1. Introduction of Employee Motivation.
Employee Motivation In The Accounting Department Of Ceylon Electricity Board
In this turbulent and competitive business environment, the majority of accountants are battling for survival (Arslan, 2017). Employee motivation and performance are important tools for every business to flourish and achieve projected profits in the long run (Naseem et al., 2011).
As most accounting departments are dealing with significant staff turnover, therefore it is critical to incentivize employee retention by providing rewards that increase organizational income and performance (Ramlall, 2004). On the other hand, assessing performance is important for an organization's management since it shows the organization's growth and accomplishments, and there is a positive link between employee motivation and organizational success, as evidenced by various studies (Wang et al., 2011).
The aim of this comprehensive explanation is to examine the variables that inspire people to achieve high levels of organizational performance. Employee motivation may be boosted by elements such as authorization and recognition, according to (Lindner, 1998). Employees' work excitement will rise as their empowerment and recognition, as well as their achievements and organizational performance. Organizational performance may be harmed by monotonous work and staff dissatisfaction induced by consumer demand (Wu, 2011). As a result, work absenteeism may rise, and workers may quit to join with competitors who can offer better working conditions and greater incentives (Dobre, 2013). As each person is different from other different motivational techniques should be used. As an example, one person may be driven by a greater commission or bonus level, whereas another employee may be motivated by job satisfaction or a better work environment in addition to a higher commission or bonus level (Abdul 2012).
Even in today's competitive environment, all companies want to be successful. As a result, the firm seeks to retain the finest people, regardless of size or market, and recognizes their critical role and impact on the organization's performance. Companies should build strong and good connections with their workers and help them through their responsibilities to overcome these obstacles (Castro and Martins, 2010).
The organization should develop strategies to participate in a highly competitive market and enhance its performance in order to accomplish its goals and objectives (Coyle-Shapiro and Shore 2007). Only a few businesses, however, realize that human capital as the most valuable asset, one that can propel them to success or derail them if not properly managed (Yudhy,2018). The organizations will not be able to succeed if the workers are unsatisfied with their jobs, they will be lack in motivation to complete their responsibilities and achieve their objectives (Pirtea et al., 2009).
References
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Dobre, OI (2013). Review of applied socio-economic research, Citeseer
Dugguh, S.I. (2014).Using Motivation Theories to Enhance Productivity in Cement Manufacturing Companies in Nigeria: An Overview. The International Journal of Social Science, 20 (1).
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Naseem, A, (2011). Sheikh, SE and Malik, KP - International journal of multidisciplinary- ijmse.org
Pirtea, M, Nicolescu, C and Botoc, C (2009). Annales Universities Apulensis: Series - core.ac.uk
Ramlall, S (2004). Journal of American academy of business, academia.edu
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Wang, H, Tsui, AS and Xin, KR (2011). The leadership quarterly, Elsevier
Arslan, M., 2017. Organizational Cynicism and Employee Performance: Moderating Role of Employee Engagement. SSRN Electronic Journal,.
Abdul Basit, A., Hermina, T. and Al Kautsar, M., 2018. The Influence of Internal Motivation and Work Environment on Employee Productivity. KnE Social Sciences, 3(10).
Yudhy, Y. and Nur’aeni, N., 2020. The Influence of Organization Culture and Work Motivation on Employee Productivity of Bank BJB Rancaekek Branch. International Journal of Business, Economics, and Social Development, 1(4), pp.202-211.
Agreed with your views and According to Dhanushka and Okafor (2014), motivation refers to the willingness of an individual to put greater efforts to attain particular goals. Therefore, the concept of motivation stresses on an individual’s feeling of enthusiasm and attentiveness to be able to achieve his or her goals in an effective manner.
ReplyDeleteYes, Agreed Chathuranga Lakshan. Maduka & Okafor (2014) remarks that, this is where the challenge arises to the management in order to understand and identify the correct driving force which encourages the willingness of employee, to enhance the employee performance. Also Ovidiu (2013) suggests that management can simply focus on two aspects of which, one is to concentrate in reducing the factors that causes job dissatisfaction while the second is to concentrate in improving the motivating factors along with the employee empowerment which eventually leads to employee motivation, along with improved performance.
