MOTIVATION FACTORS.

 MOTIVATION FACTORS.

There are several factors that can motivate employees. Generally speaking, there are multiple factors involved, and they all work together to create the employee's map or set of motivations. Not only one factor. These factors are categorized into external and internal (Jain et al. 2019). The main factor in motivating employees to improve their performance at organization is money (Abdullah & Islam 2012).

• Advancement.

The word "advancement" refers to an increase in positive status (Alshmemri 2017).

•  Achievement.

Achieving certain successes such as completing a difficult and challenging task, solving a work-related issue and noticing the results of one's work positively are necessary for positive achievement. failing to succeed at workplace or making poor decisions during working is necessary for negative achievement (Alshmemri 2017).

• Interpersonal relations.

These relationships are restricted to the employee's working interactions with peers, supervisors, and subordinates, as well as restricted to privacy. this Including encounters at work and social engagements in both the workplace and during free time (Alshmemri 2017). In my organization, we arrange parties for all including technicians, supervisors, mangers in some holidays to gain relationship with employee. And we have arranged carom board to play in break time.

•  Salary.

All sorts of compensation in the work place are included in this such as wages or increases in salary or unmet financial expectations, increases or decreases of salary. In the organization, be clear about hospital policies regarding bonuses and increase of salary company policies and administration (Alshmemri 2017).

• Responsibility.

In regard to the job, this factor establishes both authority and responsibility. Responsibility is satisfying the bond by giving responsibility and freedom to make decisions. The gap between both of them affected negatively satisfaction at work causes to lack of satisfaction (Alshmemri 2017).

• Rewards and Recognition.

Monetary rewards and non-monetary rewards are the two different categories of rewards. Monetary rewards are monetary incentives. As a result, the employee gets great result (Rahman 2018). Employees positive recognition occurs when getting appreciations (Alshmemri 2017). It is among the best approaches for motivating and supporting initiative at organization ((Mahazril et al. 2012). In my organization we choose best technician and best intern who under the technician of the year and give them cash prices.

• Good working environment and conditions.

It produces work engagement (Jung & Kim 2012). Additionally, clearly related to both physical and psychological wellness are positive workplace conditions (Cheng et al. 2013). In order to increase employee efficiency, productivity, and company profitability, organizations should create a positive work environment (Chandrasekar 2011). Our organization have provided species places for each one to do their job and they allow to hear song when they working. We have provided coffee machine water dispensers also.

• Job Security.

This is a most important factor in motivation. It helps to ease the worker's worry about the future (Senol 2011). The employee gains confidence when their employment is secure (Zhang & Wu 2004, Yamamoto 2013).

• Management support.

positively impact for motivation relationships between superiors and subordinates are essential for eliminating negative workplace influences (Senol 2011). The employees are more willing than others to catch the management's attention (Munjal & Goyal 2017). In my organization, we have internship opportunities. We have training program about new launched vehicle and new technologies. It is a great opportunity to technician to go for higher position in the organization.

Figure 1.01 The Conceptual Framework of the Factors Affecting Employees’ Motivation.

(Source: Rahman et al. 2018)

REFERENCES.

1. Abdullah, M.M. & Islam, R., (2012). Employee motivational factors: a comparison between Malaysia and Sultanate of Oman. J. Global Business Advancement, 05(04), pp.285–306
2. Alshmemri, M., Shahwan-Akl, L., Maude, P., (2017). Herzberg’s Two-Factor Theory. Life Science Journal, 14(05), pp.12-16.
3. Munjal,S. & Goyal,N.,(2017). Assessment of Motivational Factors at Workplace for MidLevel Professionals. Amity Journal of Training and Development, 2 (2), pp. 34-44.
4. Rahman, A., Abidin, N.S.Z., Hasan,M.M.,(2018). FACTORS AFFECTING EMPLOYEES’ MOTIVATION AT INFRASTRUCTURE UNIVERSITY KUALA LUMPUR. South East Asia Journal of Contemporary Business, Economics and Law,17(02), pp.1-8.