“Motivation” is
derived from the word Motive in the English language which is
defined as a need that requires satisfaction (Reuben,
2017). In other word Motivation is nothing but the Internal
and external factors that stimulate desire and energy in people to be
continually interested and committed to a job, role or subject, or to make an
effort to attain a goal. According to Ryan and Deci (2000), Motivation is the
person is moved to a particular act and further described motivation as concern
of underlying attitudes and goals that give rise to action.
In
general there are two types of Motivations (Pintrich, 2003).
·
Intrinsic Motivation - An Individual’s Motivation inspires within
himself or herself
·
Extrinsic Motivation - An Individual’s Motivation inspired by
Others or Events
Theories of Motivation
There are some theories
which explain the Motivation in workplace and developed by scientists by
studying the Motivation for decades and accepted by the society. Those can be
listed as follows.
Maslow’s Hierarchy of Needs (Abraham Maslow)
By this theorem probably the
best known conceptualization of human needs in organizations has been proposed.
According to Maslow if people grew in an environment in which their needs are
not met, they will be unlikely to function as healthy individuals or
well-adjusted individuals.
Maslow’s Hierarchy can be
explained by the Triangle of Needs (Avneet, 2013).
Figure 1: Maslow's Hierarchy Triangle
Figure 1: Maslow's Hierarchy Triangle
(Source - Avneet, 2013)
Every person starts at the
bottom of the pyramid and works to achieve the goals of the next layer working
to the top sector. One is not able to move on to the next level of the pyramid
until the needs of the first level are met (Abraham, 2000).
Explanation of Each Level
Physiological Needs - These are the most
basic needs like Air, Food, Drink, Shelter, Warmth and Sex (Sultan, 2004).
Organizations must provide employees a salary which enable them to acquire good
living conditions while providing these basic needs which can be provided at
the working space as well.
Safety Needs - These are activated
when Physiological Needs are met. Secure working space without any harm or
threat is what Maslow highlighted here (Onah, 2015).
Love or Belonging Needs - These are the Social
Needs. When physiological needs and safety needs are, by and large, taken care
of, then People are looking for their beloved ones needs. (E.g. Parent’s,
Siblings’, Partner’s). In our day-to-day life, we exhibit these needs in our
desires to marry, have a family, be a part of a community, a member of a
church, a brother in the fraternity, a part of a gang or a bowling club. It is
also a part of what we look for in a career. To meet these needs modern companies,
organize many events like Picnics, Family Days, Charity Works to uplift
employee’s social life. This can be narrated down as Need for love and to be
part of a Group -Family Group, Peer Group, Friendship Group (Onah, 2015).
Esteem Needs - Known as Esteem and
Prestige Needs or Ego Needs and can be listed as Self-Respect, Approval from
Others, Need for Self Worth, Status, Recognition, Reputation, Admiration, Strong
Confidence (Aruma and Hanachor, 2017). In modern Companies We can find Awards,
Rewards, Banquets and Appraisals to fulfil these needs of their employees.
Self-Actualization - The highest level of
the triangle and it is named as Being Needs. Fullest of all potential and
become a valuable resource as a human is the referred.
Maslow described
self-actualization as a person's need to be and do that which the person was
"born to do". These needs make themselves felt in signs of
restlessness (Nyameh, 2013).
CCL,
a leading finance company in Sri Lanka is providing all the necessary
physiological needs to its employees to make a better working space while
providing good salaries and fringe benefits. These benefits help CCL employees
to fulfil their Security needs and Belonging needs. Appraisals are taken place
to Recognise Achievements of CCL employees and hence Salary Increments, Rewards
and other fringe benefits will be given. Therefore, Esteem Needs of CCL
employees are fulfilled.
Herzberg’s Two-Factor Theory (Frederick
Herzberg)
This is known as the Motivation-Hygiene Theory as well. According
to this theory factors that lead to job satisfaction are different and separate
to those that may lead to job dissatisfaction (Ramlall, 2004).
Herzberg
labelled as motivators or job content factors and hygiene factors or job
context. Motivators or job content factors were those that focused on work.
