Employee Motivation

Managers’ most challenging job is getting people to do their best work, even in trying circumstances. (Nohria, et al., 2008), stated that “deciphering what motivates us as human beings is a centuries-old puzzle”. Motivated and satisfied employees will have a committed approach toward organizational objectives and in return, the organization will also have to show similar commitment toward employee expectations. The HR of the organization can achieve this by creating an inspiring work environment that promotes and addresses employee requirements for development (VARMA, 2017).

Most employees need the motivation to feel good about their jobs and perform preferably. Some employees are money motivated but some find recognition and rewards motivating them personally. Employee productivity directly impacts on Motivation levels within the workplace. Workers who are motivated and excited about their jobs are more productive and act with more responsibility to the best of their ability and as a result, this increases their productivity level (GANTA, 2014).

Employee motivation is not just to maintain the turnover but also there are other adverse effects of dissatisfaction like absenteeism, low performance, lower morale, low contribution to the team, less coordination, and less orientation towards organizational objectives that could affect the organization’s capacity to compete in the highly competitive business environment. Hence HR has to play a major role to create an organizational environment and promote organizational culture in order to achieve this (VARMA, 2017).

Motivation strategies (GANTA, 2014).

·         Positive reinforcement / high expectations
·         Effective discipline and punishment
·         Treating people fairly
·         Satisfying employee's needs
·         Setting work related goals
·         Restructuring jobs
·         Base rewards on job performance

Importance of motivation (Ball, 2012).

Motivation affects to achieving following organizational objectives:

• Unified direction of the group/Teams
• Higher level of effectiveness and efficiency
• Elevated organizational commitment
• Optimum use of resources
• Building a performance oriented environment (Creative & Innovative)
• Increases the organization's ability to face uncertain business challenges
• Employee retention and attraction for stable and continuous manpower supply

As per (Ball, 2012), There are a number of Motivational theories explaining similar aspects of motivation, some of them are as follows:

·         Maslow’s need hierarchy theory-

The theory explains five levels of need placed in a hierarchy. With the fulfillment of the earlier need, the need for the next level arises. There are exceptions to the theory that sometimes the need may not follow the hierarchy due to the unpredictable attitude and behavior of the human being.

·         Herzberg’s two-factor theory-

Also known as two factor theory, motivation factors, and hygiene factors. The theory states that there are certain factors in the organizational environment that if present will motivate the employees and certain factors if available may satisfy the employees but if not there do not lead to dissatisfaction.

·         ERG theory of motivation-

A modified version of Maslow’s theory of hierarchy of need proposed by Clayton. The theory divides needs into three categories: Existence, relatedness, and growth.

 

·         McClelland’s theory of needs-

The theory stresses that human behavior is affected by three needs: Power, Achievement, and Affiliation. 

Maslow – deficiency needs vs. growth needs

(Ball, 2012)

Maslow’s hierarchy of needs applied to work situations implies that managers or the organization have the responsibility, firstly, to make sure their employee's deficiency needs are met. This means, a safe environment and proper wages.  Secondly, it implies creating a proper climate in which employees can develop their fullest potential.  Failure to do so would theoretically increase employee frustration and could result in poorer performance, lower job satisfaction, and high employee turnover as they may leave the organization.  For example, in this theory job insecurity and the threat of layoffs, will prevent the employee from their higher growth needs. They might work harder to get security, but without fulfilling their other needs. If security doesn’t return they will fulfill their needs elsewhere(Agbenyegah, 2019).

References

Agbenyegah, G. K., 2019. Effect of Financial and Non- Financial Rewards on Employee Motivation in Financial Institution in Ghana. International Journal of Innovative Research and Development, 8(8), pp. 121-130.

Armstrong, M., 2012. ARMSTRONG'S HAND BOOK OF HUMAN ROSOURCE MANAGEMENT AND PRACTICE. 12th ed. London: KoganPage.

Ball, B., 2012. A summary of motivation theories. ACADEMIA Accelerating the world's research.

GANTA, V. C., 2014. MOTIVATION IN THE WORKPLACE TO IMPROVE THE EMPLOYEE PERFORMANCE. International Journal of Engineering Technology, Management and Applied Sciences, 2(6).

Lindner, J., 1998. Understanding employee motivation. Journal of extension, 36(3), pp. 1-8.

Nohria, N., Groysberg, B. & Lee, L.-E., 2008. Employee Motivation- A Powerful New Model. harvard business review.

POLISHCHUK, O., 2015. Causes of Demotivation and Features of Re-Motivation at Person’s Career. In Educatia in Societatea Contemporana. Aplicatii, Volume 13, pp. 21-32.

Ristic, M., Selakovic , M. & Qureshi , T., 2017. Employee motivation strategies and creation of supportive work environment in societies of post-socialist transformation. Polish journal of management studies, 15(2).

VARMA, D., 2017. IMPORTANCE OF EMPLOYEE MOTIVATION & JOB SATISFACTION FOR ORGANIZATIONAL PERFORMANCE. International Journal of Social Science & Interdisciplinary Research, 6(2), pp. 10-20.