METHODS OF MOTIVATIONS
Employee motivation is a serious issue for every organization including both the public and private sectors. Every management and particularly HRM in the organization takes measures to create an employee motivation needed to maintain to a certain level otherwise, the organizational and employee performance is unattainable (Abbas and Nawaz, 2019).
Employees
owe their trustworthiness to a great extent to the organization when their
financial needs are met in the form of rewards. Hence, it can be said that
employees’ retention and performance are directly proportional to the number
and quality of rewards the organization offers. Thus, employees are fully
satisfied with their job and they will eventually continue to give excellent
performance at the workplace. (Kumari et al., 2021).
Despite
the existence of a large number of alternative motivators, money still takes an
important place among them. Money rewards are effective when it is directly
related to the ideas or achievements of an employee. However, if they are not
related to other, non-monetary motivators, its motivational effects are
short-lived, and may also be counterproductive unless they are equally available
to all members of the organisation (Aleksić,
Jerotijević and Jerotijević, 2019).
No organization
can perform efficiently without ‘Teamwork-spirit’ which is indispensable to
welding team members together into a single mind with several hands to run the
organization towards best possible results (Abbas and Nawaz, 2019).
Team
can be defined as a group of people who work together to achieve the same goals
and objectives for the good of the service users and organizations in order to
deliver a good quality of service. Team building, planning events and
activities have the potential to bring the people you employ to a strong sense
of direction, workable plans and solutions, a powerful feeling of belonging with
and on the team and clear strategic customer-focused values. If the work place
has less team building and planning sessions bring discouragement, low
confidence and negative motivation of the whole organisation. Finally, they
will fail to deliver the result as they expected (Boakye, 2015).
A goal is defined as what an individual is planning to achieve, it is the aim or the object of an individual’s action. Having a goal will serve as a motivator, and employees will attempt to achieve such goals. In other words, it shows the effect that goal setting has on people’s performance. Goal setting is one of the most effective and easiest ways to encourage motivation. However, it is important to note that when individual goals align closely with organizational goals, individual accomplishments will more likely add value to organizational output such as its products and services (Ghazzawi, 2007).
As an example, where I work, if management gives commission for
the monthly targets, Sales employees will somehow be managing to achieve their
targets because they know if they achieve it, they will be rewarded with
commission. Since the target is short and achievable.
References
· Abbas,
G. and Nawaz, A. (2019) Linking employee motivation with teamwork-spirit: The
influence of social skill and self-confidence, Gomal University Journal of
Research, 35(2) [online] Available at: www.gujr.com.pk
[Accessed on 23rd November 2022]
· Aleksić,
M., Jerotijević, G.and Jerotijević, Z. (2019) Modern approaches
to employee motivation, Ekonomika, 65 [online] Available at: https://www.researchgate.net/publication/334310227 [Accessed
on 23rd November 2022]
Boakye, E. (2015) The impact of teamwork on employee performance, doi: https://10.13140/RG.2.1.4959.8804
· Ghazzawi, I. (2007) Motivation
through setting goals: Lessons learned from a technology organization, The
Journal of the Academy of Business Administration, 1(1) [online] Available at: https://www.researchgate.net/publication/301747892 [Accessed
on 22nd November 2022]
· Kumari,
K., Ali, S., Khan, N. and Abbas, J. (2021) Examining the Role of Motivation and
Reward in Employees' Job Performance through Mediating Effect of Job
Satisfaction: An Empirical Evidence, International Journal of Organizational
Leadership, 10, pp 401-420. doi: https://10.33844/ijol.2021.60606
· Lee,M.T.,
Raschke, R.L.(2016) Understanding employee
motivation and organizational performance: Arguments for a set-theoretic
approach, Journal of Innovation & Knowledge,1, pp 162-169. doi: https://doi.org/10.1016/j.jik.2016.01.004
· Porter,
T., Riesenmy, K. and Fields, D. (2016) Work environment and employee motivation
to lead: Moderating effects of personal characteristics, American Journal of
Business, 31, PP 66-84. doi: https://10.1108/AJB-05-2015-0017
· Tanoira,
F.G.B. (2017) Motivation for increasing creativity, innovation and
entrepreneurship. An experience from the classroom to business firms, Journal
of Innovation Management,5(3), PP 55-74, doi: https://10.24840/2183-0606_005.003_0005
Agreed with your content. The term "motivation" often refers to the causes behind an action or pattern of behavior. It explains the motivation behind people's behaviors, needs, and wants. Another definition of motivation is the direction of behavior or the factors that lead someone to wish to repeat one behavior or another. A person's motivations are what cause them to behave in a particular way or at the very least give rise to a tendency to do so (Sabir, 2017).
