Introduction of employee motivation
Name - W.A.N.Madushani-( Student Nu-E
185747)
Employee Motivation
Blog 01: Introduction of Employee Motivation
According to Armstrong, High performance is achieved by well-motivated people who are prepared to exercise discretionary Effort.(Armstrong ,2009).And also according to John P Willson ,It is one thing to have a systematic approach to managing and evaluating performance and order to achieve organizational performance expectations .It is another to have congruent. It is the process that is capable of motivating people to perform to the standards’ which may be expected of them ( John P Willson ,2005 cited in Learning & Training for individuals & organizations, p 145)
In
this era of globalization and liberalization, employees are becoming the
competitive advantage for business. A business may manage with mediocre
employees but competent employees can propel an average business to greater
heights. Likewise, bad employees can cause flourishing business empires to
collapse. In a tight labor market, keeping good employees and developing
employee loyalty becomes increasingly important and a continuing challenge.
Now-a-days it is quite challenging to get the right people for the job is very
hard. With the tight labor market, employers therefore need a strategy to
retain their key experts and crucial skilled workers. As prospective employers
continuously bid for top performers, management strategies must therefore give
due consideration and sufficient resource allocation to keep employees
motivated and satisfied. The idea is that the satisfied employee is less likely
to pursue greener pastures. Thus, implementing desirable human resource
management policies will have a positive effect on employee loyalty. (Haque ,Haque
. & Md Shamimul . ,2014)
Motivation
is also at the heart of the communication process. All communication really is
based on motivation. People in organizational settings communicate so as to
improve their status or condition. Hence, motivation—the willingness to exert
effort—is strongly associated with communication(William J .Rothwell &
Kazanaz,2007)
List of references
Amstrong, M. (2009) ARMSTRONG’S HANDBOOK OF HUMAN RESOURCE MANAGEMENT
PRACTICE. 11th edn.[online].Available at: Armstrong's Handbook of Human
Resource Management Practice by Armstrong, Michael. - PDF Drive [Accessed on 21st of
November 2022]
Haque
.M.F ,Haque .M.A & Md Shamimul .I (2014) MOTIVATIONAL THEORIES – A CRICTICAL ANALISIS .https://www.researchgate.net/publication/306255973_Motivational_Theories_-_A_Critical_Analysis [ Accessed on 21st of
November 2022]
John.
P.Wilson (2005) HUMAN RESOURCE
DEVELOPMENT :LEARNING AND TRAINING FOR INDIVIDUALS AND ORGANIZATION 2ndedn
[online ].Available athttps://www.pdfdrive.com/human-resource-development-learning-and-training-for-individuals-and-organizations-d184356838.html
William
.J.Rothwel &H.C.Kazanaz(2007) PLANINIG & HUMAN RESOURCES : STRATAGIC
PLANNING FOR PERSONAL MANAGEMENT 2nd
edn[online ].Avaliable at https://www.pdfdrive.com/strategic-planning-for-human-resources-management-d30826778.html [Accessed on 21st of
November 2022]
Good introduction Nimesha. Furthermore,as benefits of employee motivation, the incentive makes the employees happy and has a direct impact on improving their job happiness and performance (Kalimullah, F & Ullah, 2010), Increases the goodwill (Rothberg, 2005) and Employee expenditures might be decreased for a company when workers are more motivated than previously (Carr & Tang, 2005).
ReplyDeleteAs per Yamamoto (2013) if an employee perceives they will be getting rewards for good work and their job is a secured one, the performance will automatically be better. Similarly, Zhang and Wu (2004) indicated that with Job security, an employee gets confident with the future career and they put their most efforts to achieve the objectives of the organization. So we can say job satisfaction is the most influential tool of motivation and put the employee very far off from mental tension and he gives his best to the organization, ultimately it leads to profit maximization.
DeleteAccording to Siddiqui (2014), employee motivation can be defined as a person’s intrinsic willingness to archive any particular goal or task. He goes on to say that people with higher levels of motivation tend to have a higher desire and energy to achieve goals.
ReplyDeleteThank you for your vsaluable comment Zameera and furthermore ,As Kalimullah (2010) suggested, a motivated employee has his/her goals aligned with those of the organization and directs his/her efforts in that direction. In addition, these organizations are more successful, as their employees continuously look for ways to improve their work.
DeleteGrate comtent madushani, Maslow’s Hierarchy of Need is one of the best theories that can be used for employee motivation. Haque & Islam(2014) states that Maslow’s theory lies in the fact that when one need is fulfilled, its strength diminishes and the strength of the next level increases he further states that one level of needs doesn’t have to be totally fulfilled before a person moves to the next level. They further states that the individual can be partly satisfied with one level and still seek for satisfaction at the next level
ReplyDeleteThank you for your valuable comment Liyanjalee And furthermore ,adding on to your discussion on Maslow's hierarchical needs, the priority order in which employees would rate their needs would differ across different organizations. For example, Lindner (1998) compares the findings on his own study with the research done by Kovach (1987) and Harpaz (1990) - the order in which the employees ranked their needs varied across the three studies, confirming the differences in employee priorities.
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Grate content madushani, Since achieving sustained high levels of performance through people is a concern for all organizations, paying close attention to how people can be motivated through methods like incentives and rewards—and, more importantly, the work they do and the organizational context in which they carry out that work—is essential (Armstrong, 2010). Without higher employee motivation and morale, the company runs the risk of losing valued personnel and will have a harder time luring top talent (Dessler, 2003).
ReplyDeletel agree with your comment Christeena and Thank you for the valuable comment and furthermore,though intrinsic motivation is considered themost optimal form of motivation and is associatedwith various benefits –including enjoyment, per-sistence, and psychological well-being (Deci andRyan 2008), extrinsic motivators are sometimesthought to be helpful to promote action for behav-iors that are not intrinsically interesting (e.g.,recycling, doing homework, obeying trafficlaws). In other words, the desire to entice or com-pel people to comply with standards of sociallydesirable behavior is sometimes at odds with thepreservation and promotion of individual auton-omy and intrinsic motivation. Mounting evidencesuggests,
DeleteAdding to the above content Madushani, Understanding what motivates employees and incorporating this knowledge into a reward system will assist the organization in identifying, recruiting, employing, training, and retaining a productive workforce. Employee motivation necessitates the collaboration of both managers and employees (Buford, 1993). Employees must be willing to share their motivations with managers, and managers must be willing to design reward systems that motivate employees (Shahzadi, et al., 2005).
ReplyDeleteThank You for your valuable comment Ameena ,and furthermore Honest communication is critical in establishing strong employee relationships. Management must be committed to communicating regularly and honestly with employees about the issues that impact their work. The more open organizations can be, the more likely they are to establish strong relationships that lead to increased loyalty and enhanced performance among employees. Communication is the human activity that links people together and creates relationship (Guffy .M,Rhodes .K & Rogin.P ,2005)
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