Figure – 1.0:
Expected outcomes in employee motivation
Ruban (2004)
Motivate is a Latin word that means "to move" &
it has been defined by many researchers. As stated by Tosi, Mero, and Rizzo (as
cited by Helms, 2002, p169), motivation has both psychological and managerial
meanings. In the psychological view, motivation refers to the internal mental
state of a person that relates to the initiation, direction, persistence,
intensity, and termination of behaviors. The management view of the motivation
is to induce others in order to produce results desired or outlined by the organization.
Further, Curral & Marques (2009) defined motivation as dependent on 3
psychological processes: arousal, direction, and intensity.
According to the research done by Perumal (2008), there is an association between employee motivation and employee demographics such as gender, age, race, and organizational level. Strombeck & Wakefield (2008) explain that motivation is dependent upon the individual and the situation. Therefore, managers or leaders should be able to identify the most suitable motivation factor or mechanism for each demographic to improve their performance. Davis, & Singh, (2011) have described that motivation is system-oriented & Chung, & Ross (1977) have emphasized that motivation is goal-oriented.
As explained by Haniza (2011), employee performance can be
influenced by a variety of factors, including training and development
opportunities, the working environment, the employee-employer relationship, job
security, and the company's overall policies and strategies for rewarding workers.
Among those, motivation, which comes with rewards, is one of the most important
factors (Carraher, R, Gibbson & Buckley, 2006). According to Jonson & jonson (2003)
motivation can be defined as an individual's willingness to put forth effort
toward obtaining goals that they believe are relevant and worthwhile.
Video 1.0: What is motivation?
(Baker therapies and training, 2018)
As video 1.0 illustrates that the definition of motivation
may vary from person to person depending on their perceptions. Further,
motivation is a driving force that makes eagerly take positive or negative
action as they have the inclination and ambition to achieve a specific goal. (E.,
& Harmon-Jones, C. 2010)
References
Badubi, R. M., 2017. Theories of Motivation and
Their Application in Organizations: A Risk Analysis. International Journal
of Innovation and Economic Development, 3(3), pp. 44-51.
Carraher, R. G. A.
&. B. R., 2006. Compensation in the Baltic and the USA. Baltic Journal
of Management, Volume 1, pp. 7-23.
Curral, L. &. M.
Q., 2009. Self-leadership and Work Role Innovation: Testing a Mediation Model
with Goal Orientation and Work Motivation. Journal of Work and
Organizational Psychology, p. 166.
Davis, J. Q. &.
S. H., 2011. Motivation Organisational Behavior. 1 ed. New Delhi: VK
(India) Enterprises.
Hafiza, S. S. S. J.
H. &. Z. K., 2011. Relationship between rewards And employee’s motivation
in the non-profit organizations of Pakistan. Business Intelligence, 4(2),
pp. 327-329.
Harmon-Jones, E.
&. H.-J. C., 2010. On the relationship of trait PANAS positive activation
and trait anger: Evidence of a suppressor relationship. Journal of
Research in Personality, 44(1), pp. 120-123.
Helms Mills, J.,
2002. Making Sense of Organizational Change. 1 ed. London: Routledge.
Johnson, D. W. &.
J. R. T., 2003. Student motivation in co-operative groups. Co-operative
learning: The social and intellectual outcomes of learning in groups, pp.
136-176.
Strombeck, S. D.
&. W. K. L., 2008. Situational influences on service quality evaluations.
ournal of Services Marketing, 22(5), pp. 409-419.
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ReplyDeleteYes, there are many ways to define motivation in the industry, there are 3 main components of motivation Direction-what is trying to do, Effort- how hard to do and Persistence- How long keep trying (Arnold et al, 1991). On the other hand, motivation of your self is totally differed from motivating other people, while motivating others is direct them to achieve goals but motivating yourself is individual directing to take something we want (Armstrong, 2010). Motivation is also dcan be defined as internally generated drive to achieve a goal that people looking for and manger’s role is to motivate people to achieve the goal (Skripak, 2016). So, your argument is totally agreeable level.
ReplyDeleteYes. Agree with your argument. Motivated and committed employees with high levels of job involvement are considered as an important asset to an organization (Denton, 1987). Keeping the employee motivation, commitment and job involvement up, is always rewarding to a business; as motivated and committed employees are more productive.
DeleteFurther, the beneficial driving force of an organization’s success is a motivated labour force. Accomplishment relies upon a human influence named motivation, an intangible method that can be physical or mental for an individual’s enthusiasm to work (Lorna, 2017).
ReplyDeleteYes agreed. Organization should give good salary, reward, recognition, job security and create good work environment to increase employee’s motivation level and efficiency (Wiley, 1997). Management need to implement combination of Hygiene and Motivation factors to motivate employees (Dartey-Baah and Amoako, 2011).
DeleteYes, the value of a highly engaged team to a company cannot be emphasised. Employee productivity increases when efficiency, dedication, and satisfaction improve. Companies may also notice a decrease in absenteeism and increased knowledge sharing, which leads to the dissemination of innovative ideas (Napolitano, 2016). As a result, businesses must ensure that they understand and implement numerous motivational factors into the workplace (Kalimullah, 2010).
