Benefits of Motivation in Contemporary Organizations

 

It is inevitable that organizations have to work on individuals as well as on teams in terms of achieving organizational goals and objectives (Armstrong and Taylor,2014). Each business needs material, monetary, and human resources to achieve its objectives. Chukwuma and Okafor (2014) express that it be accomplished by encouraging staff to work hard, which will eventually aid the business in ensuring the most effective use of its resources.

Faisal (2017), emphasize that, employees can be given incentives, promotions, and opportunities by the organization which will foster a positive relationship with the employee. Furthermore, it was found that motivation provides the employee satisfaction (Armstrong and Taylor,2014), which increase the productivity and enforce others to strive hard for their tasks allocated (Abbah ,2014). 

According to Rothberg (2005), employee efficiency is primarily determined by their abilities or qualifications. Chukwuma and Okafor (2014) derives that employee's competence to complete the job assigned and their willingness to perform the task must be balanced for an organization in order to achieve the best results. This balance can lead to increased productivity and efficiency (Rothberg, 2005).

Similarly, employees who are driven to work are more likely to give their all to the responsibilities that have been assigned to them (Mazoor,2011). As a result, the organization can increase its profit by increasing productivity even more, and employee motivation leads to the achievement of the organization's goals (Bawa, 2017).

Moreover, motivation assists employees in achieving his or her personal goals and aids in the development of an individual (Bawa, 2017). Once that employee achieves some initial goals, they will see a clear link between effort and results, which will encourage them to continue working hard (Abbah ,2014). 

              Video: The Importance of Motivation in the Workplace | 3 Key Benefits Explained (Two Teachers,2022)

Reference List

Abbah, M., 2014. Employee Motivation: The Key to Effective Organizational Management in Nigeria. IOSR Journal of Business and Management. [online] Vol.16, No.4, pp. 01-08. Available at: <https://iosrjournals.org/iosr-jbm/papers/Vol16-issue4/Version-1/A016410108.pdf> [Accessed 7 August 2022].

Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. 13th ed. London: Kogan Page.

Bawa, M.A., 2017. Employee motivation and productivity: a review of literature and implications for management practice. International Journal of Economics, Commerce and Management, [online] Vol.5, No.12, pp.662–673. Available at: <http://ijecm.co.uk/wp-content/uploads/2017/12/51239.pdf> [Accessed 10 Aug. 2022].

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].

Faisal. A, 2017. The Impact of Employee Motivation on Organizational Commitment European Journal of Business and Management, [online] Vol.19, No.15, pp.134-145. Available at. <https://www.iiste.org/Journals/index.php/EJBM/article/view/36891/38385> [Accessed 10 Aug. 2022].

Rothberg, G., 2005. The Role of Idea in the Managers Workplace: Theory and Practice. Pakistan Management Review, Vol. 42, No.4, pp.48-73.

Two Teachers, 2022. The Importance of Motivation in the Workplace | 3 Key Benefits Explained [online] Available at: <https://www.youtube.com/watch?v=a-IiJT_2j84> [Accessed September 16, 2022].