Employee Motivation.
Employee Motivation.
Motivation is concerned with the factors that influence people to behave in certain ways. The three components of motivation as listed by Arnold et al (1991) are:
● direction – what a person is trying to do;
● effort – how hard a person is trying;
● persistence – how long a person keeps on trying.
Motivating yourself is about setting the direction independently and then taking a course of action which will ensure that you get there. Motivation can be described as goal-directed behavior (Armestrong,2006).
The
idea implies the dual role of the theory first to organizations and second to
employees on the basis that both the organization and the employees must decide
on the performance of their organization, and that when employees put in their
best in the service of the organization, the culture and human resource
practice should also ensure that the employees’ level of needs are reflected in
the values the organization holds with high esteem (Greenberg & Baron,
2003).
The
organization that I work in has nominated consecutive for the 3rd
time from the Best Workplaces award that host by Great Place to work Srilanka
program. According to Best
Workplaces Millennials in Sri Lanka 2020 - Great Place To Work Sri Lanka, 2021, the criteria is Getting
recognized on this list indicates that an organization is Great Place to Work –
Certified , has a minimum threshold of Millennials in the workforce, and by
fostering genuine human connections and enabling them to bring their unique
selves to work, these origination are driving a more positive experience for
Millennials in the workplace in comparison to the other generations.
Figure :1.0 Great Place to work in Sri Lanka.
Source: Great place to work Srilank.
According to Maslow’s theory, one does not feel the second need until the demands of the first have been satisfied or the third until the second has been satisfied, and so on. Figure 1.1, illustrates Maslow's hierarchy of needs (Jerome,2013).
Figure:1.1 The different levels of needs on Maslow’s hierarchy of needs.
Source: Jerome (2013)
Similarly, in the organization that I’m working they have applied to people in general.
· Physiological Needs: Organization provide free meal; a decent meal room area with all the facility with filtered drinking water.
· Safety Needs: Job safety this has ensured by providing help line so that any one can raised a work relevant concerns.
· Social needs: having regular Team building programs, annual staff gathering, Mangers and CEO gatherings.
· Self – Actualization: Taring programs for deference
level employees, internal promotions, skill development programmers.
The following video further more explains the Maslow’s hierarchy of needs.
Video :1.0 Maslow’s Hierarchy of Needs.
Source: (Maslow,
2006)
Reference
Arnold, J, Robertson, I T and Cooper, C L (1991) Work Psychology, Pitman, London Arthur, J (1990).
Greenberg, J., and Baron, R. A.( 2003). Behavior in Organizations: Understanding and Managing the Human Side of Work. Englewood Cliffs, NJ: Prentice
Great Place To Work® Sri Lanka. 2021. Best Workplaces Millennials in Sri Lanka 2020 - Great Place To Work® Sri Lanka. [online] Available at: <https://greatplacetowork.lk/best-workplaces-millennials-in-sri-lanka-2020/> [Accessed 1 May 2021].
Industrial Relations and Business Strategies in American Steel Minimills, Unpublished PhD dissertation, Cornell University
Jerome, N., 2013. Application of the Maslow’s hierarchy of need theory; impacts and implications on organizational culture, human resource and employee’s performance. 3rd ed. Jaling: International Journal of Business and Management Invention.
Maslow, A. H. (1970). Motivation and Personality (2nd ed.). New York: Harper and Row.
Maslow's Hierarchy of Needs - What motivates us?. 2018. [video] Ducere Global Business School.
Agree with you.Further more Pinder ( 2008), stated that the motivation can be explained as the method which reflects employees' persistence ,direction and intensity and therefore motivated employees deliver the maximum commitment to work.
ReplyDeleteYes Thank you,Further more Herzberg’s (2003), both motivators and hygiene factors were found to be satisfies for employees in public and private sectors.
DeleteAgree with your points. Motivation is a condition that influences the response, direction and maintenance of behavior. Human needs must be satisfied, and this can cause the response of motivational forces (Mile, 2004). The motivation of employees is an important inner control tool that should be satisfied to attain advantages such as increased employee commitment, increased productivity and efficiency (Koontz et al., 1990).
ReplyDeleteThank you Nivethini and as per the Armstrong (2006), Motivation at work can take place in two ways.
ReplyDeleteFirst, people can motivate themselves by seeking, finding and carrying out work (or being given work) that satisfies their needs or at least leads them to expect that their goals will be achieved.
Secondly people can be motivated by management through such methods as pay, promotion, praise.
I agree with you Duminda. Motivation is a energy that employees are encourage to work towards the organizational goals. Motivation create the commitment and job satisfaction which improve the performance level of workforce (Varma, 2017).
ReplyDeleteYes Chanaka,further to your point ,Hackman and Oldham’s (1976) job characteristics theory(JCT) specifies how job characteristics interact with individual did-ferences in growth need strength to affect job satisfaction and work motivation.
DeleteAgreed Duminda motivation plays a vital role in organizations and employee motivation process should be handled systematically.
ReplyDeletePink (2009) stated that there are three steps that managers can take to improve motivation:
1 Autonomy – encourage people to set their own schedule and focus on getting work done not how it is done.
2 Mastery – help people to identify the steps they can take to improve and ask them to identify how they will know they are making progress.
3 Purpose – when giving instructions explain the why as well as the how. Intrinsic motivation is associated with the concept.
Yes Gagana, Further To mentioned 3points, Morgeson and Humphrey (2006) identified five features of the social context: social support, interactions outside the organ-zation, initiated interdependence, received interdependence, and feedback from others.
