The factors of involvement , achievement, autonomy, participation, delegation and recognition are increases the employee motivation of employees towards achieving a ultimate goal (Crouse, 2005).
Benefits to the Organization’s Performance, Sales, Reputation, & Growth
· Increases the goodwill (Rothberg, 2005).
· Organizations can increase productivity (Bradford, 2001).
· Team work is one of the major components (Hiam, 2003).
· When employees are more motivated than before, an organization can reduce employee costs (Carr & Tang, 2005).
· Skills, efficiency, experience, and qualifications of the employees are key assets to the organization, and it imply the reputation of the organization (Rothberg, 2005).
· Proper communication and good relations between managers and subordinates or between employees are key components of an increase or decrease in performance (Llaci, 2010).
· The more motivation an organization transmits to an employee, the more rewards the employee will provide, being more effectively involved in the organization (Lee & Bruvold, 2003) and at higher output levels (Gardner, Van, D & Pierce, 2004).
· Habtoor (2015), stated that the 'employees involvement, training, education, and engagement have a significant positive relationship with organizational performance'.
· Motivation provides the fact that, with work problems, employees will trust themselves with the future of the work, which will also provide the best business according to the goals of the organization (Zhang & Wu, 2004)
Benefits to the Employee’s Work- Personal Life, & Growth
Motivation increases employees' job satisfaction and performance (Salman et al., 2010).
· The motivation brings pleasure to the employees and directly influences the enhancement of employee’s job satisfaction and performance (Kalimullah, F & Ullah, 2010).
· When the employees get awards for well-done work and guarantees of the work, it will have an automatic impact on performance (Yamamoto, 2013).
· Employee Organizational commitment increases due to a good work environment and good working conditions (Jung & Kim, 2012).
· Employees are more motivated by good achievement and mature self-control (Satyawadi & Ghosh, 2012)
· Giving a period of leave for study, travel, or sickness creates loyalty and trust between the employee and organization (Carr & Tang, 2005).
· Williams et al (2003), stated that 'job satisfaction through employee motivation, brings a good working relationship, maintains good rest periods, maximizes existing resources, and provides flexibility for employees within the organization'.
The
video 1.0 illustrates below the importance of motivation in the workplace
and explains three key benefits of attracting
employees, retaining employees, and increasing productivity.
(Source : Two Teachers, 2022)
Both managers and
employees will always benefit from the skills and efficiency of their workforce
(Faisal , 2017).
References
✔. Bradford, M 2001, 'Sabbatical Programs Becoming Valuable way to Retain Employees', Business Insurance, Vol. 35, pp. 10-12.
✔. Crouse, N 2005, 'Motivation is an Inside Job: How to Really Get Your Employees to Deliver the Results You Need. Oxford, I Universe'.
✔. Carr, A & Tang, T 2005, 'Sabbaticals and Employee Motivation: Benefits, Concerns and Implications', Journal of Education for Business.
✔. Faisal, A 2017, 'The Impact of Employee Motivation on Organizational Commitment', European Journal of Business and Management.
✔. Gardner, D, Van Dyne, L & Pierce, J 2004, 'The Effects of Pay Level on Organization-based self-esteem and performance: A field study', Journal of Occupational and Organizational Psychology, Vol. 77, pp. 307-322.
✔. Hiam, A 2003, 'Motivational Management : Inspiring Your People for Maximum Performance, NY, AMACOM'.
✔. Habtoor, N 2015, 'The Relationship between Human Factors and Organizational Performance in Yemeni Industrial Companies', European Scientific Journal, Vol. 2, pp. 1857-7431.
✔. Jung, J & Kim, Y 2012, 'Causes of Newspaper firm Employee burnout in Korea and its Impact on Organizational Commitment and Turnover Intention', International Journal of Human Resource Management, Vol. 23(17), pp. 3636–3651.
✔. Kalimullah, K, Farooq, S & Ullah, M 2010, 'The Relationship Between Rewards and Employee Motivation in Commercial Banks of Pakistan', Research Journal of International Studies, Vol. 14, pp.37-52.
✔. Llaci, S 2010, 'Business Management. Motivation. Tirane Albania: Alb paper'.
✔. Lee, C & Bruvold, N 2003, 'Creating value for employees: Investment in employee development', International Journal of Human Resource Management, Vol. 14, pp. 981-1000
✔. Rothberg, G 2005, 'The Role of Idea in the Managers Workplace: Theory and Practice', Pakistan Management Review, Vol. ZZLII (4), pp. 48-73.
