Motivating your employees should be a routine. The performance of the department or the organization can be based on how motivated the employees are. Organizations are always looking for opportunities to increase the productivity and find new ways to make the working-place a better place for their employees.( Hassett, S. 2004). However, there are those organizations that fail to recognize the importance of employee motivation. In this blog post, we look into why employee motivation is important to any organization. (R, H., 2020).
Imagine what it would be like to have an employee who is not motivated to work? They would use the time at their desk to surf the internet or even look for other employment. This is a waste of the organization's time and resources. (R, H., 2020). When Thomas. J. Watson, Sr., started IMB, he laid out the core values of the company. These values- excellent products and services, excellent customer service, and respect for the individual- would determine the future of IBM, making it the biggest and most respected computer company in the world. The principle of “respect for the individual” was adamantly enforced at every level of the business. (Tracy, B., n.d.)
Employees will generally put in their best effort into the tasks they are assigned when they are motivated to work ((Mathis, R., and Jackson, J. 2000). Motivation can also facilitate the self-development of an employee to enable them to reach their personal goals and employee satisfaction must be there which can lead to positive growth for the company. (R, H., 2020).
To increase employee productivity, organizations
are always looking for new and better ways to do this. In most organizations,
some leaders can motivate their employees to do better. While in most instances
the feedback is positive, it can be negative as well. (Tracy, B., n.d.)
If a leader tends to use fear and pressure to get the job done, short-term results might be obtained this way but will indefinitely affect the employees long-term performance. As most employees do not perform to the best of their ability under pressure, this will lead them to get demotivated and thus weaken the workforce of the organization.( Hassett, S. 2004)
The philosopher Jeremy Bentham wrote in the principles of reinforcement during the industrial revolution that to motivate employees the Carrot and Stick approach be taken. The carrot represents a reward for good behavior and the stick a form of reprimand or punishment for what is considered to be a negative approach. While this approach may work on employees who can alter their behavior and performance this may not be the best approach in the long-run. (Mathis, R., and Jackson, J. 2000).
Therefore, it is a vital aspect that
organizations have training and development programs to set up a positive and
work-friendly culture to retain the employees and minimize employee turnover. A
happy workforce leads to successful organizations. (McNamara, C. 2016)
References
Hassett, S. (2004). Super motivation. Pittsburgh, Pa.: Dorrance Publishing.
Mathis, R., and Jackson, J. (2000). Human Resource Management. 9th ed. United States of America: Dave Shaut.
McNamara, C. (2016). Helping
People to Motivate Themselves and Others. [online] Managementhelp.org.
Available at: https://managementhelp.org/leadingpeople/motivating-others.htm
[Accessed 29 Apr. 2019].
R, H., 2020. Why Employee Motivation Is Important (& How To
Improve It). [online] The 6Q Blog. Available at:
<https://inside.6q.io/employee-motivation-important/> [Accessed 17
October 2020].
Tracy, B., n.d. The
Four Factors Of Motivation. [online] Amanet.org. Available at: <https://www.amanet.org/articles/the-four-factors-of-motivation/>
[Accessed 15 November 2020].
Agree with you on the fact that the performance of the department or the organization can be based on how motivated the employees are. In order to achieve ‘high performance’ in organizations, managers should have the capability to produce a helpful organizational environment that could enable employees to work (Rusua and Avasilcaia, 2014). Motivating people is about making them to change to the course you want them to go so as to get result. Nevertheless, employees can only display ‘high performance’ if they are soundly inspired and eager to workout optional effort (Armstrong, 2009).
ReplyDeleteResearch shows that organizations that focus on performance and health are more successful and deliver better financial results. Done right, transformational change can get people excited while improving organizational health. But “done right” is rare: in large organizations, only about one in four transformations achieve long-term success. (Fuchs. S. 2017)
DeleteDefinitely, Although the use of technology in organization has revolutionized the working of organizations by transforming them into a technology intensive and customer friendly institution, yet the importance of human capital is not reduced. Management of people and management of risk are two key challenges facing organizations. How you manage the people and how you manage the risks determines your success in the business. Efficient risk management may not be possible without efficient and skilled manpower. In the words of Allen, “poorly motivated people can nullify the soundest organization (Grewal and Ahluwalia, 2008).
ReplyDeleteKnowledgeable professionals must be responsible for executing effective risk management programs by taking an objective perspective without consequences to their compensation and careers. Incentives should be used to recognize individuals, departments, and the enterprise for enhanced risk awareness behavior in pursuit of goals and objectives.(Varma 2018)
DeleteEmployee motivation is an intrinsic and internal drive to put forth the necessary effort and action towards work-related activities. It has been broadly defined as the "psychological forces that determine the direction of a person's behavior in an organization, a person's level of effort and a person's level of persistence" (Jones et al. 2008).
ReplyDeleteThis system again suffers from the issue of whether the desired behaviour is actually being motivated by the intervention. The work of Skinner (1953) suggests that in order to change behaviour, the reinforcer needs to be directly related to the desired behaviour.
ReplyDeleteOrganizations today understand the importance of motivated and satisfied employees as important contributors to long-term goals. Organizations are organized to meet the expectations and needs of employees, and a similar response can be expected. Motivation has a positive effect on performance at the individual and team level (Varma, 2018).
