DEFINITION OF EMPLOYEE MOTIVATON
DEFINITION OF
EMPLOYEE MOTIVATION
Motivation
too has many different definitions, but it is important to focus on those that
are related to the workplace. Understanding exactly what motivation is will
help managers decide what actions to take to encourage their employees.
According to Hughes .C,2012 the definition of motivation starts with the root
word ,motive .Through the Webster’s dictionary defines motive as
,something that causes a person to act .(Hughes .C,2012 ,p 6)
The
Motivation is concerned with the strength and direction of behavior and the
factors that influence people to behave in certain ways .The motivation can
refer variously to the goals of individuals have the ways in which individuals
choose their goals and the way of which others try to change of their behavior
( Armstrong ,2009).According to Arnold et al (1991) the three components of
motivation Direction ,Effort and persistence .The direction is what a
person trying to do. That is motivating other people is about getting them to
move in the direction you want them to go in order to achieve a
result .Also the self motivation is about the setting of direction
independently .for achieve the goal or result .Describing of the effort is how
hard a person is trying .The persistence is how long a person keep on
trying .
Motivation has
different definition in different research filed. In organizational behavior,
motivation mainly refers to the psychological process of stimulating people’s
motivation. By stimulating and encouraging, people can create an internal
driving force and make them move towards the desired goal. Its the power that
drives people to act.(Yuping w,2018,p 207)
Islam, R. and
Ismail, A.Z.H. (2008). Demographic factors like gender, race, education, etc.
were found to have imIn order to Islam, R. and Ismail, A.Z.H. (2008).
Demographic factors like gender, race, education, etc. were found to have
impact on the ranking of theFactors. that cause the arousal, direction, and
persistence of voluntary activities that are goal
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 27th of November 2022]
Hughes .C (2012) A STUDY OF MOTIVATION HOW TO GET YOUR EMPLOYEES MOVING
Islam, R. and Ismail, A.Z.H. (2008). Employee motivation: a Malaysian perspective. International Journal of Commerce and Management, 18(4), pp.344-362.
Yuping .W(2018) A LITERATURE REVIEW OF EMPLOYEE MOTIVATION [online ].Avaliable at :https://www.globaltrendsacademy.com/ICGET2018/MANAGEMENT%20AND%20SOCIAL%20SCIENCE/A%20Literature%20Review%20of%20Employee%20Motivation.pdf[Accesed on 27th of November 2022]
Agreed with the content. In addition, one strategy for increasing employee motivation has been to see "add-ins" to a person's employment as the main drivers of performance improvement. The belief that happy employees are motivated employees has led businesses to use countless combinations of employee benefits, including health care, life insurance, profit sharing, employee stock ownership plans, exercise facilities, subsidized meal plans, child care availability, company cars, and more (Gabriel, 2022).
ReplyDeleteThank You for the your valuable comments Prabuddha and further more motivation can be increased through the job satisfaction The Range of Affect Theory model introduced by Locke (2000) was another interesting model related with job satisfaction. According to the model, job satisfaction was determined by the discrepancy what one has in a job and what one wants in a job. Job satisfaction is kind of a measurement how happy employees are with their job and working environment.
DeleteAs explained by (Maartje PAAIS, 2020) ,Motivation is the force that allows a person to act in the direction of a specific goal. This motivation is similar to defining outcomes such as productivity, performance, and perseverance.
ReplyDeleteThank you for the valuable comment Upul .Furthermore,Also, Motivation is defined as "some kind of internal drive which pushes someone to do things in
Deleteorder to achieve something" (Harmer, 2001)
Motivation is an encouragement given to an employee through various methods as specified in the blog.motivation helps to bring out the hidden creativity in their work life and helps to attain a self confidence which will result in good outcome for the company
ReplyDeleteAgree with you Udaya and thank yiou for your valuable comments and, furthermore Different kinds of theories have been explained on employee motivational theories. It is ideal to consider about the practical importance of these theories in the modern business environment. Motivation is identified as a key force in deciding better performance at organizations (Pinder, 2008).
DeleteAgreed on the above content Nimesha, (Borrington & Stimpson, 2013) the reason why employees want to work hard and work effectively for a business is because of motivation. A person must be internally motivated, whether we refer to it as a need or a drive, motivation is a state of being inside of us that yearns for a change, either in the environment or in the self. When we draw from this source of power, motivation gives us the drive and direction we need to interact with the environment in a way that is adaptable, open-ended, and problem-solving. (Reeve, 2015)
ReplyDeleteTotally agree with you Tharaka and thanking for sharing your valuable comment.Furthermore, Bartol and Martin (1998) consider 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.
DeleteGreat Article Nimesha. Agreed with the content, Additional research shows that receiving awards from the organization has no impact on an employee's conduct when it comes to knowledge sharing among coworkers. However, those that are internally motivated are more likely to share their knowledge, outlook, and intentions in an effort to enhance the working environment (Lin, 2007).
ReplyDeleteThanking for your valuable comment Dehara. Accroding to (Lin 2007) it will be true Even though, According to Armstrong ,2009 intrinsic and extrinsic motivation directly affect behavior of the employee
DeleteGood content Nimesha. Similerly many renowned scholars have done a significant amount of work on motivation and one such renowned scholar is Frederick Herzberg (1959) who defined employee motivation as performing a work-related action because the individual wants to do so, rather then being coerced to do so. Furthermore, Kreitner (1995) established that motivation is a psychological process which gives behavior, purpose and direction to an individual.
ReplyDeleteThanking for your valuable comments and furthermore Motivational theories deal with and attempt to explain what instigates, directs, and maintains persistence in behavior. Many fields in psychology are concerned with motivation, and its study is approached from various perspectives, including the biological/physiological, the behavioral, the cognitive, and that based on a need hierarchy.(Donarld W.Pfaff,1982)
DeleteHi Nimesha , Good content. also, employee motivation is generally known to be an inclination that exists in an individual either consciously or unconsciously, which requires them to act to achieve their goals. The energy of motivation can drive any job faster and easier. Motivation can be considered a vital stimulator that can influence human behavior. Every person has different behavior or attitude, thus, in the middle of this diversity, organization should form practices that will be able to satisfy not only individual but also the group of people (Varma, 2017)
ReplyDeleteDefinitely True your comment Nirosha and thank you for your valuable comment and ,furthermore Agreed, Also The most widely accepted theory of job satisfaction was proposed by Locke (1976), who defined job satisfaction as “a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences”. As per Bernstein & Nash (2008) Job satisfaction has emotional, cognitive, and behavioral components.
DeleteGreat content Nimesha,It is self-evident that organizational communication is critical to employee motivation and performance, especially as modern organizations face the new reality of tighter staffing, increased workloads, longer hours, and a greater emphasis on performance, risk-taking, and flexibility. Employee communications are critical in the management effort to reorient employees who are confused by changes or to inform and motivate those who adapt more easily. There is a specialized requirement for effective communication as a result of managing an organization's employee relations within this general need to communicate (Rajhans, 2012).
ReplyDeleteThank you for your valuable comment Safiya and furthermore,ommunication is a basic human function that is indispensable in the smooth running of an organisation, therefore the effectiveness of organisational communication has to be maintained in order to ensure overall good performance. Organisational communication covers the exchange of information, ideas and views within and without an organisation (Locker & Kaczmarek, 2010)
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