Motivation
is operationally defined as the inner force that drives individuals to
accomplish personal and organizational goals (Lindner, J.R., 1998).
According
to Nurun Nabi, I.M. and Dip TM, H.A., (2017), Motivation is about giving your
staff the right mixture of guidance, direction, resources and rewards so that
they are inspired and keen to work in the way that you want them to. So, a
large portion behind these difficulties can easily be solved by imparting
proper motivation.
Motivated
and satisfied employees will have committed approach towards organizational
objective; in turn organizations will also have to show similar commitment
towards employee objectives (Varma, C., 2017).
According
to Achim, I.M., Dragolea, L. and Balan, G., (2013), the motivational system is meant
to meet all the employees` needs. As soon as their satisfaction is fulfilled,
the employees will tend to outline an independent relationship between their
involuntary wish of performing the professional activity and their mood.
Considering this, the company will gain a major benefit from its employees` performances.
Motivation is
viewed as a process of stimulating people to achieve organizational tasks as
well as process of stimulating oneself to action to gratify a felt need
(Ajibola cited in Abbah, M.T., 2014). In addition to this, Ajibola (1976) point out that
employees are being encouraged to achieve not only the organizational goals but
also their own goals through motivation. This shows that organizations cannot
do without the employees as their bedrock (employees) in achieving success.
Figure no.1- Motivational System
Need and
motivation
According to Ganta, V.C., (2014), most employees need motivation to feel good about their jobs and perform optimally. Some employees are money motivated while others find recognition and rewards personally motivating.
Goal directed
behavior
According to Ganta, V.C., (2014), Motivation levels within the workplace have a direct impact on employee productivity. Workers who are motivated and excited about their jobs carry out their responsibilities to the best of their ability and production numbers increase as a result.
Need
satisfaction
Marinak and Gambrell cited in Paais, M. and Pattiruhu, J.R., (2020) that motivation is a psychological process that provides goals and direction for employee behavior or as an internal drive to meet employee satisfaction as well as internal processes and external forces related to organizational behavior.
Figure no.2
Source:
Recognition
Danish,
R.Q. and Usman, A., (2010) defined that Recognition describes how the work of
an employee is evaluated and how much the appreciation he receives in return
from the organization. It also specifies the way an organization gives its
employee the reward and status for his work and activities.
Empowerment
Empowering
makes employees feel that they are appreciated and for making it possible
continuous and positive feedback on their performance is essential (Smith, B
cited in Manzoor, Q.A., 2012).
According
to Vogt and Murrel cited in Tutar, H., Altinoz, M. and Cakiroglu, D., (2011),
empowerment is the period of improving the decision making ability of the
employees through cooperation, sharing, training, education and team work.
Organizational
Effectiveness
An
internally satisfied, delighted and motivated worker or employee is actually a
productive employee in an organization which contributes in efficiency and
effectiveness of organization which leads to maximization of profits
(Matthew.J. et al, cited in Manzoor, Q.A., (2012).
References:
1. Achim, I.M., Dragolea, L. and Balan, G., 2013. The importance of employee motivation to increase organizational performance. Annales universitatis apulensis: Series oeconomica, 15(2), p.685.
2. Abbah, M.T., 2014. Employee motivation: The key to effective organizational management in Nigeria. IOSR Journal of Business and Management, 16(4), pp.1-8.
3. Ajibola, E., 1976. How to Motivate the Nigerian Workers. Nigerian Journal of Management.
4. Danish, R.Q. and Usman, A., 2010. Impact of reward and recognition on job satisfaction and motivation: An empirical study from Pakistan. International journal of business and management, 5(2), p.159.
5. Ganta, V.C., 2014. Motivation in the workplace to improve the employee performance. International Journal of Engineering Technology, Management and Applied Sciences, 2(6), pp.221-230.
6. Lindner, J.R., 1998. Understanding employee motivation. Journal of extension, 36(3), pp.1-8.
7. Manzoor, Q.A., 2012. Impact of employees motivation on organizational effectiveness. Business management and strategy, 3(1), pp.1-12.
8. Matthew, J., Grawhich, & Barber, L. K., (2009). Are you Focusing both Employees and Organizational Outcomes. Organizational Health Initiative at Saint Louis University (ohi.slu@edu), 1-5.
9. Marinak, B. A., & Gambrell, L. B. (2008). Intrinsic motivation and rewards: What sustains young children's engagement with text? Literacy Research and Instruction, 47(1), 9-26. https://doi.org/10.1080/19388070701749546 (Accessed on 21st April 2022)
10. Nurun Nabi, I.M. and Dip TM, H.A., 2017. Impact of motivation on employee performances: a case study of Karmasangsthan bank Limited, Bangladesh. Arabian J Bus Manag Review, 7(293), p.2.
