Currently, keeping the top performers on staff in a highly
competitive environment, has emerged as one of the biggest challenges,
regardless of the size, business focus, and industry that the firm operates
(Manzoor, 2011).
Every employee needs to be honored and valued for their
best work given to organization (Abbah,2014), thereby companies provide the
line for its employees to send their opinions, thoughts and share with the
right teams and divisions (Chong.E, 2007); given the right motivation and
attitude.
Motivation improve employee job satisfaction as a result it
has an positive impact on improving organization performance and growth
(Ramlall, 2004). It is vigilant to offer a positive work environment to
its employees where employees feel psychologically secure and capable to take
risks (Chukwuma, E. and Okafor, O., 2014) and helps establish more open, supportive relationship between
employer and employee.
For instance, Google have high salaries and wages compared
to other companies. Additionally, employees also receive free meals as well as
additional rewards and bonuses (Mims, 2015). Mostly, company's offices include
colorful and imaginative designs that draw in and keep inventive and creative
employees (Mims, 2015).
15 Things You Didn't Know About Google (Alux.com, 2017)
Korzynski, P (2013), highlights that online productivity
tools will not only bridge the gaps in communication, but also employees encourage
to have communication with mutual respect on others involved (Shkoler, O. and
Kimura, T., 2020). Teams of motivated employees may develop to help with
production and work supervision, giving management more time to concentrate on
other important matters (Badubi, 2017).
Reference List
Badubi, R.M., 2017. Theories of Motivation and Their Application in
Organizations: A Risk Analysis. International Journal of Management Science and
Business Administration, Vol.3, No.3, pp.44-51.
Chong, E., 2007. Role balance and team
development: A study of team role characteristics underlying high and low performing
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Chukwuma, E. and Okafor, O., 2014. Effect of
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[Accessed 1 August 2022].
Mims, C., 2015. At Google, the Science of Working Better. [online] Wall Street Journal. Available at:
<https://www.wsj.com/articles/at-google-the-science-of-working-better-1427673486>
[Accessed 14 August 2022].
Ramlall, S. ,2004. A review of employee motivation theories
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Shkoler, O. and Kimura, T., 2020. How Does Work
Motivation Impact Employees’ Investment at Work and Their Job Engagement? A
Moderated-Moderation Perspective Through an International Lens. Frontiers
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<https://www.frontiersin.org/articles/10.3389/fpsyg.2020.00038/full>
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