✔. Salman, K & Irshad, M 2010, 'Job satisfaction among Bank Employees in Punjab, Pakistan: A comparative study', European Journals of Social Sciences, Vol. 17, pp. 570-577.
✔. Satyawadi, R & Ghosh, P 2012, 'Motivation and Work Values in Indian Public and Private sector Enterprises: A comparative study', International Journal of Human Resources Development and Management, Vol.12, Issue 3.
✔. Williams, E, Konrad, T, Linzer, M, McMurray, J, Pathman, D & Gerrity, M, et al 2003, 'Refining the Measurement of Physician Job Satisfaction: Results from the Physician Work Life Survey'. Medical Care, Vol. 37 (11), pp. 1140 - 1154.
✔. Yamamoto, H 2013,'The relationship between employees’ Perceptions of Human Resource Management and their Retention: From the viewpoint of attitudes toward job specialties', International Journal of Human Resource Management, Vol. 24(4), pp. 747–767.
✔. Zhang, H & Wu, E 2004, 'Human Resources issues facing the Hotel and Travel Industry'.
it's very clearly explained about benefits of Employee Motivation. Making a motivated and dedicated environment within an organization is generally not very simple (Chen et al, 2012). if possible to add challengers of motivation to your blog, it may give worth to your blog.
ReplyDeleteHi Zacky, appreciate your comment and opinion. Further, would like to say the degree of employee inspiration varies from one organization to another, and although one company may identify a motivator, it can also be a de-motivator in another firm's culture (Al-Akeel & Jahangir, 2020). According to MacGregor, once a human being's needs are satisfied, a new one will surely develop (2003). Life will still be unsatisfactory to someone even if they have everything they want (Adiele & Abraham, 2013). If management is unable to address the issues, it might lead to demoralization, dissatisfaction, and decrease in productivity (Nepwanga, 2016; Bryman& Bell, 2017).' performance toward the overall organizational goal (Bourgault et al., 2008).
DeleteI agreed the concepts given further If you want to motivate and inspire others to be at their best at work
ReplyDeletethere is a piece of psychology that you need to fully understand.
There are only two things that will get people out of bed --- Inspi-
ration and Desperation. Shelley Holmes (2009)
Thanks for your comment Puthra. From leadership perspective transformational leadership is believed to can inspire and motivate subordinates to perform and attain goals beyond regular expectations (Abuzaid, Alma, & Al-haraisa, 2019). Generally speaking, being motivated to pursue anything will result in a variety of psychological effects that are beneficial for performance and motivation (Reza, 2019).
DeleteAgreed with the content. Further, According to Lin (2007) highlights the fact that good information sharing can result from any type of motivation. The findings indicate a strong relationship between awareness of sharing attitudes and intentions and motivational elements including advantages, enjoyment, and self-efficacy to assist others. They discuss the value of knowledge sharing inside organizations and how it contributes to attaining objectives.
ReplyDeleteThanks for your comment Prabudhdha. As a addition to knowledge sharing through motivation, the Knowledge sharing can occur through face-to-face or technology-enhanced interactions with others through knowledge management systems (KMSs; McFadyen & Cannella, 2004; Voelpel, Dous, & Davenport, 2005). Tacit and explicit knowledge sharing contribute to knowledge application, innovation, and ultimately an organization’s competitive advantage (Jackson, Chuang, Harden, Jiang, & Joseph, 2006).
Deleteagreed with your detailed facts.
ReplyDeleteMotivation is the goal attentive behavior of individuals of every organization. It consists of a set of internal factors, which are the driving forces of a human being, who regulates own behaviour and experience of the employees. Motivation is accomplished by developing some effort – an activity which is expected to lead to a goal representing the satisfaction of individual needs of the person. Well-motivated people are those who have clearly defined goals, which effectively operate and have developed a sense of duty, because they are aware that their efforts lead to satisfaction not only their own needs but those of the company as well (Armstrong, 1999).
Thanks for your comment Iyngararaj. Workplace morale, interpersonal relationships, and conduct may set new standards for the workplace that will help the sector grow and meet its objectives (Patton 2002). Workers' motivation is influenced by several elements; for example, a positive working atmosphere and feeling heard by their employer are two things that lead to a motivated workforce (Hiriyappa, 2015). Additionally, regular coaching and setting defined growth goals provide staff members a greater chance to comprehend how to advance their careers (Mone & London, 2010).
