It is
important to create a positive work environment in which employees are more
productive in terms of profit maximization for the organization;
otherwise, without the productivity of the employees, companies may find
difficulties in achieving success.
According
to Armstrong and Taylor (2014), Motivation has been used to describe as the
strength and direction of behavior and the factors that influence people to act
in particular ways, whereas the attitude that employees have toward the work
can be characterized as employee motivation (Manzoor, 2011).
Moreover,
employee motivation is the level of dedication, energy and creativity that a company employee exhibited during the workday. Manzoor (2011) arises that employees
of an organization plays a crucial role and they need to be influenced and
convinced towards task fulfilment. Employees should drive themselves to make a
conscious effort in order to accomplish both personal goals and organizational
objectives (Mat et al, 2016). Furthermore,
Gabcanova (2012) claims that people become persistently engaged in and
dedicated to tasks because of the desire and energy.
Motivated
employees are more enthusiastic, focused and proud of the job, whilst
accomplish tasks rapidly, take initiatives and desire to perform a better job
for the organization (Manzoor, 2011). Thus, companies encourage their workforce
because motivated workers are thought to be a crucial component in competition (Chukwuma
and Okafor, 2014)
However,
Rybnicek et al (2017) argues that, work
environments in general have undergone a significant transformation due to
factors such as rising diversity, changing job requirements, new information
technologies, creative organizational structures, altered power relations and
hierarchies, and rising globalization.
Reference List
Armstrong,
M. and Taylor, S., 2014. Armstrong's handbook of human resource
management practice. 13th ed. London: Kogan Page.
Chukwuma,
E. and Okafor, O., 2014. Effect of Motivation on Employee Productivity: A Study
of Manufacturing Companies in Nnewi. International Journal of
Managerial Studies and Research, [online] Vol.2, No.7, pp.137-147.
Available at: <https://www.arcjournals.org/pdfs/ijmsr/v2-i7/14.pdf>
[Accessed 30 July 2022].
Gabcanova,
I., 2012. Human Resources Key Performance Indicators. Journal of
Competitiveness, [online] Vol.4(1), pp.117-128. Available at:
<https://www.academia.edu/5059350/Human_Resources_Key_Performance_Indicators>
[Accessed 2 August 2022].
Manzoor,
Q., 2011. Impact of Employees Motivation on Organizational Effectiveness. European
Journal of Business and Management, [online] Vol.3, No.3, pp.36-44.
Available at: <https://www.iiste.org/Journals/index.php/EJBM/article/view/265/150>
[Accessed 30 July 2022].
Mat,
S., Case, K., Mohomaddan, S. and Goh, Y., 2016. Motivation and learning in
manufacturing industries. Advances in Manufacturing Technology XXX,
[online] Vol.3, pp.225 - 230. Available at:
<https://ebooks.iospress.nl/publication/44350> [Accessed 30 July 2022].
Rybnicek,
R., Bergner, S. and Gutschelhofer, A., 2017. How individual needs influence
motivation effects: a neuroscientific study on McClelland’s need theory. Review
of Managerial Science, [online] Vol.13, No.2, pp.443-482. Available at:
<https://link.springer.com/content/pdf/10.1007/s11846-017-0252-1.pdf>
[Accessed 31 July 2022].
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ReplyDeleteThere are two classifications of motivation theories : Content and Process / contemporary theories (Saif et al , 2012). Separate article on application of employee motivation in contemporary organization discussed for further review.
DeleteAwarding bonuses and salary increment to staffs would be the best example of motivations where employees highly motivated to stay on the job. Sri Lanka is highly based on textiles industries, and the employee motivation for staffs is must for avoid turnovers. Online library for merchandisers posted a research saying garment workers or sewing machine operators, are crucial to achieving prompt results and a company’s good reputation and for this purpose, increasing their motivation is of the utmost importance. Such as, (How to Increase Employee Motivation in a Textile Manufacturing Company, n.d)
ReplyDeleteProvide regular training
Prioritize health and safety
Communicate openly and listen to them
Recognize good work and offer rewards
HR policies that promote a healthy culture
Agree on the facts given. Manzoor (2011) explains that, it is vigilant to keep staff engaged otherwise employees will leave company due to lack of growth & progression. Furthermore, opportunity for growth and development plays a vital role in retaining good employees for the organization (Gabcanova , 2011).