DeleteHey Danushka,
ReplyDeleteI agreed with your point of view regarding employee motivations. It helps to achieve the organisational targets. Further,
Reeves and Krishnan state that "Human resources are the renewable energy always for the firm or to industry to attain its survival and success in the short and long-run concern through its stakeholders' proper motivational and recognition practices" (2020, p77).
I agree with you Amila, 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.
DeleteMotivation can be defined as the strength of changing behaviors of employees into certain direction by practicing influencing factors (Armstrong, 2010). Maslow’s hierarchy and Hertzberg’s two-way theory and McGregor & McClelland describes many of the essential motivating factors of employees in different view (Ronald & Pardee, 1990).
ReplyDeleteWell said Thushari Senevirathne, Bhatla (2011) argues that the need for such employees and how their presence can improve the progress and work efficiency of the organization as a whole. Also focused on the challenges faced by the HR managers to improve employee engagement for an organization’s survival.
DeleteHi Danushka, According to the research 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)
ReplyDeleteAgreed 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).
DeleteAgreed further Employees are counting on employers to offer a secure and non-threatening working environment. Threats, violence, and hazardous working conditions reduce productivity and morale. Some components of workplace security can be delegated, but you must supervise the process to ensure that everyone takes it seriously. These points are important when thinking about employee motivation.(edwardlowe, 2021)
ReplyDeleteAgreed with your points Menupa, 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).
DeleteAgreed with your view. When employees are well motivated, they help the organization to grow and survive in a fast changing workplaces (Lindner ,1998). Any organization can archive better competitive advantage through its motivated employees.
ReplyDeleteWell said Roshini, According to Macey and Schneider (2008) stated that when leaders have clear expectations, are fair, and recognize good performance they will have positive effects on employee engagement by engendering a sense of attachment to the job.
DeleteYes. Motivation is most important fact in organization. members' perceived motivation towards the group is an important determinant of the influence and status they attain in task-oriented groups. Following Meeker and Weitzel-O'Neill (1977) and Ridgeway (1978), it was suggested that people who enter a group with low external status characteristics
ReplyDeleteDear Chandana Punchihewa, I agree with your discussion about the employee engagement and recognition can make people feel appreciated, in addition to this Wooddruffe (2006) says having employees who are thoroughly motivated and truly engaged is the most powerful competitive weapon an organization can enjoy.
DeleteAgreed on your view, further Alexis (2009) emphasizes that Innovative and creative thinking is one of the best benefits that results through a culture of employee engagement, enabling things to be done better and effective.
ReplyDeleteDear Danushka, However, John Purcell (2013: 247) contended that: ‘Employee engagement is worth pursuing, not as an end in itself, but as a means of improving working lives and company performance’. And the CIPD (2012: 1) noted that:Engagement is not about driving employees to work harder but about providing the conditions in which they will work more effectively – it is about releasing employees’ discretionary behaviour.
ReplyDeleteI agree with your discussion Nadeeka , in addition to this Boxall and Purcell (2003) criticized that in a rapidly and constantly changing business environment, the company and its strategy are affected by many alternating factors, and the entire human resources system can only be adjusted frequently to adapt to new challenges. In the same way According to Beardwell and Claydon,(2004) Criticisms of the best-fit approach Several problems that were found in the basic theoretical assumptions and application to the organization.Torrington and Hall (1998),states that further The criticism is that in order to pursue higher economic performance, the most appropriate model often ignores the interests of employees.
DeleteHi Dhanuska, Agreed with your point. In Fact, The overall success of an institution in accomplishing its strategic goals is primarily reliant on employee performance. Employee productivity is determined by their ability and motivation (Ek, K. and Mukuru, E., 2013). Motivation is the most significant approach for reducing employee turnover in organizations, and it is is the backbone of human resource management t (Vnouková, L., and Klupakova, H., 2013).
