Introduction
Employees are the most valuable asset for an organization. As a result, management must introduce several motivational factors in order to boost the performance of employees (Dugguh, 2014). Employee motivation is a major component of success in every organization. The success of an organization depends on the performance of its employees. It also discovers what motivates employees to work harder for the benefit of the company. According to Hays, J. M. & Hill, A. V. (2001) money motivates some employees, but recognition and awards encourage others. Employee productivity is directly influenced by motivation levels in the workplace. This is further argued by Kreisman, (2002) that workers who are motivated and enthusiastic about their occupations do their jobs to the best of their abilities, and, as a result, job performance improves.
Locke, (as cited by Saari and Judge, 2004, p396) defined
motivation as "a pleasurable or positive emotional state resulting from
the appraisal of one's work experience". This concept emphasizes two
factors, in particular: an employee's emotional attachment to their job and the
employer's intentional examination of an employee's work. As stated by Buchanan
& Huczynski, (2020), motivation can be defined as cognitive decision making
with the intention of initiating and monitoring behavior targeted at reaching a
specific objective. In organizations, reviews are done by using appraisals,
which have predetermined standards. The outcome of these assessments may elicit
an emotional response from the employee, which will determine whether the
person is satisfied or unsatisfied. Positive ratings may indicate that an
employee is satisfied, while negative reviews may indicate that the employee is
dissatisfied.
Figure -1.0 Performance is a function of the interaction between an individual’s motivation, ability, and environment.
Mitchell
(1982)
As per figure 1.0 the equation defined by Mitchell (1982),
performance is the result of three major factors as stated above. Having the
skills and knowledge needed to do the job is also important. Even the most
motivated person will not be able to design a home without the skills needed to
build quality homes. Performance
– Fulfillment of promises or commitments, Ability
- Defined as having the skills and knowledge required to perform the job, Motivation – Desire to achieve
a goal or a certain performance level, leading to goal-directed behavior, Environment-Such as having the
resources, information, and support one needs to perform well are critical to
determining performance (Mitchell 1982).
References
Buchanan, D. A. & Huczynski, A. A., 2020. Organizational
behaviour. 10th ed. New york: Pearson Education Limited.
Dugguh, S., 2021.
Using Motivation Theoris to Enhance Productivity in Cenet Manufacturing
Companies in Nigeria. The International Journal of Social Science, pp.
33 -34.
Hays, J. M. &. H.
A. V., 2001. A preliminary investigation of the relationships between
employee motivation/vision, service learning, and perceived service quality. Journal
of Operations Management, 19(3), pp. 335-349.
Kreisman, B. J.,
2002. Insights Into Employee Motivation,Commitment and Retention. Business
Training Experts.
Locke, E., 1976. The
nature and couses of job satisfaction. Handbook of industrial and
organizational psychology, pp. 1297-1349.
Michell, T., 1982.
Motivation: New Directions for Theory, Research, and Practice. Acadamy of
Mangement Review, 7(1), pp. 80-88.
Saari, L. &. J.
T., 2004. Employee attitudes and job satisfaction.. Human Resource
Management, 43(4), pp. 395-407.
Agreed with arguments about motivation in the industry. Other than the equation proposed by Mitchell in 1982, it is argued that performance is depend on main 3 perspectives namely, individual differences perspective, situational perspective, and performance regulation perspective (Sonnentag and Frese, 2001). There are intrinsic and extrinsic factors that can be motivated employees directly in an organization(Njambi, 2014).On the other hand, employee self-motivation takes place with proper learning and development, to develop their skills and knowledge to take the own responsibility of doing job and raise morality of individuals (wanyoike, 2014).
ReplyDeleteThank you. Adding on to your comment. HR is determination of employees and organization performance further, HR can explain that their impact on employees skills, competence, motivation and the work structure (Delaney, 2011).
DeleteAgreed. On the other hand, can be argued that most of the time, motivation is more complex than simply perceiving cause-and-effect. It involves early-stage planning and goal setting, motive, task generation, action implementation with control and outcome evaluation. These different subphases of the motivation process may be associated with different motives (Zoltán and Ema, 2011).
ReplyDeleteThank you. Based on many studies related to Human Resource Management it is proven that motivation is one of its significant factors (Saijanen, 2017) Whereas, an employee’s concentration, direction and determination of the envisioned behavior can be lead to great achievements with the right motivation (McShane & Glinow, 2016).
DeleteAgreed with you. People who are more motivated will strive for more success and will be more successful in their endeavours than those who are less motivated (Cadwallader, Jarvis, Bitner & Ostrom, 2009). Employee motivation is strongly linked to employee engagement, according to numerous studies, and less engaged employees are less emotionally tied to their employers. As a result, it's critical to keep personnel motivated.
