Factors Affecting Employee Motivation
In according to the
Research report by (Ali and Ahmed, 2009), Describes
that rewards and recognition directly affect the performance of employees.
Organizations should implement promotion, increment of salaries, bonus and
appreciation method to retain high performance employees. Employees expect the
appreciation and states for their performance
(Danish and Usman , 2010).
Implementation of Correct
leadership style and method increase the turnover rate of any organization
further, leadership style is good for the employees to increase their
motivation level (Chaudhry and Javed, 2012).
In recent
research report by (Hassan , Dollard and Winefield, 2010), Describe that trusting employee’s increase
productivity and never leave the organization because employees are motivated. Trust is defined as the understanding each
other’s. If and organization wants to achieve goals, trust and relationship
plays a major role.
According to the (Hejase. et
al, 2014) Organizations are increasingly recognizing the requirement of
support knowledge sharing amongst employees with in the organizations,
organizations searching, testing and using various proactive interventions to
facilitate to knowledge sharing.
Above video illustrate that internal and external motivation factors further money, perception and benefits can defined as external motivation factors and internal motivation factor come within us .Leadership and management effect on motivation level in work place.
References
Abbah, M. T., 2014. Employee Motivation: The Key to
Effective Organizational Management in Nigeria.. IOSR Journal of Business
and Management, Vol 16(4).
Chaudhry A.Q and Husnain
Javed, 2012. Impact of Transactional and Laissez Faire Leadership Style on
Motivation. International Journal of Business and Social Science, Vol
3(No 7).
Hassan.Z. , Dollard.M.F. and
Winefield.A.H, 2010. Work-family conflict in East vs Western countries. Cross
Cultural Management: An International Journal, Vol 17(No 1), pp. 30-49.
Hejase.H.J, Haddad.Z,
Hamdar.B, Ali. R.I, Hejase.A.J and Beyrouti.N, 2014. Knowledge Sharing:
Assessment of Factors Affecting Employee' Motivation and Behavior in the
Lebanese Organizations. Journal of Scientific Research & Reports, p.
1550.
Leete, L., 2000. Wage equity
and employee motivation in nonprofit and for-profit organizations. Journal
of Economic Behavior & Organization, Volume Vol 43, pp. 423-446.
Reena Ali and M.Shakil
Ahmed, 2009. The Impact Of Reward And Recognition Programs On Employee’s
Motivation And Satisfaction: An Empirical Study. International Review of
Business Research Papers, Vol 5(No 4), pp. 270-279.
Rizwan Qaiser Danish and Ali
Usman , 2010. Impact of Reward and Recognition on Job Satisfaction and
Motivation: An Empirical Study from Pakistan. International Journal of
Business and Management, Vol 5(No 2).
Interesting observations. Guest (1997: 268) further argued that high performance, at an individual level, depends on high levels of motivation, the right kind of skills, the right kind of roles and proper understanding of said roles.
ReplyDeleteThanks for your input Divakar, The success of the organization depends on the members motivation to make the most of talent and ability. Most important reason the decline in performance was bad morale, lack of positive team spirit and low motivation (Mullins,2005).
DeleteVery well explained. However, as of today, it is widely recognized that employees’ motivation and engagement depend on the perceived feeling of being fairly rewarded for one’s skills, knowledge and contribution (Whiteley, 2002). Accordingly, employees in the 21st century are searching for something more beyond just monetary rewards (Bhattacharya and Mukherjee, 2009). Further, Bhattacharya and Mukherjee (2009) described that it is not possible to retain employees only by paying high wages and offering attractive benefits.
ReplyDeletepartially agreed with you .no one works free, money is the main motivational factor, no other benefits come even close to it. Employees want to earn good salary for their workload, money is the fundamental inducement, and no other incentive or motivational technique comes even close to it (Abbah, 2014).
