Motivation of employee
In today's world, increasing motivation, commitment, and engagement levels are critical organizational components. Compensation policies play a critical role in motivating employees to provide high levels of performance, discretionary effort, and contribution. Motivation usually begins with someone seeing a need that isn't being met. Then a goal is set to be achieved, and that is how the need is met. People might be offered rewards and incentives to help them achieve their objectives. The motivation level is also influenced by the social situation (Anwar & Shukur, 2015).
Learning new skills and developing new competencies have long been regarded to be beneficial.boosts employee morale and happiness, but it is also recognized that goal achievement has a substantial impact on motivation and job satisfaction (Lather and Jain, 2005). Managers and supervisors also play an important role in inspiring and enabling performance by fostering employee participation, mutual commitment, and knowledge of diversity concerns (Snyder et al, 2004).
The organization's management has the authority to develop alignment between organizational and employee goals and objectives in order to extract performance. The level of motivation and satisfaction is influenced by the organizational behavior represented by the organization's senior management, which is closely followed by the organization's beliefs, principles, and underlying values (Roos, Van Eeden, 2008).
The core potential of an organization is its motivated and satisfied personnel who constantly contribute to the organization's aims and objectives.
An effective HRM system might go a long way toward keeping employee morale high (Kumar and Garg, 2011). Without the active participation and interest of senior management, it is impossible for any division to simply motivate and satisfy personnel (K R. Solanki, 2013).
Employee initiative and participation should be encouraged by employers, as this will aid in the development of leadership at all levels. Formal authority is not a criterion for leadership jobs, but initiative and invention are. If given the option, individuals at all levels can choose to behave as leaders, which helps motivate and influence other employees (Jeffrey L. Herman et al, 2011).
Motivation is crucial.
As a responsible FMCG company in sri lanka , currently I’m working employee motivation is so crucial.
Employee motivation is critical to any company's success. Job satisfaction is one of the most essential aspects of studying human behavior in organizations. In the majority of cases, the core reason of the misbehavior is the employee's lack of or poor job satisfaction. In the same scenario, this may spread to other employees in a shorter amount of time.as a company following are the most Importance of motivation.
The group's/teams' direction is unified.
Effectiveness and efficiency at a higher level
Organizational commitment has increased.
Optimal resource use
Creating a high-performance environment
Enhances an organization's ability to deal with a variety of business difficulties.
Employee retention and attractiveness are essential for ensuring a steady and consistent supply of labor.
Video1.0: Stop Trying to Motivate Your Employees | Kerry Goyette | TEDxCosmoPark
Source:TEDx Talks
Motivational obstacles
The following are some of the problems that an Maliban has in creating a motivated and committed environment:
Business environment that is dynamic and competitive
Management's ignorance and lack of awareness of the relevance of motivation
Organizational commitment to employee expectations is lacking, as is a restricted worldview.
Organizational structure and people policies and practices that are non-competitive
Employee expectations are not well understood.
Currently in place performance management system
Employees' ambiguous organizational expectations
Employee mobility is high due to a competitive employee market.
Reference
Anwar, G., & Shukur, I. (2015). Job satisfaction and employee turnover intention: A case study of private hospital in Erbil. International Journal of Social Sciences & Educational Studies, 2(1), 73
Ali1,B & Anwar2,G .(2021) An Empirical Study of Employees’ Motivation and its
Influence Job Satisfaction. International journal of Engineering, Business and Management (IJEBM)
Demir, S. (2020). The role of self-efficacy in job satisfaction, organizational commitment, motivation and job involvement. Eurasian Journal of Educational Research, 20(85), 205-224
Ihsani, N., & Wijayanto, A. (2020). The effect of organizational culture, motivation, and job satisfaction on employee performance. Dinasti International Journal of Digital Business Management, 1(4), 492-502
Lubis, R. K. (2020). Analysis of Effect of Work Motivation and Job Satisfaction Performance Against Serdang Agricultural Extension Bedagai. Journal of Management Science (JMAS), 3(1, Januari), 19-24.
