8. Strategies & Benefits of Employee Motivation

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, attitudes, and abilities (Werner and Balkin, 2021). 

 

Work-family balance

Work-family advantages are those policies and practices that facilitate workers' managing the conflicting demands of work & family. They include flexible work options, holiday allowances, accumulated leave encashment, medical allowances, and dependent care services (Werner and Balkin, 2021. All these options facilitate employees to balance the demands of work and family to achieve a work-life balance. Versatile work options such as modified work hours, compressed workweeks, and part-time work are extremely valued by many workers. They additionally appear positive effects like higher perceived employee productivity, and higher employee job satisfaction (Werner and Balkin, 2021).         

 

Retaining employees with values the skills, abilities, and attitudes.

By measuring values, knowledge, skills & abilities trying to attract specific employees is known as the sorting effects. Certain employee groups may be valued highly specific benefits more than others. Demographics (such as age, gender, family situation, etc.) may lead to high value more than others. (Bowen and Wadley 1989) stated that” The benefits package can be designed to achieve an optimal mix of employees, balancing young and inexperienced employees with older, more expensive, but more skilled employees. (Werner and Balkin, 2021).

 

 

Werner and Balkin, (2021) state by attracting and retentive bound sorts of workers edges will have an integrative impact on the workforce through the sorting effect (Shaw 2015). “The benefits package can be designed to achieve an optimal mix of employees, balancing young and inexperienced employees with older, more expensive, but more skilled employees” (Bowen and Wadley 1989).

Benefits of employee motivation

Improving the level of efficiency of employees.

The level of a subordinate or a worker does not only depend upon his educational qualifications and skills. To obtain the best work performance appraisal, it is important to improve the level of performance of subordinates the gap between ability and willingness has to be filled and helps in improving the level of performance of subordinates. This will leads to an increase in productivity, reduce the cost of operations, and improve overall efficiency in the workplace (Abbah,, 2014).

Success of Human resources department

Effectively motivation is the best resource that the human resources department can be fully utilized to build willingness in employees towards work. This will help the organizations in securing the best possible utilization of resources ( Abbah, 2014).

 

Build friendly relationship

Motivation is an important factor that brings employees satisfaction ( Abbah, 2014).. This can be done by framing an incentive plan or other financial plans for the benefit of the employees. This can be considered the following things: Monetary and non-monetary incentives, promotion opportunities for employees, and fines for not efficient employees ( Abbah, 2014). The employees will be able to adaptable to the new changes and there will be no resistance to the change, this will help in providing a smooth and sound concern in which individual interests will coincide with organizational interests.

E.g In our organization Monetary & Non- monetary tools are decided according to the market conditions, employee suggestions, loss & profit & future risk.

 

4. Leads to the achievement of organizational goals.

Employee motivation acts as the most important tool to an organization since the company can be reached only when the two factors take place, such as the best possible utilization of resources and a cooperative work environment. If the employees are goal-directed and purposeful then goals can be achieved through coordination and cooperation can be effectively done through motivation (Abbah, 2014.)

5) Enhancing employee productivity.

“Maslow’s motivational theory recommended that an increase in wages should lead to better employee motivation and a motivated employee works harder and more devotedly and, thus, the employee productivity rate will be higher” (Alam et al 2020).

Workers' productivity is genuinely influenced by motivation and, for that reason, if workers are motivated then they will perform their job with higher determination and by which productivity will eventually increase (Ajalie, 2017). Putra (2017) contended that an advanced level of intrinsic motivation leads to workers. (Alam et al 2020).

 

 

Abbah, M., (2014). Employee motivation: The key to effective organizational management in Nigeria. IOSR Journal of Business and Management, 16(4), pp.1-8.

Alam, M., Hassan, M., Bowyer, D., and Reaz, M.(2020). The effects of wages and welfare facilities on employee productivity: Mediating role of employee work motivation. Australasian Accounting, Business and Finance Journal, 14(4), pp.39-41.

Werner, S. and Balkin, D., (2021). Strategic Benefits: How Employee Benefits Can Create a Sustainable Competitive Edge. The Journal of Total Rewards, 31(1), pp.8-13.