DeleteWell written article Amila. Empowering provides significant pride in the workforce. Employees execute new ideas to improve productivity and feel responsible for any decision (Yazdani, Yaghoubi and Giri, 2011). As per Bartlett and Ghoshal (1989), Employee motivation is defined as the enthusiasm, energy level, commitment and amount of creativity that an employee brings to the organisation daily.
ReplyDeleteAgreed with you Nirmika ,adding more to your comment ,motivated employees surely are the ones who will take the organization right the top in today's competitive business world. 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.
DeleteHi amila, agree with you, adding to your points, recognition and job satisfaction needs to be inculcated among the IT sector employees along with opportunities for promotions and sense of achievements in order to meet targets on time with a quality product (islam, 2012).
ReplyDeleteHi agree with your comment. In further research report by (Ali and Ahmed, 2009), Describes that rewards and recognition directly affect the performance of employees. Organizations should implement promotion, increment of salaries, bonus and appreciation method to retain high performance employees.
DeleteAgree with you Amila. Business managers and recruiters have been involved in the game of workplace motivation, where financial compensation is the most important motivating factor for employees to improve their work performance in the office; the other set of factors includes organizational connection, working atmosphere, employee's desire, safety, fairness, the opportunity for career growth, and fair monitoring mechanism. These motivational factors will boost employee morale and performance (Flynn, 2011).
ReplyDeleteHi thank for commenting, research report by (Abbah, 2014) emphasize that No one works free, money is the main motivational factor, no other benefits come even close to it. Employees want to earn good salary for their workload, money is the fundamental inducement, and no other incentive or motivational technique comes even close to it.
DeleteHi Amila, well written article. According to Frey(1997) identifies a number of conditions under which intrinsic motivation is more likely to be crowded out by external factors. These include, among other things, when the employee perceives unfairness in their relationship with the employer. While Frey does not explicitly discuss the relationship between wage equity and intrinsic motivation, several possible connections are clear (Frey, 1997)
ReplyDeleteThanks for commenting .Employees are seeking reasonable wages because money is the most important incentive. In order to use wages as a motivation, managers must develop wage structures according to the importance of each job (Dobre ,2013).
DeleteYes, Amila. Also according to Chadwick (2019), reward and recognition are inextricably linked. Praise that isn't accompanied by a reward has a short shelf-life; praise that isn't accompanied by a reward begins to lose its impact. Employees lose motivation if they are not rewarded for extra effort. While acknowledgment is sufficient in some situations, employees lose motivation if they are not rewarded for extra effort.
ReplyDeleteAgree with your comment. In further research report by (Ali and Ahmed, 2009), Describes that rewards and recognition directly affect the performance of employees. Organizations should implement promotion, increment of salaries, bonus and appreciation method to retain high performance employees.
DeleteYoung workers are less concerned about staying with one or a few employers as their attitudes and values differ from older generations (Eisner, 2005). For the younger generations, variety in the job and work-life balance are more important, which must be considered in motivating them.
ReplyDeleteEisner, S.P. 2005. Managing generation Y. SAM advanced management journal. 70(4), p4.
Agree with comments. further elaborating on employer expectation according to Knight & Yorke, (2003) based on the views of different authors on the personal qualities of young employees shows that employers expect their new colleagues to be competent, educated, motivated to learn, to have good communication and good teamwork skills, as well as to work under pressure, show commitment, sensitivity, and so on.
DeleteIt is required for the person to feel valued at each of the hierarchical levels in the company, at each position occupied in it. The paths for successful motivation of employees depend on several factors that have different influences depending on the type of company, the industry, the general economic situation in the region, cultural characteristics, etc. Therefore, compelling motivation is related to studying the laws, principles, and rules that differentiate rational human behaviour and influence the full use of its labour potential (Anguelov.2020)
ReplyDeleteHi Amila, Well written article. Understands what motivation will help managers decide which actions to encourage their employees (Burton, 2012). Each person is motivated by different things, and it is important to know how they are motivated to direct motivation towards the realization of organizational goals.
ReplyDelete