BENEFITS OF EMPLOYEE MOTIVATION

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Motivated employees mainly  tend to highly productivity and work harder there for and it is important organization to implement different motivation factors to improve productivity  ( Dugguh ,2014).Employee qualification or capability cannot measure their performance idea that,  only Desire for work has to be implement  which help in improving  level of performance  increase productivity  and reduce  the cost of operation .This will improve the efficiency of employees ((Adi ,2000)

Also Increase for employee satisfaction  ,organization can provide incentive ,promotion  and opportunities. This will create good relationship with organization as a result .This will improve the efficiency of employees and organization can be increase the profit through increase productivity further employee motivation (Anka ,1988)

Many employees who return from sabbaticals report that they feel refreshed and rejuvenated and have a newfound passion for and commitment to their work .A properly planned and used sabbaticals can renew and reenergize employees .Also increased the trust between employee and organization and according to that through of annual trips, weekly Enjoyable time tables, travel or sickness leave can be motivated employees and get in to the highly productivity in the organization . Making them more productive than before .Sixty nine percent of respondents offering sabbaticals  stated than the opportunity  to refresh and recharge was one reason for allowing such leave ( Bardlord ,2001 cited in Carr .A.E,Tang .T.L.P,2005)

Zamer et. al., (2014) explain theoretically that motivation has important role in public or private companies. Motivation is categorized in two groups: monetary such as salaries, bonuses, wages; as well as non-monetary such as working condition, job status, job security, job enrichment. While employee’s performance is categorized in three dimensions; namely, job productivity, job quality, job accomplishment. The research finding in the beverage industry in Pakistan shows that motivation plays a vital role toward the performance of the employees (Zamer et. al., 2014). Based on Aworemi et. al., (2011) research finding of wide range of companies (education, hotels, retails, manufacturing, services, transportation) in Nigeria, they suggested that working condition, interesting work, and good pay are key factors to higher employee motivation.Motivation has long been known as very important factor for an organization because of following benefits: puts human resources into action; improves level of efficiency of employees; leads to achievement of organizational goals; builds friendly relationship; leads to stability of work force (Aworemi et. al., 2011). However, motivation has been taken for granted by many managers. According to Dugguh (2014) based on his research findings in cement manufacturing company in Nigeria show that low productivity occurs because poor employee motivation, and it implies that motivation has link to productivity since motivated employees are productive employees. This finding supports the earlier research on manufacturing companies by Olko (1977), Nwachukwu (2002), Okigbo (1991) and Nwarah (1991) that to enhance productivity needs to go through motivation and job satisfaction (Dugguh, 2014).Another evidence that workers of manufacturing firms in Nnewi, Nigeria show that they are poorly motivated, therefore low productivity, so tangible reward such as salary need to be increased via promotion, overtime allowance, and holiday with pay (Chuwuma & Okafor, 2014). Also finding by Muogbo (2013) that extrinsic motivation given to workers in an organization of manufacturing firms in Anambra State has a significant influence on the workers performance. Referring to research finding by Uzonna (2013) shows that employees’ motivated by position, cash rewards and more responsibility induce higher performance. Based on the above results, employees’ motivation have a prime role to improve the performance of the employees of manufacturing companies in Jakarta Indonesia.

 

List Of References

Adi .D.Y(2000),Motivation as a means of Effective  staff productivity in the public sector .A case study of Neigerian Immigration service.Borno state of Neigeria .Unpublished MPA Thesis.School university of Maiduragiri Neigeria .

Anka ,E.M.A(1988) Corporate objectives and self development .The specialist International Journal Of Institute of Management Specialist.

Aworemi ,Abdul –Azeez ,Durowoju (2011) ,An Empirical  Study of the Motivational Factors Of Employee In Neigeria,International Journal Of Economics and Finance Vol 3,No 5

Carr.A.E,Tang .T.L.P ,2005,SABBATICAL  AND EMPLOYEE MOTIVATION BENEFITS CONCERNS AND IMPLICATIONS :Journal Of Education For Business  (Online ) Available at JEB2005CarrTangSabbaticalsMotivation.pdf

Chukwuma ,E.M.& Okafor .O(2014) ,Effect of motivation on employee productivity :A study of manufacturing companes in Nnewi

Dugguh .S.I,(2014) ,Using motivation theories to enhance productivity in cement manufacturing companiesa in Neigeria :An overview .The Injternational Journol Of Social Sciencies 28th feb 2014 Vol 20 ,No 1

Muogbo .U.S( 2013) .The impact of employee motivation on organizational performance (A study  of some selected firms in Anambra State Nigeria .) The International journal of engineering and science ( IJES ) .Vol 2 issue 7 pp 70-80

Nwarh.J.U (1991) .Productivity Measurement and Improvement Lagos

Uzonna .U.R (2013) .The impact of the motivation on the employee’s performance: a case study of creditwest bank Cyprus .Journal of economics and international finance .Vol 5 August  2013.