These included Achievement, Work itself, Advancement, Recognition,
Responsibility and Growth (Nancy, 2007). Likewise, hygiene factors or job
context are defined as factors that are related to job dissatisfaction.
Examples of hygiene factors include the Company Policies, Salary, Co-worker
Relations and Supervisory Styles (Ramlall, 2004) along with Status, Job
Security, Working Conditions and Personal Life. The organization may have
control over many of these factors, but some of them they do not, such as
personal life or interpersonal relationships. These job content factors are
intrinsic and job context factors are largely resulted from extrinsic (Ramlall,
2004).
Figure 2: Motivators and Hygiene Factors
Figure 2: Motivators and Hygiene Factors
(Source - Ramlall, 2004)
In CCL; a leading finance company in Sri Lanka
there is a system to avoid or minimize hygiene factors while increase the
motivators. A value based culture which includes 5 values (Loving & Caring,
Integrity & Trust, Learning & Development, Think Win-Win, Synergy &
Team Work) helps to minimize or avoid hygiene factors and those value based 360
appraisals will be taken place every quarter to evaluate how much CCL employees
are living on those values and fringe benefits are also based on these
appraisals.
For
an example Loving & Caring helps to maximize interpersonal relationships
and hence Hygiene Factors like Co-Worker Relations, Supervisory Styles will be
minimized. Learning & Development will be a key to increase Motivator
Factors like Achievement, Growth and Advancement.
Four - Drive Theory
Four-Drive
Theory is an Employee Motivation Theory that is based on the innate drives to
Acquire, Bond, Lean and Defend and that combines emotions and rationality (Paul
and Nitin, 2002).
Figure 3: Four - Drive Theory
Figure 3: Four - Drive Theory
(Source - Paul and Nitin, 2002)
Drive to Acquire
This is the drive to control
and retain objects and personal experiences, it applies to physical goods like
clothing, housing and money as well as experiences like travel and
entertainment (Paul and Nitin, 2002).
Drive to Bond
This is to form Social
Connections and develop mutual commitments with society. Feel proud of
belonging to the company will boost employees’ motivation (Paul and Nitin,
2002).
Drive to Learn
This is the drive to satisfy
our custody, to understand ourselves and society. Employees are motivated by
tasks that challenge them and enable them to learn (Paul and Nitin, 2002).
Drive to Defend
This is to protect
ourselves, our family, our property, our beliefs against external danger. It’s
about feeling of security, confidence and people’s resistance to change (Paul
and Nitin, 2002).
A leading finance company in Sri Lanka;
CCL levers to use is a reward system such as differentiate good performers and
tie rewards to performance while uses CCL culture to increase mutual reliance
among co-workers and value teamwork. Also the Learning & Development drives
CCL employees to learn new things. CCL conducts a 360-degree appraisal per
quarter and resource-allocation processes to enhance transparency of all the
Performance Management and Resource Allocation.
Conclusion
As per explained earlier there are various actions taken by modern
companies to encourage and motivate their employees. The benefits are vice
versa because company and the employees as well get the benefit of
“Motivation”.
I have listed few of actions
taken by modern company to motivate their employees.
Various Activities, Work
Shops and Training Programs - Personality Building, Confidence gaining,
Leadership, Skill Enhancements and Team Building
Performance based
Remuneration and Bonus
Work Life Balance - QWL
Strategies, Cultural Developments
Awards and Recognition -
Annual Awards, Appraisals, Increments
Making Office Environment
more advance - Including a library, Gym, Theatre
And other uncommon
facilities
Benefiting employees to make
them proud about their jobs - Insurance Policies, Vouchers, Employee Loans
List of References
Abraham, H.M. (2000) The Maslow Business Reader. D.C.
Stephens ed. New York, John
Wiley & Sons.
Aruma, E.O. and Hanachor, M.
E. (2017) Abraham Maslow’s Hirarchy of Needs and Assessment of Needs in
Community Development. International Journal of Development and Economic
Sustainability, 5(7), pp. 15-27.
Avneet, K. (2013) Maslow’s
Need Hierarchy Theory: Applications and Criticisms. Global Journal of Management and Business Studies, 3(10), pp. 1061-1064.
Nancy H.S, (2007) Management
and Motivation. Mississauga, Jones and Barlett Publishers, pp. 23-35.
