Introduction

Employees are the main asset in any organization. For this reason, management has to implement different motivation factors to increase productivity (Dugguh, 2014). According to Manzoor (2012), a several organizations believe that the employees are its main asset and they will lead to organizational growth. Coyle-Shapiro and Shore (2007), stated organization has great relationship with employees further, the both parties exchange the benefits and they trust each other. 

The Company which I work for is the leading automotive organization in Sri Lanka and which is being operated successfully for over eight decades. During their journey, they have expanded the business in different areas within Sri Lanka. The company has been at the landmark of Sri Lankan business and industry, simply by being a Company that has lived by its corporate purpose to ‘create value responsibly’. The company engaged in the import, sale and aftercare of passenger vehicles, commercial vehicles, material handling machinery, construction machinery, agri-machinery, power tools and also in providing key solutions in power engineering, building technologies, bio-medical engineering, marine engineering, storage systems, lighting systems, crops and fertilizer, further The company represent the world No.1 brands and dealerships.

Now a day the organization facing major issue is experience employees leave the company. Here explain how to motivate the employees and retain by giving benefit to improve organization revenue and performance.

References

• Coyle-Shapiro, J. A.M. & Shore, L.M. (2007) The employee-organization relationship: Where do we go from here? Human Resource Management Review, 17: 166-179.
• 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).
• Manzoor, Q. (2012). Impact of Employees Motivation on Organizational         Effectiveness. Business Management and Strategy, 3(3).

Definition of Employee Motivation

There have been various definitions and theories for employee motivation. Pinder ( 2008), stated that the motivation can be explain as the method which reflect employees persistence ,direction and intensity therefor, motivated employees deliver the maximum commitment to work. Motivation is the process which move employees from distress to desire ( Islam and Ismail, 2008). According to Korzynski (2013), employee motivation depends on technological, generational and organizational changes. Idea that new generation more familiar with new technology and more practical when dealing with customers or organization further, employee like to work under modern organization culture and it will increase their effectiveness.

Employee motivation reflects the job satisfaction therefor, satisfied employees deliver the maximum commitment to work and unsatisfied employees not deliver the maximum commitment (Dartey-Baah and Amoako, 2011). Salesperson’s key performance indication measured on sales activities, target, selling capacities and selling efficacy. Weitz, Sujan and Sujan (1986), have shown in a more study that motivation activities affects on salesperson’s KPI’s. Strong and Harder (2009), emphasis motivation and sustenance factors increase employee satisfaction such as better salary, training, position, but organization must make sure these factors are sufficient. If not, then employees will leave the organization further, employee satisfaction increase organization turnover.

Perumal (2008), emphasis that the employee motivation has relationship with employee demographics further, employee gender, age, nationality and designation reflects the motivation level. The most successful motivation is self motivation therefor, Employee can apply this for personal life or organization to achieve objects and targets (Diamond and Diamond, 2010). Motivation theories improve employee job satisfaction as a result this will improve organization performance and growth (Ramlall, 2004).

Successful companies create an environment employees will feel high pitched about their self as a result, more they like themselves perform at higher level (Tracy, 2014). Manager’s responsibility is to get the best from each individual member of team or department therefor, organization has to carry out different motivation activities. It requires build good work environment based on the relationship between employees and management (Manmohan, 2013).