DeleteYou're quite right Duminda. Motivation is about "what moves people, and then keeps them moving". It is true that long-established motivation models such as Maslow’s Hierarchy of Needs theory (Maslow, 1954), Motivator-Hygiene Theory (Herzberg, 1974) and Theory X and Theory Y (McGregor, 1985) have been extremely supportive to review motivation throughout the years. However, theories such as organizational citizenship behavior, organizational justice, perceived organizational support, expectancy theory, self-efficacy and goal theory are also being studied today, but have not been spread widely, nor applied by organizations (Kroth, 2007).
ReplyDeleteAgreed with your point Oshadee , The past few decades have witnessed increased interest in embodied cognition, or the way in which bodily, automatic emo-tonal responses to various features of social environments con-tribute to decision making and action (Damasio, 1999). and Oettingen andGollwitzer (2009)suggest that the embodied system may affect goal pursuit through its effects on implementation planning. Wieber, Thurmer, and Gollwitzer (2015) integrated cognitive and physiological findings on implementation planning effects to suggest that action control through implementation intentions (that incorporate embodied emotion regulation processes) may demand less effort than action control through goal intentions. Research by Braver and his colleagues (e.g.,Chiew & Braver, 2014; Krug & Braver, 2014) provides initial expert-mental and neuroscience evidence for how these incentives are integrated and their emotional influence on cognitive control in task performance.
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ReplyDeleteYes Duminda, In addition to that Nohria (2002) through a research identified that there are four drivers of motivation which includes drive for acquiring, drive for bonding, drive for comprehending and drive for defending. Each of these drives are satisfied by the company as follows; drive for bonding- through the reward system, drive for bonding- through the organizational culture, drive for comprehending- through the job design and drive for defending- through the performance management and resource allocation methods (Nohria, Groysberg and Lee, 2018).
ReplyDeleteWell said Arjun also Kanfer and chen (2016) said noteworthy that relatively little systematic research has been done investigating the mechanisms by which ambient factors, such as culture and technology, affect the instantiation of motives, goal orientation, and effective reactions to goal progress.
DeleteAgree with you Duminda. Maslow’s ideas are very helpful for understanding the needs of people at work and for determining what can be done to satisfy them. His theory advises managers to recognize that deprived needs may negatively influence attitudes and behaviors (Ozguner & Ozguner, 2014).
ReplyDeleteYes Duminda,The organization motivate employees well, that motivated employees bring organization to success & effectiveness level, Employees are vital to productivity, the effectiveness and efficiency of organizations mainly depend on employee motivation, commitment, job satisfaction and skills (Dugguh, 2014).
ReplyDeleteYes Sandun more Zhang and Zhou (2014) further found that followers of more empowering leaders felt more efficacious in behaving creatively, especially when followers also trusted their leader, which in turn related positively to employees’ creative performance.
DeleteAgreed with you Duminda, Movivation can influence the peoples in many ways, Motivation can be defined as the processes that account for an individual's intensity, direction and persistence of effort toward attaining a goal (Robbins,2001)
ReplyDeleteAgree with you. Organizations don’t have an absolute monopoly on employee motivation or on fulfilling people’s emotional drives. Employees’ perceptions of their immediate managers matter just as much (Nohria,Y.N., Groysberg,B. and Lee,L.L.,2008)
ReplyDeleteI agree with your points Duminda adding to it as per (Peters, 2010) ensuring employee commitment towards organizational objective has been a critical issue faced by majority of the organization. Organizations are doing their best in understanding various factors which could motivate the employees and make sure of the required commitment towards organizational objective (Kumar, 2011) The organizations failing to development such framework of organizational practices will result in to high turnover of employees which will burden organization with extra cost of hiring and training new employees as well as non execution of organization plans and strategies in the desired manner and low productivity and performance (Dina, 2014).
ReplyDelete(Fred, 2010) mentioned that there are four most important indicators are factors that are somewhat amenable to change. For example, increasing training opportunities, improving the physical working conditions and environment through improved physical structures, equipment, and materials, may help improve these important working conditions. Other highly discordant factors included opportunity to advance, good employment benefits, time for family life, good income, and being based in a good location (Peters et al, 2010)
ReplyDeleteYes Hashanika on your both comments, Motivation serves as an umbrella term that encompasses both the purpose and reasons underlying decision processes and goal selection (that set the course of action), and the regulatory dynamics through which goals and other variables affect the allocation of an individual’s cognitive resources across activities and over time for the purpose of goal attainment (goal pursuit; Vancouver, 2008).
DeleteAgreed with you Duminda. Organizational success is dependent upon members being motivated to use their full talents and abilities and directed to perform well in the right areas. The most important reason for productivity loss was poor working morale. This includes absence of positive team spirit, low motivation, and poor sense of belonging, people feeling undervalued and poorly rewarded (Osabiya & Joseph, 2015).
ReplyDeleteAdding to your point Duminda, employees working in fast-food companies are exposed to high risk of contracting COVID-19. With relevance to Maslow's hierarchy of needs, fast food companies should meet their needs such as physiological need with physical health with continuous screening for COVID-19, safety need with providing personal protective equipment, belonging need with social support program using technology to reduce anxiety, self-esteem need with adequate supervision and training to develop and self-actualization need by providing additional opportunities to grow (Weiss & Li, 2020).
ReplyDeleteAgreed with your view. As addition, Productivity is the significant element for all of organizations. This is because all the aspects, which linked to organization process is depend on productivity of the organization. The organization productivity based their employees behaviors and engagement. Hence motivate people in proper manner is important to retain employees engagement and competency level (Olatunji et al 2016)
ReplyDeleteYes Duminda, employee motivation is often defined as the level of energy, commitment, persistence and creativity that a company's workers bring to their jobs. This directly implies that higher employee motivation leads to better engagement and productivity. Unsurprisingly, employee motivation has become one of the top priorities for most businesses (Agarwal, 2020).
ReplyDelete