Nyameh, J. (2013)
Application of the Maslow’s hierarchy of need theory; impacts and implications
on organizational culture, human resource and employee’s performance. International
Journal of Business and Management Invention, 2(3), pp. 39-45.
Onah, F. O. (2015) Human
Resource Management. 4th ed. Enugu, John Jacob’s
Classic Publisher Ltd.
Paul, R.L. and Nitin, N. (2002) Driven: How Human Nature Shapes Our Choices, San Francisco, John Wiley & Sons. Inc.
Paul, R.L. and Nitin, N. (2002) Driven: How Human Nature Shapes Our Choices, San Francisco, John Wiley & Sons. Inc.
Pintrich, P. R. (2003) A
motivational science perspective on the role of student motivation in learning
and teaching contexts. Journal of Educational Psychology, 95(4), pp. 667-686.
Ramlall, S. (2004) A Review
of Employee Motivation Theories and Their Implications for Employee Retention
within Organizations. Journal of American
Academy of Business, pp. 52-63.
Reuben, M.B. (2017) Theories of Motivation and Their Application in Organizations: A Risk Analysis, International Journal of Innovation and Economic Development, 3(3), pp. 44-51.
Reuben, M.B. (2017) Theories of Motivation and Their Application in Organizations: A Risk Analysis, International Journal of Innovation and Economic Development, 3(3), pp. 44-51.
Ryan, R. and Deci, E.L.
(2000) Intrinsic and Extrinsic Motivations: Classic Definitions and New
Directions. Contemporary Educational
Psychology, 25(1), pp. 54-67.
Sultan, K. (2004) Gurus
on Managing People. London, Thorogood Publishing Ltd, pp. 26-34.
According to Employee Motivation, it plays a vital role in any organization for its long term growth and stability, which has a direct link with the performance of the employees. Employee motivation and performance are essential or critical tools for the success of any organization in the long run in this competitive and volatile environment (Dobre, 2013).
ReplyDeleteBased on numerous studies done, it is evident that there is a positive relationship between employee motivation and organizational effectiveness (Dobre, 2013).
Motivation is the force that energises, directs and sustains behaviour. It provides the personal and dynamic element in the concept of engagement. High performance is achieved by well-motivated people who are prepared to exercise discretionary effort (Armstrong, 2010).
In addition to your comment, here some of the activities global companies have taken place.
DeleteOrganizations in this dynamic globalized world are continuously trying to develop and motivate their employees to help achieve enhanced performance with various Human Resource applications and practices. Reward management system is the highly used practice for the enterprises to achieve the desired goals (Güngör, 2011). According to Barber and Bertz (2000), Reward management system helps the organizations to attract, capture, retain and motivate employees with high potential and in return get high levels of performance. Reward management system consists of both extrinsic and intrinsic rewards; where former involves financial rewards (salary, bonus etc) and the later includes non-financial rewards like recognition, security, title, promotion, appreciation, praise, decision making involvement, flexible working hours, workplace comfort ability, feedback, work design, social rights etc (Yang, 2008).
Many organizations have adapted the teachings of theories like Mayo, McGregor to create a motivated employee force. A motivated employee force would benefit the company by lowering the unit cost, high productivity, maintaining quality. The motivation is simply the work harder to accomplish the organizational goals effectively and efficiently by its workforce. Only a motivated workforce will be able to bring the organization to a successful position in the today’s dynamic competitive market environment.
ReplyDeleteAt one time, employees were considered just another input into the production of goods and services. What perhaps changed this way of thinking about employees was research, referred to as the Hawthorne Studies, conducted by Elton Mayo from 1924 to 1932 (Dickson, 1973). This study found employees are not motivated solely by money and employee behaviour is linked to their attitudes (Dickson, 1973). The Hawthorne Studies began the human relations approach to management, whereby the needs and motivation of employees become the primary focus of managers (Bedeian, 1993).
DeleteMany organizations have adapted the teachings of theories like Mayo, McGregor to create a motivated employee force. A motivated employee force would benefit the company by lowering the unit cost, high productivity, maintaining quality. The motivation merely the work harder to accomplish the company goals effectively and with efficiency by its work force. Only a motivated work force is able to bring the organization to a successful position within the today’s dynamic competitive market atmosphere (Martin, Larry 1986).