References

• Dartey-Baah, K. and 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.
• Diamond, H. and Diamond, L.E. (2010). Perfect phrases for motivating and rewarding employees. Second edition.
• Islam, R. and Ismail, A.Z.H. (2008). Employee motivation: a Malaysian perspective. International Journal of Commerce and Management, 18(4), pp.344-362.
• Korzynski, P. (2013). Employee motivation in new working environment. International Journal of Academic Research, 5(5), pp.184-188.
• Manmohan, J. (2013). Human Resource Management. (1st ed.). Bookboon.com.
• Perumal, M. (2008). Association between employee motivation and employee demographics in the banking industry. Graduate School of Business Leadership, University of South Africa.
• Pinder, C. C. (2008). Work Motivation in Organizational Behaviour. London: Psychology Press.
• Ramlall, S. (2004). A review of employee motivation theories and their implications for employee retention within organizations. Journal of American Academy of Business.
• Strong, R. and Harder, A. (2009). Implications of Maintenance and Motivation Factors on Extension Agent Turnover. Journal of Extension, Vol 47, No.1.
• Tracy, B. (2014). How to Motivate and Inspire Employees [online].Available at: https://www.youtube.com/watch?v=R8TzmG-Pr40 [Accessed on 8 September 2019].
• Weitz, B., Sujan, H. and Sujan, M. (1986). Knowledge, Motivation, and Adaptive Behavior: A Framework for Improving Selling Effectiveness. Journal of Marketing, 50(4), pp.174-191.

Factors Affecting Employee Motivation

Money is the main motivational factor, no other benefits come even close to it. Employees want to earn   good salary for their work load (Sara et al, 2004). According to Leete (2000), wages equally link to the employees motivation further wages should similar to same designation in the same organization or other employees in other organizations.    

Reward and recognition directly affect the performance of employees. Organizations should implement promotion, bonus, increment and appreciation method to retain high performance employees (Ali  and ahmed, 2009). Recognition help employees to feel valued, it boost desire for more recognition and built loyalty (Crampton, 2016).According to Danish and Usman (2010), Employees expect the appreciation and states for their performance. Kim (2006), emphasis reward and recognition encouraging employees’ positive behavior of the organization. The example for recognizing employees’ positive behaviors are “thank you” letter or giving some gift.

  

Leadership style and behavior play major roll in any organizations. If the employees trust organization and leadership, they will deliver maximum work efficiency (Baldoni, 2005). According to Chaudhry and Javed (2012), 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. 

Empowering provides significant pride in the work force. Employees execute new ideas to improve productivity and feel they are also responsible for any decision (Yazdani, Yaghoubi and Giri, 2011). Trust is defined as the understanding each other’s. If and organization wants to achieve goals, trust and relationship plays a major role. Trusting employees increase productivity and never leave the company because employees are motivated (Hassan, Dollard and Winefield, 2010). Training is necessary tactic for motivating employees. An organization has to carryout training related to new process, technologies (Tella, Ayeni and Popoola, 2007).

Video 1: Factors that affect motivation in the workplace

Source: (Baker Therapies and Training, 2018)

Above video illustrate external and internal motivation factors further money, benefits and perception can defined as external motivation factors and internal motivation factor come within us .Leadership and management effect on motivation level in work place. Leader should recognize, specialize working condition, limited rewards and timely deadline can demotivate employees.

References

• Ali, R.,Ahmed, M.S.,(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 June 2009 Pp.270-279.

• Baldoni, J., (2005). Motivation Secrets. Great Motivation Secrets of Great Leaders [online] . Avialabel at:http://govleaders.org/motivation_secrets.htm [Accessed on 26 September 2019].
• Chaudhry, A.Q., Javed,H.,(2012). Impact of Transactional and Laissez Faire Leadership Style on Motivation. International Journal of Business and Social Science, Vol. 3 No. 7.

• Crampton, D. (2016). 5 Strategies for Motivating Employees [online].Available at:https://www.youtube.com/watch?v=kBSVYt18vkY [Accessed on 9 September 2019].