11. Paais, M. and Pattiruhu, J.R., 2020. Effect of motivation, leadership, and organizational culture on satisfaction and employee performance. The Journal of Asian Finance, Economics, and Business, 7(8), pp.577-588.
12. Smith, B., (1997). Empowerment - the challenge is now. Empowerment in Organizations, 5 (3), 120-122.
13. Tutar, H., Altinoz, M. and Cakiroglu, D., 2011. The effects of employee empowerment on achievement motivation and the contextual performance of employees. African Journal of Business Management, 5(15), pp.6318-6329.
14. Varma, C., 2017. Importance of employee motivation & job satisfaction for organizational performance. International journal of social science & interdisciplinary research, 6(2).
15.Vogt J, Murrel K (1990). Empovverment in organizations, Pfeiffer and Co., Amsterdam, p. 8
There are two types of motivational factors, Intrinsic motivation occurs when people believe their work is significant, fascinating, and difficult, and that it gives them a reasonable amount of autonomy (the ability to act), opportunities to accomplish and improve, and the opportunity to use and develop their skills and abilities. It can be regarded as work-related motivation. It is not the result of external motivations. When things are done to or for people in a way to inspires them, this is known as extrinsic motivation. These include incentives, higher compensation, praise, or promotion, as well as a disciplinary action, pay withholding, or criticism as punishments. Extrinsic motivators can have a dramatic and immediate effect, but they do not always sustain (Armstrong and Taylor,2014, p. 170).
ReplyDeleteRavindu, your comment on my post is extra valuable factor and further i am going to enhance your comment that Intrinsic reward emerges in a person after the accomplishment of certain task or work (joy, satisfaction, pride etc.); while extrinsic motivation comes from outside sources or forces as salary, money or grades etc. (Scott and Bruce cited in Shahzadi et al. 2014)
DeleteEmployee motivation also will benefit the organization in the manner of retention. Recruitment and training is an expensive process in the enterprise A company that retains skilled employees and minimizes turnover will reduce this expense and increase its profits. The best way is to create a corporate culture and cultivate proactive employees. Businesses have a good reputation in good or bad places. If you manage to gain the reputation of the former, you will have a constant stream of people who want to work for the organization, and those who are working now will hesitate to leave. These factors will contribute to the development of a stable and productive corporate culture(McKee, 2018)
ReplyDeleteJob satisfaction is something that working people seek and a key element of employee retention which is possible only by making the employee feel comfortable physically and psychologically (Sandhya, K. and Kumar, D.P., 2011).
DeleteEmployee motivation is not just to maintain the turnover but also there are other adverse effects of dissatisfaction like absenteeism, low performance, lower morale, low contribution to the team, less coordination, and less orientation towards organizational objectives that could affect the organization’s capacity to compete in the highly competitive business environment (VARMA, 2017.
ReplyDeleteDobre, O.I., (2013) states that if the empowerment and recognition of employees is increased, their motivation to work will also improve, as well as their accomplishments and the organizational performance. Nevertheless, Dobre, O.I., (2013) says employee dissatisfaction caused by monotonous jobs and pressure from clients, might weaken the organizational performance.
DeleteA distinction is made between intrinsic and extrinsic motivation. Extrinsic motivation occurs when things are done to motivate people including incentives, increased pay, promotions (Amstrong, 2012).
ReplyDeleteReinholt cited in Çınar, O., Bektaş, Ç. and Aslan, I., (2011) argue that the organizational science literature on motivation has for long been polarized into two main positions; the organizational economic position focusing on extrinsic motivation and the organizational behavior position emphasizing intrinsic motivation.
DeleteRifky, according to Bagraim et al. (2007), the concept motivation refers to the force within us that arouses (intensity), directs and sustains our behavior.
ReplyDeleteAmal further to enhance your comment, Bartol and Martin cited in Dobre, O.I., (2013) consider motivation a powerful tool that reinforces behavior and triggers the tendency to continue.
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ReplyDeleteAccording to Jain, Gupta and Bindal, (2019) Employee motivation is a critical aspect in increasing an organization's capability, During the globalization stage, any firm must maintain its position in a narrowly targeted market, and Representatives are critical components in bringing the company aims to live in the real world and as a result, in today's world, every organization seeks to deal with its human resources office in order to keep its representatives motivated. They have been practicing several of the administration's guesses in that unique case and the degree of inspiration of representatives can be used to evaluate business operations or their market presentation. Jain, Gupta and Bindal, (2019).
Reference
Jain, Dr.A., Gupta, D.B. and Bindal, Dr.M. (2019). A Study of Employee Motivation in Organization. International Journal of Engineering and Management Research,
The goal setting theory states that the level of motivation and performance is higher when the individual has specific objectives established and when these objectives, even with a high level of difficulty, are accepted and are offered a performance feedback (Lantham and Locke cited in Çınar, O., Bektaş, Ç. and Aslan, I., (2011).
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