ReplyDeleteAgreed with your argument. Management should implement new work environment and modern communication system to improve employee’s motivation and productivity. Focus on new generation therefor, organization need to arrange product and online training's for young and modern employees to retain them (Korzynski, 2013).
DeleteAgreed, further Employee motivation refers to an employee's commitment to his or her job, how involved he or she feels in the organization success, and how he or she feels in their daily empowered tasks (Vnoučková, L. and Klupakova, H., 2013). Motivation is a technique that reflects an employee's determination, focus, and enthusiasm (Šuler, O.,2008).
ReplyDeleteYes it is! If the managers are able to understand and control employee behavior further, understand what really motivate employees increase their work efficiency and finally achieve organization objects (Dobre,2013)
DeleteAgreed your comment. motivation can be an extremely powerful management tool, designed to help the manufacturer or advertiser to sell more goods. Its aim is to expose the market situation, explain it and suggest courses of action which will lead to desired changes. It is a way of looking at a problem rather than a collection of specialist techniques and is strictly practical. Hence it can be used alongside other market research tools for the solution of marketing problems and can be applied to a wide range of business activities
ReplyDeleteThank you. Successful companies create an environment employees will feel high pitched about their self as a result, more they like themselves perform at higher level (Tracy, 2014).
DeleteFurther Motivation has been described as following as well;
ReplyDelete- the psychological process that gives behavior purpose and direction (Kreitner, 1995)
- a predisposition to behave in a purposive manner to achieve specific, unmet needs (Buford, Bedeian, & Lindner, 1995)
- an internal drive to satisfy an unsatisfied need (Higgins, 1994); and the will to achieve (Bedeian, 1993).
Thank you. Further, motivating employees is very much essential on driving the organization towards the success since it is considered as a key driver of performance where performance is a combination of motivation, ability and environment (Pinder, 2008).
DeleteAgreed with what you stated. Motivation is a significant factor that urges people to give their best execution and help in arriving at big business objectives. (Jain , A. et al., 2019)’’. With higher level of motivation it is obvious that the organization can achieve better employee engagement and finally it will lead to achieve organizations stated goals in a positive work environment.
ReplyDeleteYes, agreed. The most successful motivation is self motivation therefor, Employee can apply this for personal life or organization to achieve objects and targets (Diamond and Diamond, 2010). Motivation theories improve employee job satisfaction as a result this will improve organization performance and growth (Ramlall, 2004).
DeleteAgreed with your arguments. Also, Obiekwe (2016) stated motivation as a management process that encourages employees to work better to the achieve overall goals of the organization. Further, he highlighted that less motivated employees always try to stay away from works which lead to not accomplish the organizational goals.
ReplyDeleteThank you. As addition to your point, motivation is important to level up dedication to the workers who always leads to increased productivity. So necessary for employee motivation in the organization to be strengthened to increase the performance (Srivastava and Barmola, 2011).
DeleteAgreed with the argument points. The main difference between highly effective and productive organizations and less effective ones usually is found in the motivation of its employees. Thus, one of the most intriguing and studying topics in organizational behavior and human resource management is motivation (Griffin et al., 2017).
ReplyDeleteYes, agreed. Further, the motivation describes as a energetic strength among individual that encourage the workers to try to to the fantastic work to attain the goal that regulates to accomplish wish (Khan et al,2018).
DeleteThank you. Many researchers has confirmed your argument. 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).
ReplyDeleteMotivation is a way of creating high level of enthusiasm to employees in order to reach organizational goals, and this situation is accommodated by satisfying some individual need. Basically, motivation refers to achieving organizational main goals by satisfying individual employee’s needs or demand (Haque 2014)
ReplyDeleteYes. Many researchers has defined the Motivations as deferent ways. Cheng, & Cheng (2012) defined as the power that triggers action that follows.
DeleteIn every compny Motivated employees are very important on driving the organization towards the success, since it is considered as a key driver of performance where performance is a combination of motivation, ability and environment (Pinder, 2008).
ReplyDeleteYes. However, Spector (2003) states the internal state of motivation that person can engage in particular behaviors and that motivation can be viewed from two angles. On the one hand motivation encompasses direction in which we select particular behavior from choice of behaviors referring to the amount of effort and intensity that the employee put into a task. The other angle is desire to achieve the certain goal which drives from individual own desires and needs
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ReplyDeleteYes Agree Nuwan as per Saunderson (2004) ,Employees will be well motivated if they are recognized by the supervisors and employee recognition means valuing and caring about the employees' contributions It is essential for companies to recognize their employees.
ReplyDeleteAgreed, Motivation is the key of success, if employees arent happy and motivated it would affect the end result quantity and quality wise also personality traits, requirements, and even work fit all influence motivation, resulting in a variety of results and attitudes including as satisfaction, organizational citizenship behaviors (OCBs), engagement, and more (Treadway,2020)
ReplyDelete