2. Importance of Increasing Employee Motivation to The Organization.
Why Employee Motivation Is Important?
Employees are the most valuable resource in any company. They are required to improve outcomes by using inputs. 2014 (Dugguh). Employee motivation is a crucial component of the workplace that influences department and business performance. Motivating your staff should be a daily practice. Unfortunately, some firms fail to realize the importance of employee motivation, and as a result, many employees are disengaged and under-motivated staff (Hughes and colleagues, 2009).
In this post, we'll look at why employee motivation is so vital in every company or organization. Employee motivation is crucial for a variety of reasons (Ahmad et.al, 2012). Mostly because it enables management to achieve the company's objectives. Companies might be put in a dangerous situation if they don't have a motivated workforce. Employees that are skilled and efficient, as well as their expertise and qualifications, are an asset to any business, implying the organization's reputation and goodwill (Rothberg, 2005). Employees that are motivated are more productive and help a business reach better levels of production. Consider having a worker who is unmotivated at work. They'll most likely spend their time at work perusing the internet for personal enjoyment or perhaps seeking for a new employment. This is a complete waste of your time and money (Lindner, 1998).
Employee motivation is extremely crucial for any organization because of the benefits it provides. According to (Suzanne,2009), in order to achieve the greatest possible job performance, the gap between ability and willingness must be bridged, which aids in increasing subordinates' performance. Motivation is a crucial component that contributes to employee happiness. This may be accomplished by having an incentive strategy in mind and presenting it for the benefit of the staff. The following events may occur as a result of this (Faisal, 2017).
Motivated employees are valuable assets to any company, large or small, and motivating employees is always one of the most important aims for employers. Employers, on the other hand, must learn to adapt since the advantages of strong employee motivation are vast (Manzoor, 2012).
Organizational Benefits when employees are well motivated
1. Can handle uncertainty better
Motivated personnel are more self-assured in their work because they are more engaged. As a result, they know how to respond in tense circumstances (Beek et.al, 2011).
2. Are better problem-solvers
Most companies search for problem-solving abilities in their workers. Employees that are motivated will work harder to solve issues and overcome difficulties (Worley and Doolen , 2015).
3. Are proactive and productive
Employees that are motivated seek for innovative ways to solve problems and achieve their objectives. They seldom wait for criticism and frequently assess their own work. More productivity is typically the result of increased motivation and involvement. As a result, businesses with highly driven staff are frequently more productive than those without.
4. Understanding and achieving company’s goals better.
Motivated employees want to understand how their work contributes to the overall company success. Therefore, they always want to understand what the company’s mission, vision and objectives are. In addition to working hard to achieve their own goals, motivated employees also care about achieving team and company goals (Rouillard, 2003).
5. Work towards achieving their own goals and better team players
Understanding the company's goals, motivated employees are excellent in understanding and achieving their own goals. As most motivated employees are driven by the company's goals and objectives, they are more likely to be team players than solo players (Rouillard, 2003).
References
· Al-Madi, FN, Assal, H and Shrafat, F (2017). European Journal of, researchgate.net
· Ahmad, MB, Wasay, E and Jhandir, SU (2012). Interdisciplinary Journal of business, papers.ssrn.com
· Di Cesare, J, Sadri, G (2003). Management research news Journal, emerald.com
· Dugguh, S.I. (2014). Using Motivation Theories to Enhance Productivity in Cement Manufacturing Companies in Nigeria: An Overview. The international Journal of Social Science, Vol.20, No1.
· Faisal, A (2017). The Impact of Employee Motivation on Organizational Commitmen European Business Journal. Worley, TL and Doolen, TL (2015). International Journal of Lean Six Sigma, emerald.com
· Ivan Beek, Taris, TW and Schaufeli, WB (2011). Journal of Occupational, psycnet.apa.org
· JSSIR, I. (2017) International Journal of Social Science & Interdisciplinary Research. ISSN 2277-3630 ,Vol. 6 (2), FEBRUARY (2017), pp. 10-20
· Lam, CF and Gurland, ST (2008). Journal of research in personality, Elsevier
· Manzoor, QA (2012). Business management and strategy, academia.edu
· Rynes, SL, Gerhart, B and KA Minette, KA (2004).In alliance with the Society of, Wiley Online Library
· Richerd L Hughes, Robert C Ginnett and Gordy J Curphy (2009). LEADERSHIP Enhancing the Lessons of Experience – A Book
· Rothberg, G., (2005, Fourth Quarter). The Role of Idea in the Managers Workplace: Theory and Practice. Pakistan Management Review, XLII (4), 48-73.
· Rouillard, L (2003). Goals and Goal setting, ISBN-13: 978-1560526773, 3rd Edition, books.google.com
· Suzanne Bates (2009). Motivate like a CEO, 3rd Edition
· Venkatesh,, U and Kulkarni, A (2002). Journal of Services Research, papers.ssrn.com
Hi Dhanushka,
ReplyDeleteSharing performance feedback with an employee is one of the most effective ways to keep them engaged. When an employee understands what they're doing well and where they can improve, they'll be more driven to keep working hard and make changes to their methods in order to better their review the next time around.
