Importance of Motivation in an Organization

 


A company’s main target is to retain the best performing employees in the organization. In other word organizations contain employees who have the capability to move the company way forward successfully without failing. Organizations, regardless of industry and size, struggle to create a strong and positive relationship with their employees (Manzoor, 2012). Though, the value of the employees is based on the level of their work performance. The level of the performance depends on the effort and ability which is given by the employees and the support given by the employer in exchange (Mullins, 2005).

 Motivation plays an important role in accelerating organizational development (Bulent et al., 2009). It is the net fulfillment of all constituents in the process of gathering and transforming inputs into output in an efficient manner (Matthew et al., 2005). Effort is in part defined by motivation. An individual’s expectations about effort, work satisfaction, engagement, commitment and devotion are variables which can impact motivation and job performance. No one works for free, nor should they. Motivation is a key aspect of most of the modern-day HR challenges such as employee turnover, retention, performance and absenteeism (Noe et al., 2017).

Employee Turnover is the rate which calculates the employees who leave the organization during a specific time period. In most of the workplaces, Lack of motivation is a key feature which contributes to a higher rate of employee turnover (Mathis et al., 2017). Basically, Motivation is a backbone at the workplace and if the organization doesn’t have suitable motivation methods, arrangement, the company might lose its existing employee base (Forson et al., 2021). 

Motivation has a strong link to employee performance (Noe et al., 2017). Motivation is frequently discussed in terms of accomplishments, employees’ desires for the future, employees’ dreams, or accomplishment goals (Jain, Gupta and Bindal, 2019). His attitude to his work and either encourages him to attend regularly or keeps him away. Job satisfaction is one of the crucial issues in organizational mindset, mostly it is considered to have a direct connection with both, the mental health of employees and businesses success and to lead into high efficiency and satisfied staff (Dessler, 2017). Many organizations use tangible (Salary hike, bonuses, free gifts, holiday packages) or intangible (Respect, appreciation, training programs or flexible working hours) motivation methods (Mathis et al., 2017).

Key reasons for absenteeism are Irritating uncertainty, irregularity, and confusion in the company. The attitude and practice of the management which leads to demotivating the employees to work is a main reason for the increased absenteeism of a company (Heaven and de Jong, 2005).

A committed employee base is a key to the success of most organizations (Mathis et al., 2017). The commitment of the employee is an outcome of motivation and job satisfaction which leads employees to work towards achieving the organizational goals (Dessler, 2017). A company must adopt competitive employee policies and practices to retain such committed employees in the company and increase employee retention (Mathis et al., 2017). So, it’s in company’s best interest to address the key areas mentioned above in order to minimize the employee turnover.

Considering all the above factors, organisations need to adopt necessary schemes to improve the employee’s motivation. Research shows that profitable organizations tend to be respectful to their employee’s contribution to the organization and qualities, irrespective of the employees’ job position (Noe et al., 2017). A managers’ attitude of respect towards the employee and fair treatment of the employees comprehends if a manager would listen to the ideas or suggestions of the employee, or whether makes the employees feel valued or whether they can communicate effectively with the employees can considered as few elements that increases the intrinsic motivation of employees (Dessler, 2017).

As Motivation is a key element of addressing the majority of HR related challenges, many theorists and researchers have developed theories to analyze and improve the motivational factors in organizations (Armstrong, 2014)

References

Ø Armstrong, M. and Taylor, S (2014) Armstrong’s Handbook of Human Resource Management Practice. 13th Edn. Philadelphia.       

Ø  Dessler, G (2017) Human Resource Management. 15th Edn. USA: Pearson Education Limited.

Ø  Forson, J.A., Ofosu-Dwamena, E., Opoku, R.A. and Adjavon, S.E. (2021) Employee motivation and job performance: a study of basic school teachers in Ghana. Future Business Journal ,7(1), doi: https://doi.org/10.1186/s43093-021-00077-6

Ø Jain, A., Gupta, B. and Bindal, M (2019) A Study of Employee Motivation in Organization.International Journal of Engineering and Management Research, 9(6), doi: https://doi.org/10.31033/ijemr.9.6.11

Ø    Manzoor, Q. (2012) Impact of employee’s motivation on Organizational Effectiveness. European journal of Business & Management, 3(3). [online], Available at: https://macrothink.org/journal/index.php/bms/article/view/904 [Accessed on 09th November 2022]

Ø  Matthew, J., Grawhich, and Barber, L. K. (2009). Are you Focusing both Employees and Organizational Outcomes. Organizational Health Initiative at Saint Louis University (ohi.slu@edu), 1-5.

Ø Mullins, L.J (2005) Management and Organisational behaviour. 7th Edn. England:Pearson Education Limited.

Ø  Noe, R., Hollenbeck, J.R., Gerhart, B. and Wright, P.M. (2017) Human Resources Management. 10th Edn. USA: Mcgraw-Hill Education.


Comments

  1. In the current business world, it is important for organizations to stop losing performing employees because of declining job satisfaction and a lack of motivation to stay with the company for a long time. This is true as it relates to high job losses due to layoffs and retrenchment to create a lean organization. Employees who are motivated and content will pursue company goals with commitment (Risambessy et al 2012). if you can possibly add some benefits of employee motivation to your blog it may give high value to your blog.

    ReplyDelete
    Replies
    1. Thanks Zacky I'll add the benefits of motivation to my next blog. Further, There is a correlation between motivation and the commitment. Organisational commitment from employee gives big impact to the success of the company. Having a good work motivation among employees may contribute to a full commitment of working as employees feel they are part of an organization (Mat Salleh,et al., 20160.