DeleteWith regard to your Herzberg two-factor theory, two groups of factors affect job satisfaction. First group of people are those intrinsic to the work itself and the second group who are those extrinsic to the job such as pay and working conditions. However, this The research methodology has been strongly criticized stating that it does not support the existence of two factors and the underpinning assumption that everyone has the same needs is invalid. But it has influenced approaches to job design (job enrichment) and it supports the proposition that reward systems should provide for both financial and non-financial rewards(Armstrong & Taylor, 2014).
ReplyDeleteTwo-Factor Theory is closely related to Maslow's hierarchy of needs but it introduced more factors to measure how individuals are motivated in the workplace. This theory argued that meeting the lower-level needs (extrinsic or hygiene factors) of individuals would not motivate them to exert effort, but would only prevent them from being dissatisfied. In order to motivate employees, higher-level needs (intrinsic or motivation factors) must be supplied. The implication for organizations to use this theory is that meeting employees’ extrinsic or hygiene factors will only prevent employees from becoming actively dissatisfied but will not motivate them to contribute additional effort toward better performance. To motivate employees, organizations should focus on supplying intrinsic or motivation factors (Robbins, 2009).
DeleteA motivated and qualified workforce is essential for any company that wants to increase productivity and customer satisfaction. In this context, motivation means the willingness of an individual to do efforts and take action towards organizational goals. The challenge for any manager is to find the means to create and sustain employee motivation. On one hand, managers should focus on reducing job dissatisfaction (working conditions, salary, supervision, relationship with colleagues), while on the other hand should use motivating factors such as achievement, recognition, responsibility and the work itself (Dobre, 20013).
ReplyDeleteKalimullah (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. Getting the employees to reach their full potential at work under stressful conditions is a tough challenge, but this can be achieved by motivating them.
Bartol and Martin (1998) describe motivation as a power that strengthens behavior, gives route to behavior, and triggers the tendency to continue (Farhad et al, 2011). This explanation identifies that in order to attain assured targets; individuals must be satisfactorily energetic and be clear about their destinations. In view of Bedeian,
Delete(1993) it is an internal drives to satisfy an unsatisfied need and the will to accomplish. Motivation is a procedure that initiates through a physiological or psychological want that stimulates a performance that is intended at an objective. It is the concluding product of interface among personality behavior and organizational distinctiveness (IRCO). It symbolizes those psychological procedures that foundations the stimulation, route, and determination of deliberate actions that are target oriented (Farhad et al, 2011). Also motivation is a progression of moving and supporting goal-directed behavior (Chowdhury.M.S, 2007). It is an internal strength that drives individuals to pull off personal and organizational goals (Reena et al, 2009).
In addition, to your modern company’s actions to motivate employees I have gathered some interesting ways of modern motivation concepts for further reading.
ReplyDelete• Innovation Time Off – Atlassian have ShipIt days where staff are given 24 hours to develop any project of their choosing, as long as it’s related to the products of the company. The goal is to create something that they can present at the end. Hackathon is something similar concept to IT industries in general.
• Daimler’s Mail on Holiday – It is automatically deletes all incoming emails and notifies sender that their messages have not been received when staff are on holiday. 100,000 German Employees have already enjoying this benefit.
• A number of companies like, Netflix and Virgin, offer their employees an unlimited holiday allowance. The concept is also sometimes referred to as “ trust breaks” or “zero allocation policy”.
As compared to financial resources, human resources have the capability to create competitive advantage for their organizations. Generally speaking, employee performance depends on a large number of factors, such as motivation, appraisals, job satisfaction, training and development and so on, but this paper focuses only on employee motivation, as it has been shown to influence to a significant degree the organizational performance. 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. Getting the employees to reach their full potential at work under stressful conditions is a tough challenge, but this can be achieved by motivating them.
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ReplyDeleteSatisfied employees play key role in structuring well performed successful organization while unsatisfied employee want to quit their job and this gain suffer to company by losing all previous investments put into that employee (Borcherding and Oglesby, 1977;Dessler, 2015).
