IMPACT OF EMPLOYEE MOTIVATION ON ORGANISATION PRODUCTIVITY
Motivation
Motivation is a force within or
outside of the body that energizes, directs and sustains human behavior. Within
the body, examples might be needs, personal values and goals, while an
incentive might be seen as a force outside of the body (openstax , 2019).
Therefore, motivation arises as a consequence of a person's sire to fulfill
unmet needs or resolve conflicting thoughts the produce angst (Armstrong and
Taylor, 2014). According to Singh (2017) motivation is the force that
initiates, guides and maintains goal-oriented behaviors. Physiological,
behavioral, cognitive, and social are different approaches of motivation.
Devadas (2011) worked on employee motivational practices and found that how job characteristics, employee characteristic, management practices and broader environmental factors weight employees’ motivation and the motivation concepts are central to employees. Motivation is seen as ‘the heart of organizational behavior’ (Gagne, 2014, p.414), because employees’ motivation has a substantial impact on their performance and productivity (Cerasoli et al., 2014). Motivation guides the direction, effort, and persistence of performance behaviors and can be classified into intrinsic and extrinsic motivation (Deci, Olafsen and Ryan, 2017).
Employee Motivation
As per
the article written by Dobre (2013), organizations will have to motivate
employees, as it can have huge amount of impact on the sustainability of the
organization. The article adds to the concept that a motivated employee helps
the organization to utilize all its internal resources to its fullest.
Furthermore, Frederiksen, Knudsen and Magnusson (2014) argue that unmotivated
employees will focus very little on the quality of the work and will be very
less concerned about the well-being of the company. Therefore, every
organization will have to perform several duties in order to maintain the
motivational level of the employees. As per the article by Chaudhary and Sharma
(2012), several factors can have huge amount of impact on the motivational
level of the employees. In fact, it actually varies from one individual to
another. Therefore, different motivational factors can create different level
of impact on employees. Lăzăroiu (2015) highlighted that organizations will
have to be extremely careful before implementing any strategies regarding the
enhancement of the motivational level of the employees. This blog post emphasis
on the importance of motivation in the workplace, to improve the employee
performance and productivity. And it presents the theories and techniques of
the employee motivation in a workplace.
Best motivational practice ensures organization to sustain in a long-term (Cicolini, 2014). Companies use a lot of innovating tactics to keep their productivity at a maximum level. According to Bratton (1999), rewards refer to all forms of financial returns, tangible services and benefits an employee receives as part of an employment relationship. Bandura (1999) recognized that human behavior cannot be fully understood without considering the regulatory influences of rewards. Some of them imply material rewards, others imply psychological motivators (Weightman, 2008). In Banking organization where I’m employed at, they have various health benefits, discounts, child care benefits, insurance benefits and many other benefits. Such benefits are offered to the employees to encourage them to stay in the organization and to work hard with increased level of motivation (James and Mathew, 2012).
Figure 1: Starbucks Coffee.
Starbucks
can be tagged as one of the biggest success stories in American history. It
started with smooth beginnings and managed to pin their image in the minds of
people on the top of the priority. ‘Inspire and nurture the human spirit – one
person, one cup, and one neighborhood at a time.’ (Lawrence, 2019). As the
vision and mission have enabled it to prevail in a quick pace world, Starbuck's
faithful clients have stuck by their most loved brand through everything. It
has also bagged numerous awards at a global level such as ‘One of the world’s
most admired companies by Fortune from the year 2009 to 2017’ (Fortune, 2019).
As an example, Rossi Norman Dias - HRM Case Study of Starbucks cooperation shows that motivation is a vital factor for business in the production process. Employees are not machines, and cannot always do the same task with equal passion. The chief executive officer of Starbucks corporation, Howard Schultz, considers that the reason for success in Starbucks is not coffee but employees. He firmly believes that the spirit of Starbucks is employees and feels honored about the value of Starbucks employees. Starbucks offers an interactive structure that makes personnel throw themselves into their job.
Figure 2: Starbucks Chairman, Howard Schultz.
The
equity theory of motivation supports this practice since people are
strongly motivated when they perceive fair treatment in the amount of rewards
an employer allocates, and it also resulted in lower rate of turnovers
(Dessler, 2013). Furthermore, (Noe et al, 2010) argued that, to
increase competitiveness, companies must invest not only in new
technology and promoting quality throughout the organization but also invest in
state-of-the-art staffing, training, and compensation practices.
In Video 01 illustrates the meaning
of motivation, the author’s definition of motivation, and the nature of
motivation. Then review the best methods that, the importance of motivation in
an organization and the ways to motivate
employees in an organization.
Video 01: Motivation, Meaning
Definition, Nature, Scope, Importance and ways to motivate employee.
Source: (ManagementAdda,
2018)
Reference
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I agreed with the point discussed on the relationship between the motivation and performances. Employee motivation is very important for organizations as every concern requires physical, financial and human resources to accomplish the organizational/business goals. It is an important factor for the maximum utilization of human resources by developing the willingness in employees to work. While securing best possible utilization of resources, the motivation positively impact on increase in productivity, reducing cost of operations, and improving overall efficiency. (Shahzadi et al. 2014)
ReplyDeleteA valid point Pernalla, Thank you. Organizations today have realized the importance of motivated and satisfied employees as important contributors towards long term objectives. It has made organizations to cater to the expectations and needs of the employees and could expect the similar response. Motivation also positively influences performance at individual and group level ultimately affecting the organizational performance. (Risambessy et al., 2012).
