Factors affecting employee motivation
As per Bartlett and
Ghoshal (1989), Employee motivation is defined as the
enthusiasm, energy level, commitment and the amount of creativity that an
employee brings to the organization on a daily basis. Employee
motivation is all about how involved and empowered an employee feels in
relation to the organization's goals. There are two sorts of motivation:
1. Intrinsic
motivation
2. Extrinsic
motivation
Motivated workers
are an important aspect of an organization and are directly proportionate to
its success. Motivation is intangible, difficult to measure, and tough to
control, but it is quite simple to facilitate when done correctly. It's all
about focus, determination, and persistence. There are many factors affecting employee’s
motivation (Economy class upgrading - Sunday times,2018).
§ Training
and development - Training & Development function is the essential for the
employees. Because growth of the organization is based on skills & attitude
of the employees and positive motive for the employees.
§ Health
and safety - Any Organization should concern about employee’s safety &
Health. It’s very important to well-being & reputation. If the company
maintains employee’s safety & health in their maximum level employer can
avoid legal issue of health & safety and a positive motive for the
employees
§ Rewards
management is concerned with, formulation and implementation of strategies and
policies, with the purpose to reward people fairly, equitably and consistently, in accordance with their value to
the organization and thus help the organization to achieve its strategic
objectives and to motivate employees.
§ HR
planning - Human Resource Planning is the systematic and continuing process of
analyzing an organization human resource needs under changing conditions and
developing personal policies appropriate to the long-term effectiveness to the
organization and to motivate employees for their wellbeing.
§ Performance
evaluation – this function is very important in identification of developmental
needs of the employees and o motivate employees by arranging them personal
development pan through performance evaluation.
References
Bartlett, C. A. and Ghoshal, S., (1989). Managing
Across borders: The Transnational solution. Boston: Harvard Business School
Press.
Economy class upgrading - Sunday times, (2018). Strategies
for tourism industry. [Online] Available at: http://sundaytimes.lk/110731/BusinessTimes/bt18.html
Kotler, John P., (1947), Leading change: United states of America, Harvard business school
press.
While adding to some of your valuable thoughts, In fact, any organization needs to more focus on Training and development, The terms "training" and "development" are interchangeable. It can, however, be distinguished from the others. Training is for specific job needs, however, development is about more than that. Development encompasses more than just actions that increase job performance (Nda, M.M. and Fard, R.Y., 2013).
ReplyDeleteAgreed with the argument. In addition, Books (2007) found that six factors impact employee motivation in his research: work performance, attitude, goal setting, performance feedback, empowerment/power and job satisfaction.
ReplyDeleteJust to add that, Motivation is an aspect that helps an individual to select or deselect the job, to continue and work proficiently during his/her job (Lin, 2008). Further, the motivational research proposes to facilitate the individuals to get motivated through the target to satisfy their unconvinced desires; consequently they apply their endeavor hoping to be satisfied with their needs. Conversely, modern studies’ regarding the motivation doesn’t highlight the Basel desire conception, but in addition they highlight the objective, equality, and values (Wang, 2004).
ReplyDeleteAgree while adding few ,‘The logic in favors of bundling is obvious,' Dyer and Reeves (1995: 656–57) wrote. It makes logical to have practices geared at improving both ability and motivation, because employee performance is a result of both.' As a result, there are a variety of means for employees to learn needed abilities (such as careful selection and training) as well as a variety of incentives to boost motivation (such as various financial and non-financial rewards).
ReplyDelete"Motivation is the force that energizes, directs and
ReplyDeletesustains behaviour. High performance is achieved by
well-motivated people who are prepared to exercise
discretionary effort, ie independently do more than
is expected of them." (Armstrong and Taylor, 2014, p169)
Agreed, intrinsic motivation is the desire of an employee to do his/her work well, in order to achieve the satisfaction of intrinsic needs. In other words, an employee performs a task in order to achieve certain types of internal states, which the person experiences as intrinsic motivation relates to psychological rewards such as the recognition of a task completed (Caroline, 2014).
ReplyDeleteAgree with your views. Adding to your points further, It should also be realized that the employee performance is also negatively affected by stress at work place, hence it is of significant value to evaluate the current processes and practices which are responsible for creating stressful situation in order to not to effect the performance (Kakkos et al, 2010)
ReplyDeleteTotally agreed
ReplyDeleteEmployee commitment and job involvement is high when they keep motivated; they are more productive and always rewarding to businesses. Specially in a work place like a garment factory, its necessary that employee motivation to handle a huge work load. (Denton, 1987)
Yes Agree, Also Phuong and Tu (2017) earlier defined motivation as the willingness, passion, and efforts to achieve organizational goals and employee performance. As well as, motivation is a major element of labor potentials that employees experienced in their workplaces that significantly relates to employee productivity (Cantele & Zardini, 2018)
ReplyDelete