Agreed Dhanushka, to add further Ovidiu (2013) explains that a successful organization is driven by synergy of super skills which is needed to distinguish an organization, from its competitors. Therefore the author explains that employees being a mixture of various strengths & needs, could bring out their best talents out while enabling a positive emotional binding towards the job with an application of suitable motivational strategy in order to collectively achieve the organizational goal.
DeleteI agree with your views and Armstrong (2012) states that motivation is concerned with the strength and direction of behavior and the factors that influence people to behave in certain ways. The term ‘motivation’ can refer variously to the goals individuals have, the ways in which individuals chose their goals and the ways in which others try to change their behavior.
ReplyDeleteYes, Agreed Lakshan. This reason has led management to create an competitive edge over other companies as Janine (2019) states that the motivation being a driving factor which enables a behavioral change towards attaining individual goals, can be used as the carrot in front of rabbits excluding the stick, as it produces and improves better performance removing the fact of fear.
DeleteAgreed with your statement "Employee motivation is extremely crucial for any organization because of the benefits it provides. According to (Suzanne,2009)," and can you state what are the benefits is better for easy understanding.
ReplyDeleteSumeera Nawarathne, I agree with you but according to Armstrong, (2014) Motivation is the force that energizes, directs and sustains behavior. High performance is achieved by well-motivated people who are prepared to exercise discretionary effort, ie independently do more than is expected of them. Even in fairly basic roles,
Deletegreed with the argument of effect of motivated employees. Motivation has positive relationship with job satisfaction of employees which makes positive attitude and positive feeling of the employees (Armstrong, 2010). Also, motivation of employee develops sick-less and more productive work environment and positive attitude to the core workers and customers which may directly effected to organization’s long run with satisfied employees with less turnover(Skripak, 2016).
ReplyDeleteAs you correctly stated Thushari, Employee Engagement plays a huge role in any Organization. According to many researches, it’s been evident that the engaged employees are much more innovative and also there’s a significant connection between innovative work behavior and employee engagement. Moreover, mentioned that employees who are engaged come up with innovative solutions for the problems that they identify in the workplace (Spiegelaere et al.,2014).
DeleteArticle well describe how essential employee motivations in their workplace, further, Accordingly to Safiullah (2014, p 22),
ReplyDelete"To get the maximum from these resources, employees must have to be motivated." I was agreed with the argument that emphasized.
Well said Amila, Also Engaged employees are more loyal and contributes more to the organization and these employees will not voluntarily leave the organization (William and Benjamin, 2008).
DeleteAgree with you. Further, capacity and motivation are needed for efficient organizational performance. Organization management should treat employees as their most valuable asset. Management needs to know what motivates them as much as employees give (Lyimo, 2019).
ReplyDeleteAgreed Nuwan, I agree with what you stated but according to Alfes et al (2010: 2) asserted that engaged employees perform better, are more innovative than others, are more likely to want to stay with their employers, enjoy greater levels of personal well-being and perceive their workload to be more sustainable than others.
DeleteAgreed with all what you stated .According to Amiable (1993), individuals are intrinsically motivated when they seek enjoyment, interest, satisfaction of curiosity, self-expression, or personal challenge in the work. With motivated employees organization can easily archive its stated goals in this dynamic environment.
ReplyDeleteAgreed Roshini & Further, Employee engagement has emerged as one of the greatest challenges in today’s workplace. With complexities and stringent regulations in many organizations, employee engagement will continue to challenge organizations in the future (Mishra, Boynton, & Mishra, 2014).
DeleteEmployee motivation is affected by both personal characteristics as well as workplace environment. Organizations benefit from “engaged workers” in a number of ways. Two-way communication helps to shape employee
ReplyDeleteperceptions and aid the company in understanding employees better. Employee satisfaction has positive influence
on customer satisfactions in the service industry (Harter, Schmidt & Hayes, 2002).
Agreed Chandana, This aspect challenges management because engagement is a critical element in maintaining the organization’s vitality, survival, and profitability. Organizations that have highly engaged employees have greater profits than those that do not. Organizations with highly engaged employees experience increased customer satisfaction, profits, and employee productivity (Ahmetoglu, Harding, Akhtar, & Chamorro-Premuzic, 2015; Carter, 2015; CooperThomas et al., 2014; Vandenabeele, 2014).
DeleteAgreed with your views. Leaders have an influential role in improving employee engagement. Leaders have been proven to influence and motivate employees through demonstrating clear values and fostering positive teamwork in an agreeable manner as indicated by Kouzes and Posner (2012) and Yukl (2012). When employees are engaged, their individual performance is high, which can positively impact overall organizational performance. Flexible and adaptive leaders are critical in today’s organizations (Crossman & Crossman, 2011).
ReplyDeleteAgreed, Not all individuals are the same, so each one should be motivated using different strategies. For example, one employee may be motivated by a higher commission or bonus levels while another might be motivated by job satisfaction or a better work environment ( Argyris ,1980).