DeleteI agree with the points. A satisfied, delighted and motivated employee is a productive employee in an organization who contributes to the efficiency and effectiveness of the organization which leads to maximization of profits (Matthew et al., 2009).
ReplyDeleteYes Nivethini ,To maintain organization performance motivation is key and also a powerful tool. Motivation is a driver for employee performance. Motivation come from internally (Through employee itself or from inside the organization) Bartol and Martin (1998).
DeleteI agree Eranga, motivation is the key factor of the most successful organizations. As employees are the main resources for organizations’ business activities, the issues of employees’ motivation will critically decide organizations’ success (Yusoff, et.al, 2013). However, in understanding that human needs and preferences will not be the same among each other’s, one set of motivation package designed for an individual or group may not turn up a same effect on others. With statement supported by Burke (2007), what makes individual do something is not necessarily the same for another individual. Moreover, Saraswathi (2011) also commented individuals are showing a discrepancy on their basic motivation drive. As a result, refer to Bourgault et al.
ReplyDeleteyes gagana. I would like to add more to this. Some statements about employee assets have been published in the websites of firms we examined, all of which are
Deleteusing the term Employee assets concept. For an example, an interest-free bank states that their human assets policy is based on creating a healthy workplace environment, developing team work, enabling personnel to develop with training programs, applying a system of fair wage and employing qualified and productive personnel in every position (Albaraka, 2016). So employees become main asset when the managers motivate the employees by using motivational theories and it will lead to get company achievements.
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Agree with you. A motivated and qualified workforce is essential for any company that wants to increase productivity and customer satisfaction. In this context, motivation means the willingness of an individual to do efforts and take action towards organizational goals. The challenge for any manager is to find the means to create and sustain employee motivation (Dobre, 2013).
ReplyDeleteYes Chamara i agree with you. Self motivation for achievement or achievement motivation of employees is generally assumed to have important impact on their performance and satisfaction. It is deep rooted in human nature. Self motivation for achievement has to do with how inspired people are to pursue and accomplish their goals. Abdel-Halim (1980) analyzed the moderating effect of employees higher order need on job performance and job satisfaction relationship.
DeleteExactly Uddika motivation will have direct impact on organizational productivity. Organization should reward the effort and commitment of employees through financial and non-financial methods in result they motivate to improve the performance (Ahmad, Mukaddes, Rashed, & Samad, 2010).
ReplyDeleteAgreed, indeed. The motivation of employees in the organization still remains one of the sensitive subjects that determine the stage of input that employees will place in the organization to commit to good performance. This means that motivation also intrinsic or extrinsic contribute to employee satisfaction and therefore improves performance and productivity (Bhattacharyya, 2007).
DeleteAgreed with you Uddika, Organizational success is dependent upon members being motivated to use their full talents and abilities and directed to perform well in the right areas. The most important reason for productivity loss was poor working morale. This includes absence of positive team spirit, low motivation, and poor sense of belonging, people feeling undervalued and poorly rewarded (Osabiya & Joseph, 2015).
ReplyDeleteYes Sachinth,further,Singh (2017) says, modern workforce is belonging to different generations and age categories which has huge differences in knowledge, dreams, strengths and weaknesses, therefore, making the selection of right motivational factors for the organization a challenging job for HRM.
DeleteAgreed with you. when comes to employees' motivation to participate in job-related training and career development programs creates a subcategory of work motivation. The organization also has indirectly get the benefit of providing training to employees. (Kanfer, Chen, and Pritchard, 2012).
ReplyDeleteExactly Harsha, Tahir et al., (2014) suggested that, employee training and development is a systemic process of capacity building of human capital in any organization to improve staff performance in order to achieve organizational objectives. Organization use training and development as a tool of employee stimulation to improve work engagement expecting enhanced results (Sendawula, 2018).
DeleteAgree with you. Reward system is an important tool that management can use to channel employee motivation in desired ways. In other words, reward systems seek to attract people to joint the organization to keep them coming to work, and motivate them to perform to high levels(Pratheepkanth,P. 2011).
ReplyDeleteYes Wasantha, to find the right reward for each performance level, the performance management system, compensation & benefits and personnel development should go hand in hand and all together support the overall business strategy. Performance management should comprise at least the following components: goal setting, performance evaluation, performance appreciation and development measures (Kuba, 2011)
DeleteTrue. Brooks (2007) says, it is essential for the employee to have a clear understanding on the expectations of the job to be executed, what are the job delivery targets, the level of skills required for the job, whether the management is willing to provide the necessary trainings to fill any skill gaps, what are the plans of the company to let the employee learn and grow, the entrustment of granting the job responsibilities by the management to an individual, will significantly affect the motivation of an individual to perform his/her duties.
ReplyDeleteAgree and adding more to the content ,The Empowering provides significant pride in the work force. Employees execute new ideas to improve productivity and feel they are also responsible for any decision (Yazdani, Yaghoubi and Giri, 2011). Trust is defined as the understanding each other’s. If and organization wants to achieve goals, trust and relationship plays a major role. Trusting employees increase productivity and never leave the company because employees are motivated (Hassan, Dollard and Winefield, 2010). Training is necessary tactic for motivating employees. An organization has to carryout training related to new process, technologies (Tella, Ayeni and Popoola, 2007).
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