ReplyDeleteHence organizational management need to realize the importance of the human factor. Organizations can protect employee better performance by development of good motivational systems which help organizations to increase their competitive ability and profitability (Stern, 2003).
Here you explain motivation as a business aspect by using three theories of motivation. These theories explain advice on factors and strategies to motivate employee for observe good performance from employee (Kwasi & George, 2011).
Every employee is different and has different needs. They have numerous attitudes and feelings are expressed through behavior. Hence it is important have a balance application of various motivational factors according to employees’ perceptions (Amra & Senad, 2018).
Motivation is defined as all internal and external driving forces that makes the
Deleteindividual to perform an activity, what determines the limits and forms of activity and
which give it its activities oriented towards achieving certain goals [Duică, 2008]. The
question is whether the motivation really has an influence on people's performance at
work. Research shows that indeed there is a relationship between motivation and
performance [Deci & Gagne, 2005]
Motivation is need factor to enhance organization growth rapidly.
ReplyDeleteMotivation is literally the desire to act and move toward a goal. It's the difference between waking up before dawn to pound the pavement and lazing around the house all day. It's the crucial element in setting and attaining one's objectives—and research shows you can influence your own levels of motivation and self-control. Motivation might be extrinsic, whereby a person is inspired by outside forces—other people or things that transpire. Motivation might be intrinsic, whereby the inspiration comes from within a person. High achievers, who have outsized stores of motivation, readily feed their needs of a meaningful life. The needs encompass physiological requirements, social connection, ego, and fulfillment. Physiological needs—sustenance, shelter, safety, physical health—are most important. Also crucial is the need for social connection and acceptance. Ego is another area that requires attention, an individual must have confidence, status, recognition, and respect. And the last is fulfillment, whereby the individual realizes his potential and deepest desires. Motivation plays a big part in every one of these areas.
(Psychology Today,January 2019)
The job of a manager is to get things done by employees, the management of people is an integral part of the management process (Tella et al., 2007). To do this, the manager should be able to motivate employees adequately (Geomani, 2012). Organizations want to use maximum potential of their human resources, to stay in the competition and to survive, great organizations are built on the inherent value of their human resources, and the motivation and commitment of its employees (Mohsen et al., 2004).
DeleteWhen consider modern business environment the staff is the most important factor in productivity and in achieving competitive advantage (Alexandru&Nicoleta, 2015).At the present time Science, knowledge and ability, creativity and intellect of the people are consider as forces of production (Klaus, 2016). Modern business world tend to be very complex with these new competitive factors. When consider human aspect it is very important have a knowledge about employee motivation. But "The question of what motivates workers to perform effectively is not an easy one to answer"(Kwasi& George, 2011).
ReplyDeleteAs you mentioned, a motive is something, which impels a person to act, a reason for behavior. I think mangers need to effectively blend the factors well to suit the special needs of their employees in term of motivating them. Here, they must have a good capability to select motivation factors which are appropriate for own organizational context.
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.
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ReplyDeleteDear Tharindu , You have relate your own organization with practical examples how the 3 motivation theories discussed in your blog can be applied to an organization . Further in your conclusion you have elaborated how modern organization can motivate their employees through training and development programs. Training affects employees’ behaviour and their working skills which results into employees enhanced performance as well as constructive changes (Satterfield and Hughes, 2007). According to Hutchings et al, (2009) Training is the most effective way of motivating and retaining high quality in human resources within an organization.
ReplyDeleteIn order to make employees satisfied and committed to their jobs, effective motivation at the various levels in the organization is strongly needed (Tella et al., 2007). Mohsen et al. (2004) suppose, that employee motivation and commitment is very important for an organization’s success.
DeleteAs you discussed about theories and factors affecting for employee motivation, further we can discuss that over with following points.
ReplyDeleteJob privacy and better packages of benefits and rewards on employee attainment of tasks are relatively important to gain motivation of employees (Shruthi, 2009). This statement has been further supported by Morris (2009), saying that employees tend to increase their work effort in order to achieve rewards. In addition, employee motivation influences incremental creativity and radical creativity. Intrinsic motivation had greater impact on radical creativity, whereas extrinsic motivation had greater impact on incremental creativity (Madjar and Gilson, 2008). Importantly, Luthan (1998) mentioned that motivation should not be considered as the only interpretation of behavior, as it acts in a mixture of other external factors and surroundings.