Navdeep Kumar, Pankaj Garg, (2011). Impact of motivational factors on employee’s job
satisfaction- A study on some selected organization in Punjab, India, ASIAN JOURNAL OF MANAGEMENT RESEARCH 672 Volume 2, pp 672-683, ISSN 2229 – 3795.
Varma,C. (2017). IMPORTANCE OF EMPLOYEE MOTIVATION & JOB SATISFACTION
FOR ORGANIZATIONAL PERFORMANCE, International Journal of Social Science & Interdisciplinary Research. pp. 10-20
Hi Nishad. Interesting post on motivation and your organisation. To add one more reason about motivational obstacles according to David (2014) salary and benefits can enhance motivation, but organizations shouldn’t focus on them disproportionately because emotional experiences can matter equally too, if not more.
ReplyDeleteAgree with you Ashanthi An organization’s motivation system will directly affect employees’ efficiency, morale and job satisfaction (Parsons and Broadbridge, 2006)
DeleteHi Nishad, Interesting post. The direct supervisors of the employees might not be able to recognise the differences between their employees and make sure that all employees were in jobs that were interesting to them. However, when these supervisors were asked their opinions on what their employees wanted from their jobs, the supervisors claimed their workers' highest preference was not for interesting work but for good wages. If the immediate supervisors are to be believed, all a company has to do is make sure it pays good wages to all of its employees. The second solution, good wages, is probably easier to implement than interesting work, but the employees say this is not extremely high on their list of preferences. Thus, there appear to be some differences in managers' and employees' perceptions. This article compares results of three surveys concerning employee and supervisory rankings of ten motivational items, discusses individual differences between groups of employees and supervisors, and looks at the manipulation of reward systems. The information presented should shed some light on the question of why workers work and what an employer or supervisor can do to attain full productivity. (Kenneth A. Kovach, 1995)
ReplyDeleteHi Ramesh, adding to this "The workforce was believed to be one of the resources that upgrade the production process of services and products in the past. Nonetheless, in this regard, a lot of transformation is being witnessed currently. All business organizations ought to take the crucial step of motivating the workforce of the organization (Abdullah & Islam, 2012).
DeleteHi Nishad. Very interesting to ''know how'' your industry functioning and motivation. According to Bartol and Martin (1998), motivation is a power that strengthens behavior, directs behavior, and triggers the desire to continue
ReplyDeleteHi Ruwan ,yes"A developed motivation system to improve employees’ job satisfaction has a positive impact on organizational performance (Analoui, 1999).
DeleteHi Nishad, Motivation is considered a key driver of performance because it is linked to numerous benefits at work (Pinder 2008). Motivated employees are more engaged in their work (Rich 2006), their performance is of higher quality (Cerasoli et al. 2014) and they profit more from occupational training (Massenberg et al. 2015). Additionally, they are more strongly committed to their work, work longer hours, pick more challenging goals to achieve (Becker et al. 2015), and are more willing to share knowledge at the workplace (Lin2007). Due to its positive consequences, motivation plays a central role in the field of management, both in theory and management practice.
ReplyDeleteYes Shiran, agree with you and i like to add some points to this"Motivated and committed employees with high levels of job involvement are considered as an important asset to an organization (Denton, 1987).
DeleteHi nishad. I agree with your content. It's the duty if the top management to look into the grievances and welfare of the employees to create a good working culture or else retention if employees is a difficult task at present with other competitors. Nevertheless, employee dissatisfactions caused by monotonous jobs and pressure from clients, might weaken the organizational performance. Therefore, jobs absenteeism rates may increase and employees might leave the organization to joint competitors that offer better work conditions and higher incentives (Dobre,2013).
ReplyDeleteAgreed udana, in addition to that " The relationship between organizations and employees should not only focus on the task itself. Organizations should take initiative to develop an effective motivation system to increase employees’ motivation towards their work.( Lawler ,2005).
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