DeleteWhile I agree with your argument, employees at any firm are demotivated, which leads to employee dissatisfaction. When the global economy improves, employees who are dissatisfied with their current situation will look for job elsewhere (Gupta-Sunderji, M., 2004). If an employee stays, this is referred to as retention; if an employee leaves, this is referred to as turnover (Walker.,2001).
ReplyDeleteAgreed Sampath, Employees are the main asset of any organization. For this the reason, management has to implement different motivation factors to increase productivity (Dugguh, 2014).
DeleteAgreed. According to Roos, Van Eeden, (2008), the level of motivation and satisfaction which are closely followed by the organization is represented by the senior management.
ReplyDeleteI
Agreed Jayashi, According to Manzoor (2012). Several organizations believe that the employees are its main asset and they will lead to organizational growth. Coyle-Shapiro and Shore (2007). stated organization has a great relationship with employees further, both parties exchange the benefits and they trust each other.
DeleteMoreover, organizations today have realized the importance of motivated and satisfied employees as important contributors towards long term objectives. It has made organizations to cater to the expectations and needs of the employees and could expect the similar response. Motivation also positively influences performance at individual and group level ultimately affecting the organizational performance (Risambessy et al., 2012).
ReplyDeleteWell said, People have many needs that are continuously competing for one with another. Each person has a different mixture and strength of needs, as some people are driven by achievement while others are focusing on security (Dobre, 2013).
DeleteAgreed. Human capital is regarded as a main asset of the organization, and the success of the human capital will depend on employee ability and motivation which are key factors that influence employee performance (Devadass, 2011).
ReplyDeleteAgreed, Also it is essential for a manager to understand what really motivates employees, without making just an assumption. Asking an employee how he feels about a particular situation does not provide an accurate evaluation of his needs, as the interpretation could distort the reality itself (Herzberg, 2008).
DeleteFurther, (Aminul, 2014) revealed that, motivation is the factor which ultimately influences employees to behave in certain ways. And in any organization whether it is public or private, it has to concern about motivational issue, along with environmental or ability factors, that determines the employee performance, as it is very much related with the outcome of the organization.
ReplyDeleteAgreed, The closer one gets his perception to a given reality, the higher is the possibility to influence that specific realty. Thus, managers can increase their effectiveness by getting a better grasp on the real needs of the employees ( Baldoni ,2005).
DeleteCoyle-Shapiro and Shore (2007), stated organization has great relationship with employees as well as both parties exchange the benefits and they trust each other.
ReplyDeleteHi Menaka, agree with you. The most vital assets of organizations are employees and they are considered as the engine of any organization (Mohsen et al., 2004). The motivation is a psychological process, along with personality, attitudes, perception, and Learning and also is a very important element of behavior (Tella et al., 2007). As a result of motivation, individual stimulates to taking an action on their own, which will result in the attainment of some goals, or satisfaction of certain psychological (Georgeb and sabapathy 2011). After considering all facts of motivation, it is obvious, that motivation is very significant in the achievement of every organization’s growth (Geomani, 2012).
DeleteAgree with your points, Further Motivation is an important stimulation which directs human behavior. No individual has same attitude or behavior, hence in midst of this diversity organization are supposed to frame practices which will be able to satisfy the group and not just an individual (Peters et al, 2010)
ReplyDeleteThank you for commenting and a part from that according to Manzoor (2012). Several organizations believe that the employees are its main asset and they will lead to organizational growth. For this the reason, management has to implement different motivation factors to increase productivity (Dugguh, 2014). That’s why the several kind of motivational theories and stratagies comes to the corporate market. These cultural aspects of the workplace make an excellent morale raising investment in the staff and the business and strive to maintain an enjoyable, family-orientated atmosphere in which all employees focus on achieving team goals (Yousaf, et.al, 2014).
DeleteAgreed with your points. Well covered all the important points. To summarize your arguments, employee Motivation is important to the organization to boost creativity and retain the best talent (Nikolova, 2021).
ReplyDeleteWell discussed Amali. Adding further to strengthen your view on employee motivation; Human resource molded with correct drivers of motivation is the powerful tool in creating and attaining the competitive advantage, which distinguishes the organization from its competitors; with the capacity of directing themselves towards the organizational goals, which cannot be achieved by any other resources in the organization (Ovidiu, 2013). The author further highlights that the management should construct motivation strategies which can encourage employees to bring out their best potentials. As studies proves that an environment with the poor employee morale’s & motivation concludes at poor productivity (Osabiya, 2013).
DeleteYes. Employees motivation very important component for the leadership. “An employee’s motivation is a direct result of the sum of interactions with his or her manager”(Bob Nelson)
ReplyDeleteThank you for commenting and a part from that motivation and performance of the employees are essential tools for the success of any organization in the long run with their competitors and also with the expected profits ( Naseem et.al, 2011).Nowadays it is very important to motivate the employees to retain by giving financial or non-financial benefit to improve the organization revenue, goals and the company performance (Ramlall, 2004). This full explanation aims to analyze the drivers of employee motivation to high levels of organizational performance. The literature shows that factors such as empowerment and recognition increase employee motivation (Lindner, 1998).
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