Exactly. Motivated and committed employees with high levels of job involvement are considered as an important asset to an organization (Denton, 1987). Denton (1987) argued, that keeping the employee motivation, commitment and job involvement up, is always rewarding to a business; as motivated and committed employees are more productive.
DeleteNeed for achievement and power, level of activity under pressure and the extent to which they are motivated by a competitive environment are certain motives experienced by employees which are indicative of their energy and dynamism while at work (Roos and Van-Eeden, 2008).
ReplyDeleteEmployees usually motivated by exciting tasks, objectives and goals and furthermore attainment of goals have also been shown to be positively related to job satisfaction (Marslow, 1968). Self-confidence and satisfaction earned by achievements of strengthens employees’ contributions towards the organisation. Achievement is usually linked to a need for power in the workplace and it has been identified that such power is a significant predictor of job satisfaction for motivated employees (McClelland, 1987).
Motivation is, basically a psychological process, along with perception, personality, attitudes, and learning, motivation is a very important element of behavior (Tella et al., 2007). Geomani (2012) supposed, that motivation is very significant in the achievement of every organization’s growth. George and Sabapathy (2011) argued, that work motivation stimulates an individual to take an action, which will result in attainment of some goals, or satisfaction of certain psychological
DeleteMany contemporary authors have also defined the concept of motivation. Motivation has been defined as: the psychological process that gives behavior purpose and direction (Kreitner, 1995); a predisposition to behave in a purposive manner to achieve specific, unmet needs (Buford, Bedeian, & Lindner, 1995); an internal drive to satisfy an unsatisfied need (Higgins, 1994); and the will to achieve (Bedeian, 1993). For this paper, motivation is operationally defined as the inner force that drives individuals to accomplish personal and organizational goals.
ReplyDeleteWhy do we need motivated employees? The answer is survival (Smith, 1994). Motivated employees are needed in our rapidly changing workplaces. Motivated employees help organizations survive. Motivated employees are more productive. To be effective, managers need to understand what motivates employees within the context of the roles they perform. Of all the functions a manager performs, motivating employees is arguably the most complex. This is due, in part, to the fact that what motivates employees changes constantly (Bowen & Radhakrishna, 1991). For example, research suggests that as employees' income increases, money becomes less of a motivator (Kovach, 1987). Also, as employees get older, interesting work becomes more of a motivator.
Geomani (2012) assumed, that motivation is a decision-making process, and defined motivation as an urge in an individual to perform goal-oriented behavior. At the present, organizations strive to motivate its employees in order to survive and compete in dynamic corporate environment customer (Mohsen et al., 2004).
Delete"Motivation is not something you do to people. People ultimately choose to be motivated — when to give their best, go the extra mile, and offer radical ideas. The only thing leaders can do is shape the conditions under which others do, or don’t, choose to be motivated. But the final choice is theirs." (Carucci, 2018, Harvard Business Review)
ReplyDeleteAccordingly, motivating is a choice to the leader. The Leaders must use 'motivation' or 'motivational factors' to carry out the best from their employees. That's when Motivation can be considered as a business aspect.
-Randitha
Exactly. Even it is evolving time to time. The definition of the employee motivation keeps changing. Following paragraph will describe it well.
DeleteAt one time, employees were considered just another input into the production of goods and services. What perhaps changed this way of thinking about employees was research, referred to as the Hawthorne Studies, conducted by Elton Mayo from 1924 to 1932 (Dickson, 1973). This study found employees are not motivated solely by money and employee behaviour is linked to their attitudes (Dickson, 1973). The Hawthorne Studies began the human relations approach to management, whereby the needs and motivation of employees become the primary focus of managers (Bedeian, 1993).
