manomi. 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)
DeleteGood Article, Motivation has a positive effect on performance. The results give meaning that the role of motivation becomes a supporting factor in an organization both government and private especially in improving performance. Empirical findings indicate that the direct influence of motivation on performance has an influence. This is based on the relationship between performance and motivation. The findings of this study are in line with several previous studies which have proven in advance that motivation has a significant effect on employee performance both directly (Elvina and Chao, 2019)
ReplyDeleteGreat Article Thilini. Agreed with the content, Additional study demonstrates that an employee's conduct is unaffected when it comes to knowledge sharing among employees if they receive rewards from the company. However, employees that are driven by internal motivation are more inclined to share their expertise, attitudes, and intentions in order to improve the working environment (Lin, 2007).
ReplyDeleteWell noted your facts of effect of organization culture on employee motivation. there's a three way core relationship among corporate culture, employee motivation and job satisfaction. the outcome of these facts are inter related & connected.(W Roos, R Van Eeden , 2008)
ReplyDeleteFascinating content Thilini. I'd add some of my thoughts as well. Company culture plays an important role in employee motivation and it directly affects a persons mentality. Denison (1990) found empirical support for the participation/involvement view of culture – higher levels of employee participation were correlated with better organizational performance There is also strong anecdotal support indicating that the primary cause of failure of most major change efforts (such as TQM and re engineering) has been the failure to successfully change the organizational culture.
ReplyDeleteAs the company culture has effects towards motivation also it is key to have people aligned with the company to achieve its goals. Mark Zuckerberg states "Some people dream of success, while others wake up and work hard at it".
ReplyDelete