ReplyDeleteAgree with your content and further, people will learn more effectively if they are motivated to learn. The motivation to learn can be defined as ‘those factors that energize and direct behavioural patterns organized around a learning goal’ (Rogers, 1996). As Reynolds et al (2002) comment, ‘The disposition and commitment of the learner – their motivation to learn is one of the most critical factors affecting training effectiveness. Under the right conditions, a strong disposition to learn, enhanced by solid experience and a positive attitude, can lead to exceptional performance.
ReplyDeleteTrue Derrick, Organisations need to afford well-designed and planned learning and training for their employees and workers, and companies need also to learn how to motivate them to apply this learning and training in the workplace. If the company can achieve that it will grow the company's efficiency and the return on investment in training (Alawneh, 2008).
DeleteFurther to the Reward and Recognition,A reward system is an important tool that management can use to guide employee motivation in the desired way. In other words, reward systems aim to attract people to join an organization and motivate them to keep coming to work and performing at a high level (Gangapuram Aruna, 2018). Further, the focus of recognition is on making employees feel valued and appreciated. Self-confessed employees tend to have more self-esteem, more confidence, more willingness to try new things, and more willingness to be creative (Gangapuram Aruna, 2018)
ReplyDeleteagreed Samantha, From Rewards and recognition, you can value organization employees. Effective rewards and recognition strategies also signal that an organization cares about the well-being of its employees and is willing to invest in them. The use of gratitude helps as a reminder of creditable performance. Further that kind of recognition strengthens the organization values the employee. When workforces receive gratitude and recognition for their work, they often give their fullest support and continue their performance (Madhani, 2020).
DeleteAccording to a Grant (2008),when an employee is motivated, it reflects on employee outcomes for immediate performance and efficiency. He also established that motivated employees are more oriented towards independence and are more self-driven in contrast to less motivated employees. Further, motivated employees are highly engaged and involved in their work and jobs and are more willing to take responsibilities (Kuvaas & Dysvik, 2009).
ReplyDeleteAgreed with the content Sarasi. Motivation is the internal feeling that arises from the desires and needs of an individual. It is the continuous process of needs and satisfaction that stimulate individual to perform. It is the process to inspire an individual to utilize his/her best capabilities for the achievements of particular goals. Motivational techniques could arouses interest, enthusiasm and regulate the individual behavior in order to perform different tasks with interest for the attainment of particular goals (Abbas & Khurshid, 2013).
ReplyDeleteThanks for the comment Sachini, when employees are motivated by intrinsically no one need to force them to work because themselves enjoying the work and they will engage the work without any influence. Further they know when they achieve the targets, they get a reward (Eccles and Wigfield, 2002).
DeleteAgreed with benefits mentioned on motivation, With a proper motivative employee, an organization can accomplish anything. Motivated employees attitude leads to higher productivity, higher customer satisfaction and higher profit. Managers strive to motivate people in the organization to perform at high levels but in most settings, motivation is the difficult these factors to manage. Motivate employee always work with a pleasant work environment where they tend to be more happy to work with higher productivity (Dobre, 2013).
ReplyDeleteThanks Insaff, yes agreed with comment. When companies have committed employees, it will lead the company to a successful level. Commitment from the employees comes from the proper motivation methods. If the company fails to introduce best fit motivation strategies it’s impossible to achieve company goals (Varma, 2018).
DeleteInteresting blog article Sarasi. In addition, To attain high levels of performance as an employee and manager, you must be sure that you and your employees have the ability, motivation and the resources to meet objectives. When performance is not at the standard level or above, you must determine which performance factor needs to be improved and improve it (Lussier 2005).
ReplyDeleteA motivated employee have the understanding of particular objective that he try to achieve in exact ways; consequently employee efforts bring achievement stated Nelson, B.(2001)
ReplyDelete