Employee motivation Introduction

8. Strategies & Benefits of Employee Motivation   Every organization wishes to achieve success and needs to attain long-lasting progress. Some organizations believe that the workers of the organization are the main values that lead to long-lived success. Some organizations in the modern markets are extremely competitive and despite their sizes face the employee retention challenge (Abbah, 2014). To beat these challenges, it’s important to create a strong and positive relationship between staff & the organization. Unless & until workers of the company are motivated & satisfied, no anyone can fulfill their goals ( Abbah, 2014). Strategies Attracting and Retaining Employees. Benefits will facilitate attracting and retaining staff in two ways. They will attract a much bigger pool of candidates and increase retention of all staff, providing cost savings & productivity. Secondly, they will facilitate or attract retaining staff with specific skills, knowledge...

7.  Employee Motivation in Banking Sector   The Business strategy related to rewards and motivation toward job satisfaction incorporates a resilient result in the success of the organization (Devanna et al. 1984). The connections between rewards, motivation, and job satisfaction of employees are strategically important to the success of public and private organizations (Schuler and Jackson1996).   E.g. According to my experience in the banking sector, because of the huge competition banks should be more concerned about motivation and job satisfaction to survive in the market.   The Current organization environment searches to determine the affordable balance between employee commitment and performance of the organization. The reward and recognition programs functions as the foremost contingent factor in keeping employees’ self-esteem need high and passionate. According to (Oosthuizen 2001) explicit that it is among the function of managers to motivate the...

6.  Equity Theory Equity theory is the theory of motivation that was developed in the early 1960s by J. Stacey Adams, a psychologist. “The theory proposes that a person's motivation is based on what he or she considers being fair when compared to others” (Bawa cited Redmond & Housell, 2015)   (Ramlall, 2004) Equity theory acknowledges that people are concerned not only with the absolute value of rewards they receive or their efforts, but also the involvement of the extent to which others receive. Based on one’s inputs, like effort, experience, education, and competency, this can compare outcomes such as remuneration levels, increases, and recognition. When individuals understand an imbalance in their outcome-input ratio relative to other individuals, stress is created. This stress provides the idea for motivation, as individuals strive for what they recognize as equity and fairness (Robbins, 1993).   Inputs include time, effort, loyalty, hard work, commitmen...

  Impact of Employee Motivation on Employee Performance 5 . Impact of Employee Motivation on Employee Performance. (Asghar et al) state that workers within any sector measure the important assets of the organization, if they are effectively motivated, they perform their duties with full honor and dedication, and additionally, they become full loyal to it (Asim 2013). They think that human resources are the capital of the organization, actively perform their duties with all this and in the hypothesis shows the relationship with the rewards, especially money rewards with motivational factors and also more motivated if their wages and job titles are according to the qualifications. (Asim 2013). (Peeters et al 2014) implies that the analysis outcome concludes that job satisfaction relates to each performance and absence rates, to demonstrate these behaviors, it’s necessary for employees to come back up with two selections regarding their jobs one among these is to create decisions on...

  4. Employee Motivation Tools (Borowski and Daya, 2014) stated that every organization has its own motivation tools. But these tools are mainly divided into two parts, monetary & non-monetary.  The Monetary  – Base remuneration, Bonus (statutory, discretionary), commissions & rewards. Basic remuneration is a fixed salary & the variable remunerations are the bonus. Some organizations are indicated bonus payments in their salary particulars, but others are decided on their performance according to the job role(Borowski and Daya, 2014). The commission fee is also a variable payment that is mostly used in goods & products services. As a reward, wages & salaries should be complying with three conditions to motivate employees. The first one is the organization has to appreciate their work, if that doesn’t happen they will not feel its value(Borowski and Daya, 2014). On another side, these payments should be on time to appreciate their performance & they...

  3. Herzberg’s two-factor theory  (Yusoff et al 2013) stated that Fedrick Herzberg's Two-factor theory has been designed through a  collection of data from two hundred engineers & accountants based on their working environment & feelings. This has been divided into two main factors, named Motivation & Hygiene factors.  Motivation factors are intrinsic factors that will increase employee job satisfaction and h ygiene factors are extrinsic factors that will prevent any employee’s dissatisfaction. ( Yusoff et al 2013). (Gawel and Joseph. E 1996) states that he has found the main five factors, achievement, recognition, the work itself, responsibility, and advancement. These motivators (satisfiers) were associated with long-term positive effects on job performance while the hygiene factors (dissatisfiers) consistently produced only short-term changes in job attitudes and performance, which quickly fell back to their previous level. According to this the...

  2. Maslow’s Hierarchy Of Needs Loh, Schapper, and Wrathall (2000) stated that there are five basic levels of needs arranged by lower-level needs that start with physiological & safety needs and then proceed on to higher-level needs of Belongingness, and esteem & eventually self-actualization.   Considerations of this theory provided useful insights for organization leaders to consider unmet needs, support programs, and practices aimed at satisfying emerging or dealing with employee stress. (Ramlall (2004) cited Kreitner 1998).                                                                                      McLeod, S. May 21, 2018 (Ra...

  1 Employee Motivation Employee Motivation Introduction   The term motivation is derived from the Latin word movere, meaning to move (Kretiner,1998). Motivation represents “those psychological processes that cause the arousal, direction, and persistence of voluntary actions that are goal-oriented (Mitchell, 1982, p. 81). Motivation as defined by Robbins (1993) is the “willingness to exert high levels of effort toward organizational goals, conditioned by the effort’s ability to satisfy some individual need”. (Ramlall, 2004, p. 53).   (Javed et al 2014) “Employee motivation is a reflection of the level of energy, commitment & creativity that a company’s workers bring to their jobs”. To accomplish the goals of an organization, management should be focused main aspects of physiological, financial benefits & utilization of human resources. Effective motivation can be done through maintaining interconnection and collaboration between employers and employees....