ReplyDeleteHi Melissa, very much agree on the fact that best output from employees should be acquired through authentic motivation and not by coercion. Bartol and Martin (1998), describe motivation as a power that strengthens behavior, gives route to behavior, and triggers the tendency to continue (Farhad et al, 2011). Organizations should endeavor to cultivate an Organizational Citizenship Behavior (OCB), in order to reap ‘value added employees ‘, who do voluntary out of the assignment and extend help to peers or subordinates ( Widyaningrum, E & Rachman, M 2019).
ReplyDeleteFor a company and its workers, motivation is important. It helps an individual accomplish personal objectives. A motivated person will have greater job satisfaction, increased efficiency and a willingness to succeed. The wider team and the overall organization enjoy this (Armstrong, 2009).
ReplyDeleteAgreed, according to the Tsareva, Vlasenko & Ivanuyga (2016), motivation is a one of the core technique of personal management and it helps achieve goals personally and for the organization. Wages is the mostly used instrument to motivate the labor in organization (Murphy, 1981).But in classic and modern motivation theories its show it has a vast area.
ReplyDeleteEmployee motivation means how devoted an employee is to his job, how engaged he feels with company’s goals and how empowered he feels in his daily work (Ashley Donohoe 2018). Motivation is the method which reflect employee’s determination, direction and passion (Pinder 2008). Employees in an organization, not motivated completely by money and employee behaviour is link to their attitudes (Dickson 1973). The most encouraging motivation is self-motivation therefor, Employee can apply this for personal life or organization to achieve objects and targets (Diamond and Diamond, 2010).
ReplyDeleteIn general, people will work harder if they believe there are rewards for good results and penalties for poor ones. Money is important, but we all want and need more than compensation. But people also want to be recognized, contributing members of a winning team. This means that people want to know that the enterprise with which they are involved is succeeding. They want to know that what they are doing is contributing to that success and they want these efforts to be recognized.(White D. 2015)
ReplyDeleteWith agreeing on "Employees will generally put in their best effort into the tasks they are assigned when they are motivated to work ((Mathis, R., and Jackson, J. 2000)", adding to that According to a study conducted by Grant (2008), motivation imposes employee outcomes for instance
ReplyDeleteperformance and productivity also that motivated employees are more oriented towards autonomy and are more self-driven in contrast to less motivated employees. Further, motivated employees are highly engaged and involved in their work and jobs and are more willing to take responsibilities (Kuvaas &
Dysvik, 2009).
Agree with you. According to Vanek (2012), explains that in the 21st Century, it is the Human resource, more or less the ones with knowledge and higher productivity are the biggest assets the organizations possess therefore highly motivated employees will take the organization to the next level.
ReplyDeleteMotivation is a main factor that drives productivity and performance and a motivated employee will have the desire to achieve a certain performance level, leading to goal-directed behavior and a role model to subordinates (Mitchell 1982). To motivate employees, the organization leaders must focus on identifying the drives and necessities of the employee seeking to satisfy in terms of personal and working environment. The core factor, which will inspire employees to, to achieve corporate goals, provide better service, innovation, or to increases productivity is to keep the subordinates happy and motivated and it will boost the company performance in overall aspects (Varma 2017).
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ReplyDeleteAgree with you Melisa. Adding to your comments it’s a known fact that recognition is also a positive influence on employee motivation. A motivational function of the recognition can be explained by argumentation theory and social cognitive theory. Recognition refers to the actual achievements and reward them immediately after implementation which leads to a better performance [Armstrong & Murlis, 2004].
ReplyDeleteShahzadi (2014) noted that ,Employee motivation is very important for organizations as every concern requires physical, financial and human resources to accomplish the goals. It is through motivation that the human resources can be utilized by making full use of it. This can be done by building willingness in employees to work. This will help the enterprise in securing best possible utilization of resources. It results into increase in productivity, reducing cost of operations, and improving overall efficiency. Organizations in this dynamic globalized world are continuously trying to develop and motivate their
ReplyDeleteemployees to help achieve enhanced performance with various Human Resource applications and practices. Reward management system is the highly used practice for the enterprises to achieve the desired goals (Gungor,2011).
Agree with Melissa Leaders must examine their sources of intrinsic motivation, provide a culture that encourages this level of exploration for all employees, and develop methods that assess and sustain (EILEEN E. MORRISON, 2007).
ReplyDeleteThe Self-determination theory can implement three types of extrinsic motivation for understanding individuals’ motivation, significantly related to performance which are external regulation, introjections and identification (Deci & Ryan, 2000).
ReplyDeleteEmployees have a direct impact on the life of the company, how they feel about the work they do, and the results that result from it. For example, if the organization's employees are highly motivated and proactive, they will do whatever it takes to achieve organizational goals, and oversee the organization's activity to meet potential challenges (Numbu and Bose, 2019).
ReplyDeleteAccording to a study conducted by Grant (2008), motivation imposes employee outcomes for instance performance and productivity. He also established that motivated employees are more oriented towards autonomy and are more self-driven in contrast to less motivated employees. Further, motivated employees are highly engaged and involved in their work and jobs and are more willing to take responsibilities (Kuvaas & Dysvik, 2009).
ReplyDeleteMotivation has a direct link to employee engagement. It helps with more efficiency and a higher level of job satisfaction. It has a higher impact over the performance within an organization as the performance of an individual gets affected by skills and motivation level (Birknerová and Litavcová, 2010).
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