DeleteGreenberg(2003) suggest that motivation is a procedure that takes place inside the person, which impacts the degree, direction and time of the effort concerned in reaching a goal.
ReplyDeleteAgree. According to Armstrong and Taylor (2014), Motivation has been used to describe as the strength and direction of behavior and the factors that influence people to act in particular ways.
DeleteComprehensive & transparent performance appraisal practices can utilize as a tool of motivation within employees & serves as an inspirational tool as well. (Balu L, Cheeran CS, Joshi MM, 2017)
ReplyDeleteEmployees should drive themselves to make a conscious effort in order to accomplish both personal goals and organizational objectives (Mat et al, 2016). However, not every employees are fully engaged, thus extrinsic motivation is needed to keep up employees (Mat et al, 2016).
DeleteEmployee performance basically rely on many factors like performance appraisals, employee motivation, employee satisfaction, compensation, training and development, job security, organizational structure and others, Employee motivation is one of the policies of managers to increase effectual job management amongst employees in organizations (Shadare et al, 2009). A motivational employee is responsive of the definite goals and objectives he or she must reach, therefore he/she manage its effort in that direction
ReplyDeleteAgree on the information pointed out. Employees of every organization plays a crucial role and they need to be influenced and convinced towards task fulfilment (Manzoor, 2011).
DeleteFinancial rewards, career development, recognition, and work-life balance, quality lifestyle can be identified as a SMART motivational factors nowadays. (Benjamin Balbuena Aguenza, Ahmad Puad Mat Som,2012 -Journal - Motivational Factors of Employee Retention and Engagement in Organizations)
ReplyDeleteIt is vigilant to understand that the employees should be both extrinsically and intrinsically motivated, unless otherwise company will face consequences in their performance levels (Manzoor, 2011).
DeleteRegardless of the size and industry, businesses aim to have a positive relationship with their employees. They have a variety of conflicting needs that are motivated by multiple motivators. For instance, whereas some employees are driven by compensation, others prioritize security or success. Therefore, in order to maximize organizational performance, a company's managers must be aware of the true drivers of employee motivation (Michael et al, 2016).
ReplyDeleteThe favorable influence of intrinsic motivation on creativity and invention was emphasized (Fisher, 2019) , but extrinsic motivation was frequently seen as contentious and has received less attention in this context (Shkoler and Kimura, 2020) .
DeleteMotivation is a progression of moving and supporting goal-directed behavior (Chowdhury.M.S, 2007). It is an internal strength of an organization that drives individuals to pull off personal and organizational targets (Reena et al, 2009).
ReplyDeleteEmployee motivation is one of the policies of managers to increase effectual job management amongst employees in organizations (Shadare et al, 2009). A motivated employee is responsive of the definite goals and objectives must achieve; therefore employees direct their efforts towards achieving of set goals Rutherford (1990).
Thank you for the comment Mithun. According to Manzoor (2011), motivated employees have the capability and capacity to get the work done with job satisfaction. Hence, companies are willing to hire intrinsic employees in order to stay ahead of the competition. (Chukwuma and Okafor, 2014),
DeleteEmployee motivation and performance are key factors in moving a small business forward. Owners, managers and supervisors know positive motivation leads to better performance and higher productivity but may rely on the wrong tools (Jain & Gupta, 2019). Using cash rewards to improve motivation might seem easy, but doing it fairly can be difficult. Threatening employees based on non-performance can cause morale problems and increase worker turnover. Not recognizing employees can make them feel that no matter what they do, the company doesn't care. Work with your managers to cultivate a relationship between motivation and performance to improve your staff productivity (Hanaysha & Majid, 2018).
ReplyDelete