Introduction
The word "motivation" comes from the Latin
word for "movement" (movere). A motive is a reason why something is
done. Motivation is the force and direction of behavior, as well as the factors
that influence people to behave in certain ways. People are motivated when they
believe that a particular course of action will result in the achievement of a
goal and a valuable reward – one that meets their needs and desires.
The term "motivation" can refer to a variety
of things, including the goals that people have, how they chose their goals,
and how others try to change their behavior. According to Locke and Latham
(2004: 388), "the concept of motivation refers to internal factors that
impel action as well as external factors that can influence action."
The relationship between employee
motivation and job performance has been studied in the past (Vroom, 1964). But
high correlations between the two were not established. However, later research
concluded that employee motivation and job performance are indeed positively correlated
(Petty et al., 1984). This relationship is studied in this thesis and the aim
is to provide managers useful information how employees’ performances can be
increased by motivating them intrinsically and/or extrinsically.
Video 1.0 : Motivation In
Organizations.
Everyone
knows where Maliban Junction is. No other company has that distinction where a
geographic location is named after it! Located on a sprawling complex facing
the Galle Road in Ratmalana stands Maliban, an iconic company with an armory of
well-loved household names like Maliban Gold Marie, Smart Cream Cracker, Lemon
Puff, Chocolate Biscuit , Wafers, Ginger Biscuit, and Nice, delighting kids
(and adults) for generations.(ECHLON August 2021)
Today, Maliban biscuits are sold in over 90,000 stores in Sri Lanka and exported to over 50 countries across five continents. The company produces more than 25 million packs of biscuits every month in its state-of-the-art manufacturing facility at Ratmalana under stringent hygienic conditions. Maliban is an ISO 9001, ISO 14001, ISO 22000, and OHSAS 18001 certified company. It has won Sri Lanka’s prestigious National Quality Award on multiple occasions.
Employing over 3000 people in the group, the company
is managed by a team of professionals who head key disciplines. The Board of
Directors consists of second and third-generation family members of the
founder. Mr A G Ratnapala Samaraweera, the current Chairman, has led the
company with distinction for the past five decades, making Maliban a household
name in Sri Lanka. Maliban remains a truly family driven company and is well
set to continue that legacy for many more decades as the 3rd generation headed
by the current Managing Director of the Group and the daughter of the Chairman,
Ms Kumudika Fernando.
As a responsible company, social and environmental wellbeing will always matter to us. Ethical practices and strong values continue to dictate our every move. These dimensions should come into play, more so during a crisis. (ECHLON August 2021).
Maliban Biscuit Manufactories is dedicated to exceeding the expectations of their valued customers and other stakeholders in terms of offering safe, high-quality goods. Maliban is focused on creating products by continuously improving its Quality Management System and advancing its strategic goals. Through effective training, incentives and ethical governance, Maliban has built a framework for defining and attaining quality targets while also complying with applicable legal and other obligations. In addition to its ISO certifications (22000, 14001, and 9001), Maliban was the first food company to obtain the Covid-19 Safety Management System certification from SLSI last year(Daily News,2021).
Reference
Atkinson, J. W.(1964) an Introduction to motivation.
Princeton, NJ: Van Nostrand.
Armstrong, M. (2012). Armstrong’s handbook of
management and leadership for HR, Kogan Page Publishers.
Andrew Mayo. (2012). Human Resources or Human
Capital?, Gower
Publishing.
Employee Motivation In Organizations. video. (2018). [video] – GreggU-Uhttps://www.youtube.com/c/GreggU/search?query=employee%20motivation [Accessed on 29th March 2022].
GANTA, V. C. (2014). MOTIVATION IN THE WORKPLACE TO
IMPROVE THE EMPLOYEE PERFORMANCE. International Journal of Engineering Technology, Management
and Applied Sciences.
Herzberg, F., Mausner, B. and Snyderman, B.B. (1959),
The Motivation to Work, John Wiley & Sons, New York, NY.
Kanfer, R.(1990) motivation theory and industrial
and organizational psychology,Palo Alto,CA:Consulting psychologists Press.
Ron Ashkenas & Brook Manville ,(2019) Harvard
Business Review leader’s Handbook.Boston,Massachusetts,Harvard Business
Review press.
Hi Nishan,To further elaborate your blog content,Even after training is over one very important aspect of employee performance is the motivation to exert effort and strive for excellence (Benson, 2018). Its energizes or causes people to act and directs toward the attainment of specific goals.
ReplyDeleteAgreed chulanga ,adding to this Training and growth strengthen the motivation of a person to do his or her job well. , training brings job knowledge,higher worker confidence, increased efficiency, facilitates performing skills, and enhances faculty Performance. All these factors lead to employee enhanced motivation and higher productivity(Oyitso and Olomukoro ,2012).