ReplyDeleteAgreed Sampath, Yeh its true In context to Armstrong (2006) Best fit model help to face the dynamic business condition and the human is the most live asset within the organization. According to Beardwell and Claydon (2004) Best Fit approach with several assumptions because this model is basically use to handle human resource always human behavior changing there for should make some assumptions when implementing the Best fit model.
DeleteYes, I agreed with your points. Finding measures to improve motivation for accounting human resources plays an important role in HR department in every organization. Basically, accounting personals are especially motivated through friendly and co-operative working environment along with other motives such as salary, allowances, bonus, benefits (Do el at., 2020).
ReplyDeleteDear Iresha, Purcell (1999) view, organization should be less concerned with best fit and best practice and much more sensitive to processes of organsational changes so that they can avoid being trapped in the logic of rational choice.
DeleteAgreed According to the studies of (Ryan and Deci, 2000; Thomas, 2002, as cited in Grant, 2008); motivated employees are more oriented towards autonomy and freedom and are more self driven as compared to less motivated employees which lead to availing developmental opportunities more correctly. Similarly employee commitment with their work and jobs is more, if they are motivated as compared to less motivated employees (Guay et al., 2000; Vansteenkiste et al., 2007).
ReplyDeleteAgreed Khalid Humayuni, According to Jennings (2009) best Practice and Best Fit model can not be apply to every situation. So due to this reason some times organizations less concern about the process but this best practice and best fit model can apply to manage people.
DeleteAgreed. Motivated employees are more efficient and effective in their work, helps the organization to survive in the highly turbulent environment it operates (Buford et al, 1995).
ReplyDeleteHi Chathuri Creasy, According to Armstrong (2006) Best fit is more important than best practice, there can be no universal prescriptions for HRM Policies and practices.
DeleteAgreed, (Haque & Islam, 2014) also argued motivation is very important for the organizations to know and understand why employees behave differently at workplace and how to handle their behavior so that they do their best efforts to achieve organizational goals and objectives.
ReplyDeleteI agreed with you Krishnachandraah and also best practice is a technique or some methodology that, through experience and research, has proven to reliably lead to a desired result (Cormican, 2004 ).A commitment to using the best practices in any field is a commitment to using all the knowledge and technology at one's disposal to ensure success. The term is used frequently in the fields of health care, government administration, the education system, project management, hardware and software product development, and elsewhere ( Gordan and Kaswin 2010).
DeleteThere are different kind of motivation theories have been introduced. It is better to consider about the practical importance of these theories in the modern business environment. Employee motivation is identified as most important part of an organization in deciding better performance at organizations (Pinder, 2008).
ReplyDeleteAgreed, 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).
DeleteI agreed with your points in addition to that One of the greatest challenges organizations face today is how to manage turnover of work force that may be caused by migration of a lot of industrial workers. This may be because of their lack of Motivation and commitment for the organization; this point of view emphasizes the importance of the study of Motivation and its relationship to Job Satisfaction (Prof. S. K. Singh & Vivek Tiwari, 2011).
ReplyDeleteAgreed Gajendran, the empowerment and recognition of employees is increased, their motivation to work will also improve, as well as their accomplishments and organizational performance. Nevertheless, employee dissatisfactions caused by monotonous jobs and pressure from clients, might weaken the organizational performance (Wu, 2011).
DeleteAgreed Danushkana,
ReplyDeleteI would like to highlight a different aspect of employee motivation. The motivation of employees to participate in working-related training and career development programs is a subcategory of the creation of the more detailed "work motivation." Clearly, organizations have the benefits of providing training to employees. Nonetheless, in the short term, the benefits of increased motivation to engage in training and career development may not be as readily apparent (Kanfer, Chen and Pritchard, 2012).
Agreed, Therefore, jobs absenteeism rates may increase and employees might leave the organization to joint competitors that offer better work conditions and higher incentives (Dobre, 2013).
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