ReplyDeleteThank you. Accordingly to Bartol and Martin (as cited by Jumna, 2011), motivation a powerful tool that reinforces behavior and triggers the tendency to continue. In other words, motivation is an internal drive to satisfy an unsatisfied need and to achieve a certain goal. It is also a procedure that begins through a physiological or psychological need that stimulates a performance set by an objective.
Deleteyes. Understanding how to motivate organizational members is a critical component of effective management. The quality of workers’ motivation is predictive not only of their commitment and work effort but also their overall engagement, well-being and performance in their job
ReplyDelete(Gagné et al., 2014; Kuvaas et al., 2017; Sisley, 2010; Springer, 2011). Leaders and managers
play a pivotal role in shaping motivation in the workplace and facilitating these beneficial
outcomes (Graves and Luciano, 2010; Miniotaite and Bu ciūniene, 2013 ; Oostlander et al.,
2014). However, despite their critical role in initiating and sustaining motivational processes,many leaders and managers are often unsure of what to say or do to effectively engage and motivate organizational members. Traditional management approaches (Taylor, 1911) have tended to rely on leveraging authority and/or organizational reward systems to influence worker behaviour. Companies in the USA and Europe continue to increase their use (Brysonet al., 2012) and spend (WorldatWork, 2018) on financial-based incentives to motivateemployees.
Thank you. Further, Strong and Harder (2009), emphasis motivation and sustenance factors increase employee satisfaction such as better salary, training, position, but organization must make sure these factors are sufficient.
DeleteAgreed with your view, According to Bartol and Martin (1998), motivation is a powerful instrument that reinforces behavior and triggers the desire to continue. Motivation, in other terms, is an inner urge to make the unhappy satisfied. It's also a process that starts with a physiological or psychological need and leads to a goal-oriented level of performance.
ReplyDeleteThank you. To add more, Perumal (2008), emphasis that the employee motivation has relationship with employee demographics further, employee gender, age, nationality and designation reflects the motivation level.
DeleteThis comment has been removed by the author.
ReplyDeleteAccording to Rutherford (1990) provoked employees will be always trying to improve and enhance their practices at work place which will lead to success for an organization hence it is essential to persuade or motivate employees (Kalimullah et al, 2010).
ReplyDeleteThank you. As addition to your argument, 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).
DeleteHandoko (2001:193) elaborates that motivation is one of the factors that can affect the performance of employees. Accordinlgy, motivation of the employees should be improved in order for such employee to be motivated to strive hard in order to achieve better performance, so in such way ultimately the company's goals can be achieved.
ReplyDeleteThank you. As addition to your comment, the manager’s responsibility is to get the best from each individual member of team or department therefor, organization has to carry out different motivation activities. It requires build good work environment based on the relationship between employees and management (Manmohan, 2013)
DeleteThe success of an organization relies heavily on the level of performance of employees. High performed employees are more motivated to work. Employees can be motivated in two ways namely extrinsic motivation and intrinsic motivation. The level of motivation is required by the employees can dentify using Maslow’sHierarchy of Needs Theory which is one of the key theories about motivation (Fomenky, 2015).
ReplyDeleteYes Iresha. Further, companies make a lot of efforts to satisfy customers, they do not pay attention to employee satisfaction. But the fact is that the client will not be satisfied until the employee is satisfied (Shahzadi, 2014)
DeleteThanks for your input Nimna. Human capital is the most important asset to an organization which cannot be replaced with anything else. The ground floor of a firmed organization builds through most satisfied and loyal employees where the employees increase productivity and efficiency while innovating new ideas to the organization (GABCANOVA, 2011).
ReplyDeleteAgreed, employee motivation is one of the key elements, which is important for development of human resources and their performance towards achieving organizational goals and objectives, increasing work efficiency and effectiveness and a higher quality of outcome.(Gutić & Rudelj 2011)
ReplyDeleteThank you. Further, motivation is defined as a psychosomatic process that directs a person to behave and react in a way that helps them to satiate certain unfulfilled needs (Latham G., 2011)
DeleteAgree Nuwan, Anaele (2013) demonstrated that that employees’ motivation enhances performance, also employees’ training, promotion, improvement in salary and work environment was found to be positively related to performance. As per Robitschek, (2003) study he found a strong relationship between these PGI and personal growth, which may be independent of other’s growth.
ReplyDeleteAgreed, motivation is the basic that requires to conduct and undertake a proper sequence of work, employees are the main assets, they are an investment towards the organization. so the need of motivating employees is essential because their input is what the output will be resulted (Peters,2015)
ReplyDelete