DeleteHi Nishan, If I have to add more flavor to your blog As per Skinner (1981) Increasing performance, higher productivity, positive working culture, greater innovation, and easier change management are key results of having a motivated work force for an organization. Furthermore, this was proven by (VARMA, 2017) “it is also noteworthy for organizations to stop loses of performing employees due to decreasing job satisfaction and lack of motivation to continue with the organization for long. Motivated and satisfied employees will have committed approach towards organizational objective”
ReplyDeleteAgreed Samantha,Since all organizations are concerned with what should be done to achieve sustained high
Deletelevels of performance through people, it means giving close attention to how individuals can
best be motivated through such means as incentives, rewards and importantly, the work they
do and the organisation context within which they carry out that work cannot be understated
(Armstrong, 2010)
Hi Nishad, agree with your post. It is described by Shahzadi, I. et al (2014) that Goals could be achieved effectively through motivation and Afful-Broni, 2012 has indicated that lack of motivation has a negative impact on employee morale and performance.
ReplyDeleteYes Nilushi, agree with you and this can describe further as "
DeleteThe performance of mining staff (employees), as well as managers, determines to a large extent, the quality of employees’ as expressed , “Low job satisfaction can result in costly turnover, absenteeism, tardiness, and even poor mental health”. (Hellriegel and Slocum ,2007: page 55).
Agree totally with your post Nishad.. Employee motivation is the key to an organization's success. This is the level of commitment, motivation, and energy that company employees bring to this role every day. Without motivation, companies may experience lower productivity and lower production, and organizations cannot meet their critical goals. (Miller, Erickson and Yust, 2001). Ganta, (2014) journal says "Employee motivation has always been a central problem for leaders and managers" and that Managers cannot “motivate” employees, but they can create an environment that inspires and supports strong employee motivation. With that in mind, managers need to find creative ways in which to consistently keep their employees motivated as much as possible.
ReplyDeleteHi Chamara, further added to your comment is the motivation of employees in the workplace still remains one of the sensitive subjects that determine the level of input that employees will put in the organization to commit to good
DeletePerformance. This means that motivation either intrinsic or extrinsic contribute to employee satisfaction and thus enhances performance and productivity (Bhattacharyya, 2007).
This comment has been removed by the author.
ReplyDeleteHi Nishad, the points you have mentioned here is very valid and clear. Further to support the topic I would like to add few more things to it. High employee motivation is very important for an organization. It can affect an organization in many ways. For example, Employee motivation helps to achieve organization targets, goals and help to increase productivity, efficiency and provide support to maintain future sustainability (Varma, 2017). Employee Motivation can be introduced in another way, Employee Motivation is a key point for create effective organizational management (Abbah, 2014).
ReplyDeleteYes Dineth , i can add some points for your comment,According to Hafiza et al. (2011), there are several factors that can affect employee
Deleteperformance like training and development opportunities, working conditions, worker-employer
relationship, job security and company over all policies and procedures for rewarding employees. Among the factors that affect employee performance, motivation that comes with rewards is of utmost importance (Carraher, Gibbson & Buckley, 2006).
Hi Nishad, I agree with your blog. The goal of this blog, in my opinion, is to evaluate the properties of job satisfaction and organizational commitment by taking a more holistic approach to job performance. The data received from managers of fast-moving consumer items were analyzed using structural equation modeling analysis. The goal of this blog is to explore the effect of normative organizational commitment, affective organizational commitment, and continuous organizational commitment in predicting job satisfaction, which leads to job performance. The results of the confirmatory factor analysis show that the studied model has outstanding model fitness. Furthermore, structural equation modeling results show that the substantial relationship of all three forms of commitment has a favorable impact on employee job satisfaction. The findings show that normative commitment is the most influential type of organizational commitment, while continuous commitment has the least impact on job satisfaction.(Kalsoom, Z., Khan, M.A. and Zubair, D.S.S., 2018)
ReplyDeleteHi Pavani, adding to this "Treating people right is not an Option but a necessity. the way a company manages its workforce determines its ability to establish and maintain a competitive advantage over other companies. (Dreher and Dougherty ,2002).
DeleteHi Nishad, I agree with your points. Further to add organizations are desperate for motivated employees, as it is widely acknowledged that motivation influences the achievement of primarily organizational goals. increased effectiveness and efficiency (Chen et al, 2012).
ReplyDeleteYes,Thanuja,job satisfaction in terms of how people feel about their jobs and different aspects of their jobs. Job satisfaction is closely related with many organizational phenomena such as motivation, performance, leadership, attitude, conflict, etc. (Parvin and Kabir, 2011).
DeleteHi Agree with you Nishad , According to Kreitner (1995) , The psychological process that gives conduct purpose and direction has been termed as motivation.
ReplyDeleteCorrect ,Maheshi "
Deletemotivated employees are highly engaged and involved in their work and jobs and are more willing to take responsibilities (Kuvaas & Dysvik, 2009).
Hi , Agree with your blog.
ReplyDeleteMotivation is a significant factor that urges people to give their best execution and help in arriving at big business objectives. Solid positive inspiration will empower the expanded yield of workers yet a negative inspiration will decrease their exhibition. A key component in work force the executives is motivation (Jain & Gupta et al.,2019)