DeleteGood article Romeda and adding furthermore, Components of performance management Performance management is the process of creating a work environment or setting in which people are enabled to perform to the best of their abilities and it is a whole work system that 3 begins when a job is defined as needed and expectations are clearly communicated to the employee (Den Hartog et al., 2004).
ReplyDeleteThanks for your valuable comment Malshani. While non-motivated people are less productive, resistant to change, and often rigid or lethargic, highly driven workers are more committed, cooperative, and productive (Hiriyappa,2010).The process of establishing specific goals inside a PM system is essential when thinking about how to encourage staff and when training is used as an incentive to increase one's possibilities for promotion, hone their work abilities, or otherwise provide individualized advantages for an individual, motivation and performance rise when the training's objectives are made explicit (Rasool, Fuwad, & Rauf, 2010).
DeleteWell explained. Always a motivated employee can perform much better than a normal employee. Whereas this motivation can be given in various forms.creating a good working atmosphere,providing training at times, appreciation and rewards for the work done all these can make a change in employees attitude towards the work in
ReplyDeletepositive way .Motivation can benefit both the company and employee at the same time.
Many thanks for the comment Uday. Performance culture is significantly impacted by the performance and image repercussions, as well as by motivation (Yuan & Woodman, 2010). Motivation is defined as "psychological factors that guide an individual's level of effort and degree of tenacity in the face of challenges'' and the motivating effect is connected to the workplace repercussions for an employee's performance and motivation, whether intrinsic or extrinsic (Yuan & Woodman, 2010). Autonomy, a sense of success, job stability, perks, and time off are a few examples of the stimuli that these inner and extrinsic motives may bring (Casey et al., 2012).
DeleteWell Explained. Also, Motivation is an important factor that encourages people to give their best effort and contributes to the achievement of large business goals (Jain, et al., 2019) Positive inspiration will increase workers' output, whereas negative inspiration will decrease their output (Jain, et al., 2019) Motivation is an important factor in the work force for executives (Jain, et al., 2019)
ReplyDeleteThanks for the comment Farhan. Motivation is an element that encourages organization's staff to perform better and be more productive, it is essential that all business companies adopt this important action (Abdullah & Islam, 2012). Since employee motivation is a key factor in both an individual's and an organization's performance improvement, motivated workers become the foundation and most asset for every business (Abdullah & Islam, 2012). This is applicable to both governmental and private sectors as well as nonprofit organizations and further the motivating factors are a collection of managerial tactics that businesses might use (Sulaiman et al., 2014).
DeleteGreat article Romeda. Furthermore, if an employee is rewarded through the organization their behaviour is not affected when it comes to knowledge sharing among employees. However, if an employee is motivated intrinsically they are more likely to share their knowledge, attitudes, and intentions to a better work place environment (Lin, 2007).
ReplyDeleteThanks for your comment Miyuru. In addition to the knowledge sharing, employee perceptions of incentives varies which affects the knowledge sharing relationship (Barber & Bretz, 2000). Self-reported knowledge sharing was also inversely correlated with external incentive (Foss, 2009). Although sharing knowledge fosters learning and probably has collective benefits like increasing the resources that all employees can use to solve problems, withholding knowledge (rather than sharing it) probably has greater personal benefits in the absence of organizational conditions holding individuals accountable for sharing knowledge (Haas & Park, 2010; Lepak & Snell, 2003)
DeleteA clear explaination Romeda. Furthermore, Diversity at workplace has provided managers with substantial magnitude of problems, the big difference between employees in every organization means that there is no best way to deal with such problem. What motivates some employee to perform very well may be discouraging to other employee, therefore it poses a big challenge to present day managers. In this thesis, culture in human resource management is discussed as well as performance management and different type of reward system (Nduka 2016).
ReplyDeleteMany thanks for the comment Manodya. Further, once a human being's needs are satisfied, a new one will inevitably materialize (MacGregor, 2003). Life will still be unsatisfactory to someone even if they have everything they want (Adiele & Abraham, 2013). The level of employee motivation differs from one organization to another, and although one culture may identify a motivator, it can also be a de-motivator in another firm's culture and managers should have clear understanding about this situation and make solutions for motivate the employees (Al-Akeel & Jahangir, 2020).
Delete