INTRODUCTION

 

EMPLOYEE MOTIVATION

INTRODUCTION

Businesses around the world today are very challenging. In here employees are the heart of any organization. They are the assets of the organization. They affect for the successful of the organization. Employee performance is the one of most important factors to achieve goals. It is a function of an organization. Motivation is one force that drives performance.

Definition of motivation

There are different definitions of motivation. Motivation is defined as the psychological process that gives behavioral purpose and direction. (Kreitner 1995); “An internal drive to satisfy an unsatisfied need” (Higgins 1994); “willingness to exert high levels of effort toward organizational goals, conditioned by the effort’s ability to satisfy some individual need” (Robbins 2005); In essence, motivation is what motivates a person work with specific way and with a given effort (Cole 1996).
 
Motivation is an important factor that motivates people to perform at their best and help to reach big business goals and it is a key part of the executives' workforce. (Binda et al. 2019). Motivation is an intrinsic drive to fulfill an unsatisfied need and to reach a certain goal. (Abbah 2014). According to equity theory motivation is typically a component of equity in social exchange (Herlisha et al. 2021). Motivational energy can easily carry any task soon.

Employee motivation plays a major part in all private and public organizations. Some peoples are motivated by money while others are personally motivated by rewards and recognitions. But many authors argue that money is a poor motivator. (Osterloh et al. 2002; Herzberg 2003) Employees who are motivated and enthusiastic about their work perform their responsibilities to the best of their ability and as a result, job performance increases.

Work motivation is largely classified into two types, intrinsic and extrinsic motivation. evaluating those various incentives have different effect on employee motivation (Tawiah et al. 2015). The distinction between intrinsic and extrinsic motivation is clear, but experts argue that these types of motivation also influence each other. External rewards indeed, in some cases intrinsic motivation can be positively influenced (Cameron & Pierce 2002).
Figure 1.0 Type of motivators.

(Source: Vindhya & Yallatti 2019).

Although employees Motivation does not directly affect the organization development. It is like an essential pre-factor. As a result of low level of motivation among employees, it can have a detrimental effect on their performance (Vindhya & Yallatti 2019). It is defined as the desire to accomplished a goal or a certain level of performance. Motivating someone to perform well is obviously important. However, it is insufficient. The ability to perform the necessary skills and knowledge is also important and is sometimes the main determinant of productivity. As an example, when motivating an employee for welding work if he doesn't have welding skill.  There is no use in motivating him. Motivation is not the same as high performance and it is not the only reason people do well, however it is a significant factor on our level of performance.


References 

  1. Abbah, M.T., (2014). Employee Motivation: The Key to Effective Organizational Management in Nigeria. IOSR Journal of Business and Management (IOSR-JBM),16(04), PP.01-08.
  2. Catania, G. & Randall, R., (2013). THE RELATIONSHIP BETWEEN AGE AND INTRINSIC AND EXTRINSIC MOTIVATION IN WORKERS IN A MALTESE CULTURAL CONTEXT. International Journal of Arts & Sciences, 06(02), pp. 31–45.
  3. Jain, D., Gupta, D. and Bindal, D., (2019). A Study of Employee Motivation in Organization. International Journal of Engineering and Management Research, 09(06), pp.65-68.
  4. Kuranchie, M., Boye,E, Kwesi, (2016). Employee motivation and work performance: A comparative study of mining companies in Ghana. Journal of Industrial Engineering and Management (JIEM), 09(02), pp. 255-309.
  5. Lindner, R.J., (1998). Understanding employee motivation. The journal of extention,36(03), pp.3-3[online]. Available at www.joe.org accessed on 7th of august 2022
  6. Vindhya, M., & YALLATI, R., (2019). A STUDY ON EMPLOYEE MOTIVATION. Journal of engineering science, 10(12), pp.145-147.
  7. Riyanto, S., Endri, E. and Herlisha, N., (2021). Effect of work motivation and job satisfaction on employee performance: Mediating role of employee engagement. Problems and Perspectives in Management, 19(03), pp.162-174.


Comments

  1. Virosha AriyawanshaAugust 29, 2022 at 10:58 AM

    Employee motivation is one of the management policies used to improve effective work management among employees in firms. A motivated employee is aware of the specific goals and objectives that must be met, and thus devotes his or her efforts in that direction.
    Employee motivation is influenced by both personal traits and the work environment. Employee engagement benefits organizations in a variety of ways. Two-way communication helps to form employees' perceptions and helps the organization better understand employees (Abbah, 2014).

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    Replies
    1. Nonali SandeepaSeptember 8, 2022 at 9:12 AM

      Thanks for your valuable comment Virosha! An organization basically survives because of satisfied and motivated employees who contribute to the realization of its goals and objectives. Human resources management makes a big contribution to keep the morale of the employees at a high level (Kumar and Garg, 2011).

      Delete
  2. Isuri PinnaduwaSeptember 2, 2022 at 9:51 AM

    Well explained Nonali. Also, rewards and recognition directly affect the performance of employees. Organizations should implement the promotion, bonus, increment, and appreciation methods to retain high-performance employees (Ali and Ahmed, 2009). Recognition help employees to feel valued, it boosts the desire for more recognition and built loyalty (Crampton, 2016).

    ReplyDelete
    Replies
    1. Nonali SandeepaSeptember 8, 2022 at 9:24 AM

      Thanks Isuri, for the feedback! However, There is a risk of losing good employees who are valuable to the company due to not increasing the motivation and morale of the company's employees. Also it will not be possible to get high employee skills (Dessler, 2003).

      Delete

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