Summary and Conclusion

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Previous blog posts have discussed in detail on the aspect of creating a high-performance workforce for the organization’s performance. The blog has also explored the drivers for employee engagement by highlighting the need for employee motivation, satisfaction and its roots connecting to employee motivation. More importantly, exploring the best manner of applying the theories such as Maslow's Hierarchy of needs or Herzberg's 2-factor theory on the organization that I work for to improve employee motivation, and thereby creating a highly motivated workforce. Below is a summary of all of these posts, concluding the need for employee motivation to create a highly efficient, productive workforce.

Organization should give good salary, reward, recognition, job security and create good work environment to increase employee’s motivation level and efficiency (Wiley, 1997). Management need to implement combination of Hygiene and Motivation factors to motivate employees (Dartey-Baah  & Amoako, 2011).

Management should implement modern communication system and new work environment to improve employee’s productivity and motivation. Focus on new generation therefor, organization need to arrange product and online trainings for young and modern employees to retain them (Korzynski , 2013).

In according to the (Ramlall, 2003), Employees look for employment with another organizations as well and they compare benefits that get with other organizations therefor, it is very important to retain critical employees to achieve organization objectives. If organization can introduce flexible work schedule based on employee’s workload they can increase the productivity and maintain higher motivation level.

As a conclusion, employees who feel happy at work will help to derive a high-performance culture. Motivating the employees, satisfying employee needs, assigning, and assessing the employees with the correct set of effective goals are the approaches an organization can follow to achieve the desired outcomes.


References

Dartey-Baah .K & Amoako G K, 2011. Application of Frederick Herzberg’s Two-Factor theory in assessing and understanding employee motivation at work: a Ghanaian Perspective. European Journal of Business and Management, Vol 3(No 9).

Korzynski , P., 2013. EMPLOYEE MOTIVATION IN NEW WORKING ENVIRONMENT. INTERNATIONAL JOURNAL of ACADEMIC RESEARCH, Volume 5, pp. 184-188.

Ramlall, S., 2003. Managing Employee Retention as a Strategy for Increasing Organizational Competitiveness. Applied H.R.M. Research, Vol 8(8), pp. 63-72.

Wiley, C., 1997. What motivates employees according to over 40 years of motivation surveys. International Journal of Manpower, Volume 18, pp. 263-280.

 

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