• Danish, R. 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).
• Hassan, Z., Dollard, M.F., Winefield, A.H., (2010). “Work Family Conflict in East vs.Western Countries”, in cross-cultural management: An International journal, vol.17 issue 1. pp.30-41.
•  Kim,D.(2006). Employee Motivation: “Just Ask Your Employees”. Seoul Journal of Business,Volume 12, Number 1.
•  Leete, L. (2000). Wage equity and employee motivation in nonprofit and for-profit organizations. Journal of Economic Behavior & Organization, 43(4), pp.423-446.
• Sara, P. (2004). Learning and skills for sustainable development: developing a sustainability literate Society. Forum for the future.
• Tella,A.,Ayeni,C.O.,Popoola,S.O.,(2007).Work Motivation, Job Satisfaction, and Organisational Commitment of Library Personnel in Academic and Research Libraries in Oyo State, Nigeria. Library Philosophy and Practice.
• Yazdani, B. O., Yaghoubi, N. M., & Giri, E. S., (2011). Factors affecting the Empowerment of Employees.European Journal of Social Sciences, 20 (2), 267-274.

    

Benefits of Employee Motivation

Motivated employees highly productive and force other to work harder there for, it is important organization to implement different motivation factors to improve productivity (Dugguh, 2014).According to Adi (2000), Employee’s qualification or capability cannot measure their performance idea that, only desire for work has to be implement which help in improving level of performance, increase productivity and reduce the cost of operation. This will improve the efficiency of employees.

Anka (1988), emphasis motivation increase employee satisfaction .Organization can provide incentive, promotion, and opportunities for employee’s .This will create good relationship with employee and organization as a result, organization can increase the profit through increase productivity further, employee motivation leads to achieve of organization goals.

Skilled and efficiency of employees and their experience, qualification are asset to any organization this implies reputation and goodwill of organization (Rothberg, 2005).According to Weitz, Sujan and Sujan (1986) salespeople demonstrate different tricks when dealing with customers and their effort measure the performance. Only motivated salespeople can change sales behavior according to situation as a result, salespeople can improve conversion ratio and increase the sales.

Carr and Tang (2005), stated giving a period of leave for study, travel or sickness called sabbatical and it create loyalty and trust between employee and organization further, organization can reduce the cost of employee and once they return more motivated than before. Properly plan sabbatical reinforce the employees, making them more motivated as a result, organization can increase the productivity (Bradford, 2001).

Video 2:Benefits of Motivated Staff (Full Version)

Source: (Blackbourn, 2019)

Above video illustrate the benefit of employee motivation. Highly motivated employees performance level is higher, and they are very efficiency further, employees are happy with the work that they do and never leave the company this Will create low employee turnover. Employees share their desire to work with outsiders therefor, organization can easily recruit new employees. Motivated employees work without any supervision. This will lead to save money for extra supervision. Motivated employees don’t take unnecessary leave, and they don’t waste organization resources. Motivated employs maintain higher satisfaction level of customer, and it is good for organization goodwill and reputation.

References

• Adi, D.Y., (2000). Motivation as a Means of Effective Staff Productivity in the Public Sector: A Case Study of Nigerian Immigration Service, Borno State of Nigeria. Unpublished MPA Thesis. School University of Maiduguri Nigeria.
• Anka, L. M. A., (1988, March-April). Corporate Objectives and Self Development: The Specialist International. Journal of Institute of Management Specialist, 3(5).
• Bradford, M. (2001). Sabbatical programs becoming valuable way to retain employees. Business Insurance, 35, 10–12,
• Carr, A.E., Tang,T.L.P.(2005). Sabbaticals and Employee Motivation: Benefits, Concerns and Implications. Journal of Education for Business.
• Dugguh, .S.I. (2014). Using Motivation Theories to Enhance Productivity in Cement Manufacturing Companies in Nigeria: An Overview. The international Journal of Social Science, Vol.20, No1.
• Rothberg, G., (2005, Fourth Quarter). The Role of Idea in the Managers Workplace: Theory and Practice. Pakistan Management Review, XLII (4), 48-73.
• Weitz, B., Sujan, H. and Sujan, M. (1986). Knowledge, Motivation, and Adaptive Behavior: A Framework for Improving Selling Effectiveness. Journal of Marketing, 50(4), pp.174-191.