In this continuous developing world, organizations trying to develop and motivate employees to help them to achieve improved performance with the help of various Human resource applications and new methods. Organization nowadays using various reward management system as a practice for enterprises to reach their goals. (Güngör, 2011). Actually, to get high levels of performance, Reward management system helps the organizations to attract, capture, retain and motivate employees with high potential and in return get high levels of performance. Reward management system consists of both extrinsic rewards financial rewards (salary, bonus) and intrinsic rewards non-financial rewards like recognition, security, title, promotion, appreciation, praise, decision making involvement, flexible working hours, workplace comfort ability, feedback, work design, social rights (Yang, 2008). Recent studies conducted by Grant (2008), says that motivation of employees forces to give instance performance and productivity. He also concluded that motivated employees are more oriented towards self-influence and are more self-driven in contrast to less motivated employees. Motivated employees are highly engaged and involved in their work and jobs and are more willing to take more responsibilities (Kuvaas & Dysvik, 2009)
ReplyDeleteExactly. These type of HR Practices will lead to motivate their employees in a better manner. The reason behind it, can be described as follows since Employee motivation is one of the policies of managers to increase effectual job management amongst employees in organizations (Shadare et al, 2009). A motivated employee is responsive of the definite goals and objectives he/she must achieve, therefore he/she directs its efforts in that direction. Rutherford (1990) reported that motivation formulates an organization more successful because provoked employees are constantly looking for improved practices to do a work, so it is essential for organizations to persuade motivation of their employees (Kalimullah et al, 2010).
DeleteFinancial rewards can maintain and motivate individuals towards higher performance, employees’ diligence and commitment. Studies have shown that pay does not boost productivity in the long term and money does not improve performance significantly (Whitley, 2002). Also, focusing only on this aspect might deteriorate employees’ attitude, as they might pursue only financial gains. Non-financial factors have a more positive influence on motivation, such as rewards, social recognition and performance feedback. Employees can also be motivated through proper leadership, as leadership is all about getting the thing done the right way. In order to achieve these goals, the leader should gain the employees’ trust and make them follow him. In order to make them trust him and complete their tasks properly for the organization, the employees should be motivated (Baldoni, 2005).
ReplyDeleteNot only the Financial Rewards I hope. For an example there is a common saying says "Choose a boss not a job". That implies financial rewards won't motivate people if the leadership fails. Leadership is about getting things done the right way, to do that you need people to follow you, you need to have them trust you. And if you want them to trust you and do things for you and the organization, they need to be motivated (Baldoni.J, 2005). Theories imply that leader and followers raise one another to higher levels of morality and motivation (Rukhmani.K, 2010).Motivation is purely and simply a leadership behavior. It stems from wanting to do what is right for people as well as for the organization. Leadership and motivation are active processes (Baldoni.J, 2005).
DeleteThough Bunch (1956) defined motivation as one of the major concepts in psychology, Burton (2012) emphasized that the word motivation starts with the word 'motive'. According to Burton (2012) motive is something that causes a person to act. Further, motivation is defined as the act of providing motive that causes someone to act (Shank, 24) as cited in Burton (2012). As cited in Burton ( 2012), Ray Williams defines motivation as "predisposition to behave in a purposeful manner to achieve specific, unmet needs and the will to achieve, and the inner force that drives individuals to accomplish personal organizational goals”.
ReplyDeleteDear Tharindu you have mentioned most prominent motivation theories in here I would like compare and post ideas regarding two basics theories Maslow’s Hierarchy Theory as compare to two factor Theory practiced used in organization to satisfy the employees. Maslow’s Hierarchy gives a total description of human needs. This theory states all the five important factors into one which includes Basic needs Psychological needs (and self- actualization ( Koltko, 2006). Whereas two factors theory states about two important things i.e. Hygiene factor and Motivational factors by which it gives more important on employee status, responsibility and pay from the organization (Mcleod,2007). Different employees have different interest and different thoughts but everyone is not only in need of money, they were concentrated to acquire the basic needs and requirements to survive their family and themselves with the help of organization. Hence by comparing the reviews
ReplyDeleteof many authors and their articles it has been proved that Masclow’s theory is the best one as compared to two factor theory. Masclow’s theory for motivating the employees for satisfaction and to reduce the retention process in the organization (Gawel,1997). In any case of the motivational requirement some common ground or procedure should be followed that are we have to define or specify the performance or to what extent an employee should show