      Delete
  2. A great blog article Sarasi. I would like to add further to your content that, according to Asim (2013), if employees are more motivated then their performance will increase (Asim, 2013). And this in turn will enhance organizational performance. Therefore, employee motivation has a domino effect on the organization. Thus, it is vital that managers focus on employees’ motivation by the means of relevant intrinsic or extrinsic rewards.

    ReplyDelete
  3. Good Work, Money will inspire certain people considerably more than it would other people. Money doesn't necessarily inspire people in the same manner or to the same degree for everyone (Armstrong, 2014)

    ReplyDelete
    Replies
    1. True Monetary rewards are a controlling factor of employee motivation and performance. But not always lead to the necessary outcome. Monetary rewards include basic pay, cost of living payments, incentives. When the management promises to give higher monetary rewards, employees can reduce performance due to sudden increase of anxiety of failure (Joo and Gottfredson, 2013).

      Delete
  4. Experienced and knowledgeable employees are always asset for the company. Loosing one among them itself can be considered as a loss.Motivating employees by fulfilling their genuine requirements and providing them with sufficient training and rewards will help to retain the same. Motivation is nothing but an emotion which employer has to develop in employees mind so that employees will work in the right direction to achieve the goals.

    ReplyDelete
    Replies
    1. Thanks for the comment Udaya, Human capital is organisations “most important asset,” and employees always pass their accumulated knowledge wisdom on to future generations. But these valuable employees and knowledge resources will be unexploited unless management supports efforts to gather, sort, convert and share (Smith, 2001).

      Delete
  5. Great article Sarasi, furthermore 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.

    ReplyDelete
    Replies
    1. Thank Mushadiq, Most organisations think that whatever motivational policies they can adopt and that can achieve the targets given to them. But actually, managers need to find the different motivation factors to employees and see whether it’s best fit to the employees. When it's best fit only they can achieve its mission and vision. If not, the company will fail on productivity, profitability (Abubakari and Adam, 2018).

      Delete
  6. Great article Sarasi. Motivation is one of the integral elements that help a man succeed and achieve his personal goals. A motivated individual can chart a course to success and eventually self-development. Whenever such an individual works on something impossible, he puts in his heart and soul to make it possible. Besides his skills, knowledge, and experience, his motivation also plays a vital role in this endeavor. It is for this reason; companies and organizations take their employees motivation very seriously. According to a study conducted by (Grant, 2008) motivation imposes employee outcomes for instance performance and productivity.

    ReplyDelete
    Replies
    1. Agreed with the comment Pushpa, when the employee gets motivated, they want to build personal development, increase their skill and finally go for the targets as summary suitable motivation methods increase quality and quantity of the performance (Clark, 2003).

      Delete
  7. Good article Sarasi. Furthermore, good information sharing can result from any type of motivation. The findings indicate a strong relationship between awareness of sharing attitudes and intentions and motivational elements including advantages, enjoyment, and self-efficacy to assist others. They discuss the value of knowledge sharing inside organizations and how it contributes to attaining objectives (Lin, 2007)

    ReplyDelete
    Replies
    1. True Miyuru, Employee knowledge in the current business world is the most important and adding value factor. If they share the knowledge among the employee’s organization, they can achieve their targets. But the problem is you can’t enforce it and it’s the choice of each employee ( Mohammad, et al., 2018).

      Delete
  8. Good Article Sarasi. Furthermore, It is essential for people to build motivation inside businesses in order to accomplish the intended goals and objectives and carry out one's job obligations in a well-organized manner, The growth of motivation is crucial because it enables people to generate positive opinions about their work obligations and other employees, Additionally, those that are driven greatly increase their knowledge, competences, and abilities to help the team reach its goals and objectives, Therefore, it is crucial that everyone in the organization understands the importance of motivation (Kapur, 2020).

    ReplyDelete
  9. Great article Sarasi. agreed with the content, The impact of motivation on performance is favorable. The findings indicate that motivation plays a supporting role in both public and private organizations, particularly when it comes to enhancing performance. According to empirical evidence, motivation has an impact on performance directly. This is based on the link between motivation and performance. The results of this study are consistent with a number of earlier studies that have demonstrated in the past that employee performance is significantly influenced by motivation, both directly and indirectly (Elvina and Chao, 2019)

    ReplyDelete
    Replies
    1. Thanks for your valuable comment, Manoj, yes if an organization has employees with performance, it is an asset to the organization. Therefore, motivation has a positive outcome on performance (Kuswati, 2020).

      Delete
  10. Hi Sarasi, It is interesting how employee motivation and overall points have been explained, further Motivation is a set of courses which strength and boosts performance finally directs towards
    accomplishing some definite targets (Kalimullah, 2010).

    ReplyDelete
  11. Good one. Organizations need to encourage employee initiatives and participation as this will help build leadership at different levels. For leadership roles formal authority is not the criteria but the initiatives and innovation are. Employee’s at all the level can choose to act as a leader if given an opportunity and this further helps motivating and influencing other employees (Jeffrey L.Herman et al, 2011).

    ReplyDelete
  12. Providing motivation will increase the efficiency of the employees and quality of the productivity as well, the employee will be qualified workers. which will ultimately lead to increase profitability (Turabik & Baskan, 2015).

    ReplyDelete

Post a Comment

Popular Posts