Application of Maslow’s Theory in the Vehicles Sales Industry

 Abbah (2014), stated according to Maslow’s employees have five major needs: physiological, safety, social, ego, and self- actualizing. His theory mainly based on personal judgment and employee’s lower level of needs had to be fulfilled before the next higher level need.

Iguisi (2009), emphasis that Maslow’s satisfaction theory demonstrates what motivate employees further, stimulate and reinforce the behavior. Organization need to know where employees are on the Maslow’s need pyramid in order to motivate them (Robbins, 2001). Employee likes to work in an environment which their need are met, they will perform without any support (Kaur, 2013). Employees dissatisfaction is the main problem that decrease their motivation level therefor, management can improve motivation by giving relevant responsibilities to employees idea that, self-actualized employees deliver maximum work efficacy and creativity (Ozguner and Ozguner, 2014). 

Figure1: Opportunities for Satisfaction in Maslow’s Hierarchy of Human Needs

Source: (Schermerhorn, 2001)

Video 3: Maslow's Hierarchy of Needs in the Workplace

Source: (Organizational Communication Channel, 2016)

Above diagram and Video properly illustrate the Maslow’s idea is convenient to understand employees need and how to fulfill it.

Physiological Needs: A physiological need is the lower level of need and most basic, such as food, air, water and shelter.  Organization must provide reasonable salary to employee to fulfill their main requirement .If the organization fail to give good wedge, result will be less performance and employee want be able to make much of contribution (Ozguner and Ozguner, 2014).

Safety Needs: This is the second level of needs. Once the physiological need fulfilled employees consider their working environment free from threats and harms. If employee feels that they work in unsafe zone and result will be same as less efficiency. Therefor organization must maintain safe and friendly environment, further fallows labor rule and requirement to motivate employees, them to feel free of harm to do their jobs (Kaur, 2013).

Social Needs: This is the third level of needs. Organization should arrange some social events such as sport day, annual picnic, outdoor training. Esteem Needs: Here it explains employee should appreciate for their achievement (Abbah, 2014).

Self-Actualization Needs: This represent the Maslow’s last level of needs and this is the top of triangle. Self-actualization employee valuable asset to the organization .Self-actualization employees deliver the best output through the motivation (Kaur, 2013).

I work for a leading company engaged in selling motor vehicles, the current facilities provided by the company are as follows.

At the lowest level, organization which I work for offer free food, medical, uniforms, rest room and separate area to play games. Fallowing Safety Needs organization maintain safe and friendly environment, further fallows labor rule and requirement to motivate employees, them to feel free of harm to do their jobs further, the company fallow health and safety practices. Organization arrange some social events such as sport day, annual picnic, outdoor training. Organization give fix amount depending on employee categories once a year to go picnic idea that, fallow Social Needs. To fulfill Esteem Needs organization held an employee day for their achievement and gives awards or send employee for overseas training and tours. An employee has opportunity to implement their ideas and they responsible for most of decision this shows, self-actualization needs.

References

• Abbah, M.T. (2014). Employee Motivation: The Key to Effective Organizational Management in Nigeria. Journal of Business and Management. Volume 16, Issue 4.
• Iguisi, O. (2009). Motivation- Related Values across Cultures, African Journal of business management, vol.3 (4) pp141-150.
• Kaur,A. (2013). Maslow’s Need Hierarchy Theory: Applications and Criticisms. Global Journal of Management and Business Studies. Volume 3, Number 10 (2013), pp. 1061-1064.
• Ozguner, Z., Ozguner,M.,(2014). A Managerial Point of View on the Relationship between of Maslow’s Hierarchy of Needs and Herzberg’s Dual Factor Theory. International Journal of Business and Social Science Vol. 5, No. 7.

Application of Herzberg’s two –factor Theory in the Vehicle Sales Industry

Dartey-Baah and Amoako (2011), emphasis that Herzberg divided motivation in to two factors: Motivator and Hygiene’s further, two factors determine employee’s satisfaction or dissatisfaction about their job. Shermerhorn (2001), emphasizing that Herzberg's two-factor theory of clarifies the motivational effects of the work environment.

