1.Employee Motivation Introduction
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. Since this leads to building up the goodwill of an organization &
stability of the Labour force.
(Korzynski 2013, 184-85) state that, considering expanding employee motivation from the 20th century, a lot of communication happened between management & the subordinates through verbal communication while working in the organizations. By the 21st century, managers had to adapt to new trends in digital communication. (Imran et al 2014 cited Farooq & Khan 2011), due to global emerging institutions are encountered various issues that they never met before. All new competencies concerning job areas are needed to complete the organization's goals. Organizations should adopt these changes and equip them with the latest technology and develop their skills to use the latest technology.
E.g.-: The bank in which I work the home concept is very famous in many working sections. Especially IT firms are using this method. Employees can reduce transport costs, accommodation costs, and other unnecessary expenditures.WhatsApp groups, Microsoft365, and Ms. Teams are mostly used in an organization. As external, websites, social media, press-release, emails, and newsletters are used in an organization.
Old days, employees who joined organizations are not touched by the technology. But they worked with dedication. (Korzynski 2013, 185) stated that the “new generation is more comfortable with technology and online networking as an integrated part of their lives from a young age. The use of new communication technology by leaders working in organizations with a high percentage of Millennials is positively associated with employee motivation”. New generations are working according to the completion of goals.
(Dartey-Baah and Harlley 2010) stated that an “organization’s size, type and technological affect its ability to satisfy or motivate its employees. Macro factors like political, legal environmental, and economic condition can affect an organization’s ability to satisfy its workforce as well as affect worker satisfaction and motivation needs.”
(Dartey-Baah and Harlley 2010), “Job satisfaction is a
psychological concept that refers to job-related attitudes and characteristics
such as pay and reward, policies, leadership behaviors, management styles, and
co-workers”. Since having job satisfaction, he or she should have a favorable
background in the workplace.
E.g.At the organization in which I work Some employees are dissatisfied because they
don’t meet good co-workers and don’t get any support from them. Job design, job
role, and reward systems, also affect employee job satisfaction.
Davidman (2004) “on the subject of motivation
advances that “Motivation” views the commitment of the individual to work and
to his workplace from the point of view of factors originating with himself,
from the point of view of individual needs, like & preferences”.
An HR department of a company has the main responsibility for motivating employees by increasing their job satisfaction levels. (Purcell et al) stated that HR departments should guide organizational employees by designing new career opportunities, performance appraisal, organization of training programs, pay satisfaction, recruitment, and selection, teamwork, work-life balance, involvement, and communication.HR should be concerned about every aspect which has been mentioned here since the outcome of the organization depends on the employee’s satisfaction & motivation.(Dartey-Baah and Harlley, 2010)
E:g As my
experience in the banking sector, they have proper recruitment & selection process.
Especially they conduct training programs when updating on products &
launching of services. When considering performance appraisal, employees have
to show their performance. According to the job role and offer grading’s to
decide the amount of bonus. Remuneration is paid according to the market
conditions & competitors. But management is concerned more about the work-life
balance of employees. Because they are task-oriented.
Reference List
Dartey –Baah , K., Harlley, A. (2010). Job satisfaction & motivation: Understanding its impact on employee commitment and organizational performance. Academic Leadership: The Online Journal, 8(4) Article 39.
Javed, A., Khanam, F., Nasreen, S., Pirzada
S.S., Shahzaid, I. (2014). Impact of employee performance. European Journal of
Business and Management, 6(23), 159-60.
Imran, M.,
Maqbool, N. and Shafique, H., 2014. Impact of technological advancement on
employee performance in banking sector. International Journal of Human Resource
Studies, 4(1), p.60.
Korzynski,
P. (2013). Employee motivation in new working environment. International
Journal of Academic Research, 5(5), 184-85.
Ramlall, S.
(2004) A review of employee motivation theories and their implications for
employee retention within the organization.The Journal of American Academy of
Business Cambridge, p. 53.
Hi Tharushi, I agree with the contents of this post. I would like to add few more things to it. Motivated employees are needed in our rapidly changing workplaces. Motivated employees help organizations survive. Motivated employees are more productive. To be effective, managers need to understand what motivates employees within the context of the roles they perform. All of the functions a manager performs, motivating employees is arguably the most complex. This is due, in part, to the fact that what motivates employees changes constantly (Bowen & Radhakrishna, 1991).
ReplyDeleteThank you Dinith for your comment and I agree with the comment. Since organization's efficiency & performance is directly related with motivation of employees. Management has the responsibility to define and exercise instruments to correctly motivate the employees (Jurkiewics and Brown, 1998).
DeleteHello Tharushi,
ReplyDeleteI am adding further area of this below.
According to the Hu & Liden (2015), There are two forms of motivation identified, Intrinsic motivation focuses on the self or the task. while prosocial motivation focuses on the social context of work in which individuals exert effort to affect others’ well-being or understand other people’s perspectives (De Dreu et al., 2000; Grant et al., 2007).
Thank You Saliya for your comments, I agree with the comment.
DeleteDifferent from other forms of motivation, such as intrinsic motivation, that have a focus
on the self or the task, prosocial motivation highlights the social aspect of work by emphasizing individuals’ concerns about how their actions can affect others’ well-being (Batson, 1998; Grant,2007). Prosocially motivated individuals are described as givers who are primarily concerned about contributing to the benefits of others rather than calculating personal returns, and are more likely to achieve success in the long run (Grant, 2007, 2013)
Hello Tharushi, I agree with your blog. To further support the topic I would like According Arnold et al (1991) the three components of motivation are:
ReplyDelete1- Direction – what a person is trying to do.
2- Effort – how hard a person is trying.
3- Persistence – how long a person keeps on trying.
Hello Shamran, Thank you for your comments, I agree with your amendments.
DeleteHarlen and Deakin-Crick, 2002) proposes that motivation to learn includes components of motivation such as ‘effort’, ‘goal orientation’, ‘locus of control’, ‘self-efficacy’, ‘sense of self as learner’, ‘self-esteem’, ‘self regulation’ and ‘interest.