Employee Motivation
Employee Motivation
Motivation is the
force that energizes, directs and sustains behavior. A motive is a reason for
doing something and factors that influence people to behave in a certain way
Motivation
of employees in the workplace still remains one of the sensitive subjects that
determine the level of input that employees will put into the organization to
commit to good performance
Types of Motivation
A distinction is made between intrinsic and extrinsic
motivation. Extrinsic motivation occurs when things are done to motivate people
including incentives, increased pay, promotions
Intrinsic motivation is when employees are
engaging in a behavior because they find it rewarding. Employees are
performing an activity for its own sake rather than from the desire for some
external reward. The behavior itself is its own reward
There have been a number of different proposed theories to
explain intrinsic motivation and how it works. Some experts believe that all
behavior is driven by external reward, such as money, status, or food. In
intrinsically motivated behaviors, the reward is the activity itself
Eg: Companies are trying to change attitudes of employees
through trainings and this will lead to change behavior of employees and
motivation originate from the inside. Allocating challenging tasks is one of
the best methods to motivate young employees who are willing to take
challenges.
Values and Employee
Motivation Today, it seems that many of these values and needs have changed and
as a result, the values of today’s employee focus on self and emphasize
characteristics that lead to self-development and self-fulfillment. These
include the following:
· Little loyalty or commitment to an organization.
· A need for recognition of one’s accomplishments.
· Little concern with job security and stability.
· Leisure considered more important
than work.
· Desire for work that is challenging, that provides opportunities
for personal growth and development, and that calls for creativity.
· Desire to participate in decisions that affect one’s
job.
· A stronger identification with one’s personal role in
all facets of life rather that with one’s work role.
Motivation
Theories
·
Maslow's
Hierarchy of Needs
Psychologist Abraham
Maslow portrayed that in order to jump on the next level of psychological
development, a person needs to satisfy himself or herself in all perspective,
from where at present they existing, the characteristics of human life became
satisfied when they can avail the psychological, safety, love, esteem and self
- actualization process in their life span
Eg: Changing employee’s
designation without changing their salary package. This will enhance the
employee’s personal status and lead to fulfill self-actualization needs
according to the Maslow’s Hierarchy need.
·
Expectancy Theory
The expectancy theory
proposes that employees’ behavior depends over the outcome the action
Figure
01: Expectancy Theory
(Ankur Jain & Meenakshi Bindal, 2019)
Eg:
If organization wants to cover targets, organization increase normal OT rates.
Then employees are believing that, working long hours will enhance their final
payments as well.
·
Herzberg two Factor Theory
Figure
02: Herzberg two Factor Theory
Herzberg considers two types of
factors that can add to or detract from job satisfaction: hygiene and
motivation factors.
While hygiene factors are
related to the need to avoid unpleasantness,” motivation factors more directly
lead to job satisfaction because of “the need of the individual for self-growth
and self-actualization.
References
Amstrong, 2012. Hand book of Human Resources
Managemnt. 12th ed. Londan: Kogan Page.
Dijk, D. V., 2015.
Performance Appraisal and Evaluation. nternational Encyclopedia of the
Social & Behavioral Sciences, pp. 716 - 721.
Dilanthi Amarathunga
& David Baldry, 2002. moving from performance measurement to performance
management. Volume Vol.20, pp. 217-223.
Dr. Ankur Jain Dr.
Meenakshi Bindal, 2019. A Study of Employee Motivation in Organization. International
Journal of Engineering and Management Research, Volume VOL.09, pp. 65 -
68.
Elizabeth Boye
Kuranchie-Mensah & Kwesi Amponsah-Tawiah, 2016. Employee Motivation and
Work Performance: A Comparative Study of Mining Companies in Ghana. Journal
of Industrial Engineering and Management, pp. 255 - 309.
Scott Snell, George
Bohlander, 2012. Principles of Human Resource Management. 16th ed.
s.l.:Thomson South-Western.
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Other than these theories, there is a motivation theory called Alderfer's ERG theory. This is in line with Maslow's need hierarchy. But there is a reduction in the needs from five to three as Existence needs, Relatedness needs, and Growth needs (Armstrong and Taylor, 2014).
ReplyDeleteAccording to ERG theory, a person tries to satisfy a lower order need, if he is frustrated with satisfaction of a higher order need. Therefore, unsatisfied higher order need brings back to lower order need. Thus, the concept of need satisfaction arising out of frustration is the basic concept of ERG theory (Peter, J. and Daniel, J.S. , 2016).
DeleteHi. Sadeepa..Motivation is a very important factor and pathway to success. Money is not the only motivation employees expect but promotions, benefits, praises and other factors (Luthan, 1998, Dickson, 1973, Herzberg, 1987).
ReplyDeleteYes. Leaders in today’s workforce may need to create strategies to motivate their employees and ensure their employees' success. To do this, several methods have been used over the years that have had positive results. One such way is by creating a motivational environment through the use of job design. Some examples of this include options like job rotation. In a manufacturing environment, job rotation has been seen as a successful tool for motivation employees, at least in the short term (Murphy, 2020). Hence we can see money is not the only way of motivating employees.
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ReplyDeleteAgree with your statement. One of the greatest challenges organizations face today is how to manage turnover of work force that may be caused by migration of a lot of industrial workers. This may be because of their lack of Motivation and commitment for the organization; this point of view emphasizes the importance of Motivation and its relationship to Job Satisfaction (Prof. S. K.Singh & Vivek Tiwari, 2011).
ReplyDeleteDobre, O.I., (2013) states that if the empowerment and recognition of employees is increased, their motivation to work will also improve, as well as their accomplishments and the organizational performance. Nevertheless, Dobre, O.I., (2013) says employee dissatisfaction caused by monotonous jobs and pressure from clients, might weaken the organizational performance.
ReplyDelete