Motivation factors such as recognition, achievement, responsibility, growth, opportunities and promotion make high motivation and high satisfaction further, Hygiene factors include salary, Working Conditions, Job Security, personal life, Company policies and administration create general satisfaction (Kim, 2006).Herzberg says best way to motivate the employees is to give challenging work that they can take responsibility (Leach and Westbrook, 2000).

 Video 4: Motivating Your Team Using Herzberg's Motivators and Hygiene Factors

Source: (MindToolsVideos, 2018)

Above video illustrate the application of Herzberg’s Motivation and Hygiene factors. Motivation factors increase the job satisfaction and hygiene factors lead to dissatisfaction of employees. 

The Company which I work for is leading company engaged in selling motor vehicles, the current facilities provided by the company are as follows.

Motivation Factors

Employees get extra amount of money or incentive for their achievement and receive good appreciation on the result. Organization held recognition program to motivate employees such as award ceremony and employee day. Employees work under good working environment that they feel interested while working. Organization has given different responsibilities based on their job role and chance to implement their own ideas. Each employee get chance to promote for their achievement. Human Resource department implement various product training to improve employees skill and trade.

Hygiene Factors

Organization has introduced new policies and administration system employees to carry out their work effectively further, flexible working hours and extra leave entitlement are the new benefits that they have introduced. Employees have good relationship with superiors and management. Organization has provided good working condition and facilities such as food, uniform and transport. Employees get good salary and overtime for their workload. Dependent also get free medical coverage, books, school uniform for their children and more benefit there for, employees can balance personal life without interruption. Employees can work up until age 60 and they get same benefits idea that, organization wants them to feel a job security.

References

·          

Dartey-Baah, K. and 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.

·         Kim, D. (2006).Employee Motivation: “Just Ask Your Employees” Seoul Journal of Business .Volume 12, Number 1.

·         Leach,F.J., Westbrook, J.D. (2000). Motivation and Job Satisfaction in One Governmentresearch and Development Environment. Engineering Management Journal. Vol.12, Iss. 4; pg. 3-9.

·         Schermerhorn,J.R, (2001): Management, Six Edition. John Wiley Sons, Inc., 285-287.

Conclusion

The purpose of this blog post to understand the factor affecting for employee motivation and benefit of employee motivation further consider management should adjust their motivation techniques. There are few conclusions.

To increase units of vehicles and the market share organization need create aggressive sales team which mean highly motivation salesmen to improve customer satisfaction therefor organization need to fallow all motivation factors to improve salesmen’s knowledge and how to utilize it (Weitz, Sujan and Sujan, 1986).If employees feel that they get required benefit form organization they obviously take care of customers.  

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 and Amoako, 2011).  

Management should implement new work environment and modern communication system to improve employee’s motivation and productivity. Focus on new generation therefor, organization need to arrange product and online training's for young and modern employees to retain them (Korzynski, 2013).Management should give freedom to carry out activities as a result, it generate higher performance and increase business performance.

Employees look for employment with another organizations 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 employees workload they can increase the productivity and maintain higher motivation level (Ramlall, 2003).

References

• Dartey-Baah, K. and 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, 5(5), pp.184-188.
• Ramlall,S.(2003). Organizational Application Managing Employee Retention as a Strategy for Increasing Organizational Competitiveness.Applied H.R.M. Research,Vol 8,No.2,pp.63.72.
• Weitz, B., Sujan, H. and Sujan, M. (1986). Knowledge, Motivation, and Adaptive Behavior: A Framework for Improving Selling Effectiveness. Journal of Marketing, 50(4), pp.174-191.
• Wiley,C.(1997). What motivates employees according to over 40 years of motivation surveys. International Journal of Manpower. Vol. 18 Iss 3 pp. 263 – 280.