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.
I agree with above comments. Motivated and committed employees with high levels of job involvement are considered as an important asset to an organization (Denton, 1987). Keeping the employee motivation, commitment and job involvement up, is always rewarding to a business; as motivated and committed employees are more productive (Denton, 1987).
ReplyDeleteAgree with the statement cited from (Denton, 1987).dedicated employees are likely to engage in spontaneous and innovative behavior on the part of organizations, these employees are likely to help tailor the organization to unexpected circumstances (Wright,Christensen and Isett,2011).
DeleteAgreed with the definitions and statements on motivation furthermore motivated employees always engage to the work and employee reward and recognition is one of the most important elements to motivate the employee while increasing productivity and efficiency (Safiullah, 2014).
ReplyDeleteAgreed. I would like add bit more to your comment. Motivation is important to level up dedication to the workers who always leads to increased productivity.So necessary for employee motivation in the organization to be strengthened to increase the performance (Srivastava and Barmola, 2011).
DeleteAgreed.Further, the motivation describes as a energetic strength among individual that encourage the workers to try to to the fantastic work to attain the goal that regulates to accomplish wish (Khan et al,2018).
ReplyDeleteAgreed. Cherian and Jacob (2013), stated that Indicators of engagement and organizational commitment influence employee motivation.
DeleteFurther elaborating on your definitions of employee motivation, it can thought of as the willingness to expend energy and the impulse an individual has in his job to achieve organizational goals (Thompson, 2018). Employee motivation is directly related to an employee's level of engagement and empowerment towards his job (Thompson, 2018).
ReplyDeleteAdding on to your comment.Motivated workers feel they are empowered to continue working, their credentials were positively related and largely related to the organization's commitment (Venkatesh and Kulkarni,2002).
DeleteI agree with above definitions. Further to this, work motivation is commonly defined as the psychological processes that determine (or energize) the course, intensity and persistence of action within the continuous stream of experiences that characterize the individual in relation to his or her work (Kanfer, 1990).
ReplyDeleteThe motivation for work is generally determine as the psychological processes that energize the direction,strength, and persistence of employees (Kanfer,Chen and Pritchard,2008).
DeleteMotivation is considered a key driver of performance because it is linked to numerous benefits at work (Pinder 2008). Motivated employees are more engaged in their work (Rich 2006), their performance is of higher quality (Cerasoli et al. 2014) and they profit more from occupational training (Massenberg et al. 2015). Additionally, they are more strongly committed to their work, work longer hours, pick more challenging goals to achieve (Becker et al. 2015), and are more willing to share knowledge at the workplace (Lin2007). Due to its positive consequences, motivation plays a central role in the field of management, both in theory and management practice.
ReplyDeleteAgreed.Employee empowerment and awareness to improve employee motivation leading to the organization efficiency (Manzoor,2012).
DeleteHi Sankalpa, well-written blog and got knowledge on employee motivation. Motivation can be considered as the process which moves employees from distress to desire (Islam and Ismail, 2008). Employee compensation is often one of the biggest expenses that small businesses face, but motivated, productive employees can be the difference between success and failure.
ReplyDeleteIf employees are not satisfied with their work and are not willing to accomplish their work the organization cannot achieve the goal.Companies must build strong and positive relationships with employees and turn to solution fulfillment (Dobre,2013).
ReplyDeleteAgreed, Also The most widely accepted theory of job satisfaction was proposed by Locke (1976), who defined job satisfaction as “a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences”. As per Bernstein & Nash (2008) Job satisfaction has emotional, cognitive, and behavioral components. The emotional component refers to job-related feelings such as boredom, anxiety, acknowledgement and excitement. The cognitive component of job satisfaction pertains to beliefs regarding one's job whether it is respectable, mentally demanding / challenging and rewarding. Finally, the behavioral component includes people's actions in relation to their work such as tardiness, working late, faking illness in order to avoid work.
ReplyDeleteSatisfaction create confidence and loyalty and finally improved employee motivation (Tietjen and Myers,1998). Organization culture such as work environment,polices and process highly impact on employees satisfaction and for motivation(Lund,2003).
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ReplyDeleteYes Sankalpa , even in the service industry, employees who are highly motivated and committed to the organization, provide excellent quality to the customer (Mohsen et al., 2004).
ReplyDeletecompanies make a lot of efforts to satisfy customers, they do not pay attention to employee satisfaction.But the fact is that the client will not be satisfied until the employee is satisfied (Shahzadi et al.2014).
DeleteHi Sankalpa ,There are multiple operational definitions for employee motivation in addition to the one mentioned in your article. Some of the other definitions provided by Lindner (1998) are; the psychological process that gives behavior purpose and direction (Kreitner, 1995); a predisposition to behave in a purposive manner to achieve specific, unmet needs (Buford, Bedeian, & Lindner, 1995); an internal drive to satisfy an unsatisfied need (Higgins, 1994); and the will to achieve (Bedeian, 1993).
ReplyDeleteAgree with you.
ReplyDeleteAs Kalimullah (2010) suggested, a motivated employee has his/her goals aligned with those of the organization and directs his/her efforts in that direction. In addition, these organizations are more successful, as their employees continuously look for ways to improve their work. Getting the employees to reach their full potential at work under stressful conditions is a tough challenge, but this can be achieved by motivating them.