FACTORS AFFECTING EMPLOYEE MOTIVATION

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 Mainly, Employee’s motivation is affected by many different factors which can be categorized into 3 groups

1: Human-related factors. They are intrinsic factors that energize a person to do something, examples: one’s benefit, personal goal, personal attitude, the ability of a person, experience.

 2: External factors influencing an employee, examples: company’s culture, human resources policies.

3: Work nature-related factors are the main elements that determine the worker’s salary in an organization, such as job stability and autonomy, level of the discrepancy of a task, responsibility, task complexity and work’s attraction.

 Another model that explains how motivation can be achieved is by understanding the individual’s level of needs through the Maslow’s hierarchy of needs. Based on this model, five-level pyramid of needs exists within a person: Physiological needs: these needs are often called physical or biological needs to survive for human beings and these include food, water, shelter, air, clothing, warmth, etc.( Doan .H. L ,Revenio .J,Perfecto Aquino,2021)

 Any body person’s the main motivation factor is money  no other benefits come even close it .all employer need to earn good salary  (Sara et al ,2004)

There is a widespread contemporary view that the key to more effectively motivating individual public sector employees to perform is individual performance incentives,and that, conversely, the biggest motivational problem in the “traditional” employment    .  By which term is meant, , all material rewards and sanctions applied to individuals including salary, remuneration in kind, promotional (career) rewards and the threat of dismissal.(Leete .L ,2000)

There is a large body of literature, including research literature, on rewards and recognition programmes. Many of the studies focus on the effects of rewards on task interest and performance and are found in the literature concerned with motivation  (Ali and Ahmed, 2009)

 

 

 

 

 

 

 

 

List Of References

Ali, R.,Ahmed, M.S.,(2009).T,The Impact Of Reward And Recognition Programs On Employee’s Motivation And Satisfaction: An Empirical Study. International Review of Business Research Papers Vol. 5 No. 4 June 2009 Pp.270-279[online ]:Available at www.researchgate.net/publication/242422190_The_Impact_Of_Reward_And_Recognition_Programs_On_Employee's_Motivation_And_Satisfacfaction [ Accessed on 06th of December 2022]

 

Doan .H. L ,Revenio .J,Perfecto Aquino(2021) ,FACTORS AFFECTION EMPLOYEE MOTIVATION [online ] Avalible at : https://www.researchgate.net/publication/346569818[ Accessed on 03th of December 2022]

Gagne .M & Deci .E.L (2005) self determination theory and work motivation .Journal of organizational behavior

 

Letee.L(2000),Wage equity and employee motivation in non profit and for profit organizations..Journal Of Behavior & Organization,43 94) Pp 423-446.

 

McLeod S.A.(2020 )Maslow’s hierarchy needs ,Simply psychology [online ] Available at :https://www.simplypsychology.org/maslow.html

 

Sara .P(2004),Learning and Skills for sustainable development :Developing a sustainability literate society :Forum for the future .

 


Comments

  1. Jeyarajasingam IyngararajDecember 5, 2022 at 9:41 PM

    Employees expectation on rewards always very high , recognizing employees performance and development is one of the key function of the managers. This can make the difference between good performance and great or exceptional performance (Kressler, 2004).

    ReplyDelete
    Replies
    1. W.A.Nimesha MadushaniDecember 13, 2022 at 9:42 PM

      Organizations try their best to maintain a balance between employee commitment & performance of the organization. Every organization have come up with its rewards & recognition policies which helps the employee to boost their morale & keeping them passionate & their self esteem higher. Oosthuizen (2001) stated that it is duty of managers to motivate the employees successfully and influence their behavior to achieve greater organizational efficiency. La Motta (1995) is of the view that performance at job is the result of ability and motivation

      Delete
  2. Miyuru MadushanDecember 8, 2022 at 8:35 AM

    Good article Nimasha. Furthermore, communication skills, crisis management, interpersonal relations, decision-making, conflict management, error management, risk-taking, reward management, trust, supervision, and guidance affected the motivational climate in the workplace from the perspective of the employees. According to the research, involving employees in decision-making will increase their motivation (Vioasami et al.,2001).

    ReplyDelete
    Replies
    1. W.A.Nimesha MadushaniDecember 13, 2022 at 9:44 PM

      In (2012), Jung and Kim stated that good work environment and good work conditions can increase employee job satisfaction and an employee organizational commitment. So the employees will try to give their best which can increase the employee work performance. Similarly, Cheng et al. (2013) concluded that there were evidences of moderating effects of age on the associations between psychosocial work conditions and health. Now the importance and the need of working condition is so describing or defining the physical environment by identifying those elements or dimensions of the physical environment. Employees having poor working conditions will only provoke negative performance, since their jobs are mentally and physically demanding, they need good working conditions

      Delete
  3. Nilusha WanasingheDecember 9, 2022 at 12:18 AM

    Well descriptive blog post Nimesha. Furthermore, Franco (2004) examined factors affecting employees’ health and concluded that the feeling of proud, efficiency, honesty in management, and job security are among the most important motivational factors. Similarly, factors such as financial and nonfinancial rewards were also found to be significant in this regarf. In another study done by Timreck (2002), participants considered factors such as the feeling of success, recognition, responsibility, and getting promotion as important motivational factors while feeling guity and threat were seen as negative factors.

    ReplyDelete
    Replies
    1. W.A.Nimesha MadushaniDecember 13, 2022 at 9:45 PM

      A study by Mahazril et al. (2012) organizations had the duty to appreciate the employee from time to time and offer other form of benefits such as payment, which will help in employee motivation. Likewise, Kingira and Mescib (2010) define appreciation as the abstract of immaterial incentives; “employees giving immaterial incentives (appreciation, respect etc.) as much as materiel incentives with working department” shows employees do not agree with this behavioral statement. With this result, it can be stated that employees being employed in different parts can take their different opinions at different levels. Among the variable of responsibility and being appreciated, it is understood that “success of employers always be appreciated with education.” The more effective quality and practicality of education employees had, the more contribution they will have to businesses

      Delete

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