 

 

 

Comments

  1. Thilini WijesundaraDecember 9, 2022 at 10:11 PM

    A good article on motivation is highlighted and discussed in the subject of organizational behavior which has a distinctive featuring of models and theories pertaining to motivation. The development and growth of employees are significantly focused. As for Maslow, Alderfer, McClelland, Hackman, and Hertzberg; the growth is a most influential and intrinsic motivator for individuals that exploit the potential of employees. It is found that an undeniable link exists among employee motivation and their satisfaction with the jobs and to organizational commitment (Basset-Jones and Lloyd, 2005;).

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    1. W.A.Nimesha MadushaniDecember 13, 2022 at 9:32 PM

      Commeiras et al. (2013) point out that traineeship is continuing to grow. In business, context training basically refers to action of teaching employees and providing proper knowledge and skills to make themselves job fit as well as organization fit. Training teaches employees how to work and enhance their skills, hence motivate them to achieve the common goal of organization as well as of employee. In the today’s competitive world, every organization wants to achieve competitive edge over their competitors and be impossible to achieve without employee involvement, which forces management to motivate their employees by different means

      Delete
  2. ALM.AmeenDecember 10, 2022 at 12:30 AM

    Good Article, One of the most important aspects of any organization is its human resources (Sherif, et al., 2014) The contribution of human resources controls and holds major activities carried out in the organization (Sherif, et al., 2014) It plays an important role in the development of the organization (Sherif, et al., 2014)

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    1. W.A.Nimesha MadushaniDecember 13, 2022 at 9:33 PM

      As summarized by Park (2010), monetary incentive acts as a stimulus for greater action and inculcates zeal and enthusiasm toward work, it helps an employee in recognition of achievement. Likewise, Beretti et al. (2013) discussed that monetary incentives used to build a positive environment and maintain a job interest, which is consistent among the employee and offer a spur or zeal in the employees for better performance. For reason, monetary incentive motivate employees and enhance commitment in work performance, and psychologically satisfy a person and leads to job satisfaction, and shape the behavior or outlook of subordinate toward work in the organization

      Delete
  3. VisithagDecember 10, 2022 at 6:12 AM

    Furthermore, the Organization's core potential lies in its motivated and satisfied employees who consistently contribute towards the organization's goals and objectives. An effective HRM system could be a great deal of assistance in keeping employee morale high (Kumar and Garg, 2011).

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    Replies
    1. W.A.Nimesha MadushaniDecember 13, 2022 at 9:34 PM

      If we talk the motivation dimension that enhances organization performance, training used to enhance the skills, efficiency, and knowledge of employees for doing a particular job during their earlier career stage because it familiarizes them with the organizations goals, rules, and regulations and the working conditions in one hand since updates and amendments take place in technology, purchasing a new equipment, changes in technique of production, and computer impartment. The employees are trained for use of new equipments and work methods. Training molds the thinking of employees and leads to quality performance of employees. Supervisors believe that older workers are less motivated to learn, less flexible, and do not want to take part in training programs. So, companies do not invest in training or development opportunities for older people. In turn, older workers become less self-confident due to the lack of support in terms of training and their skills rapidly become outdated (Maurer 2001; Van Vianen et al. 2011)

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  4. SHAZLINSAHARDecember 14, 2022 at 3:34 AM

    This comment has been removed by the author.

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  5. SHAZLINSAHARDecember 14, 2022 at 3:37 AM

    Good Post Nimesha, Organizations must support employee initiative and involvement as doing so will encourage leadership development at all levels. Formal authority is not a requirement for leadership positions; rather, initiative and invention are. If given the chance, workers at all levels can decide to take on a leadership role, which aids in motivating and influencing other workers (Jeffrey L. Herman et al, 2011).

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