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).
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.
I agree with above post. Along with them, intrinsic factors such as; recognition, skill variety, trust, fairness of treatment, work life balance, meaningful work, empowerment and task significance plays a part in employee motivation (Caroline, 2014).
ReplyDeleteAgreed.but I have clearly explained about Reward,recognition and Empowerment affect on employee motivation.Carrier development plays major role in employee motivation idea that,Organization cannot promise job security for longer, but they can help people maintain the skills they need to stay viable in the job market (Sinha and Sinha,2012).
DeleteAdding more to the post, As Discussed by Pathak (2012) organisational culture as a motivational factor that determines the norms and behaviours that people describe in their work. The work culture covers everything in the workplace, from the way people enter the office to the way they leave, from the way they dress to the way they eat. This is the way a person does things at work. They can be formal. It can also be unofficial, but it affects the organization deeply and affects the motivation that people show. A culture of knowledge sharing, mutual help, communication, and respect has a flexible employee who absorbs mistakes and is more motivating than employees who do not tolerate mistakes. There are hierarchical structures that hinder communication and knowledge sharing.
ReplyDeleteThanks for comments Sahan. I totally agreed. Challenging work, open communication, trust, innovation, Unity between employees is important attributes that define support culture further, learning organization increase the employees motivation level (Pool, 2000).
DeleteGupta and Subramanian's (2014) study revealed the importance of three key factors that affect employee motivation, which include training and development opportunities, financial remuneration, and workloads.
ReplyDeleteThanks for your input Kanchana.I agree with the statement.I would like to add bit more to the your comments.Work stress negatively affects job satisfaction and motivation to work positively affects job satisfaction (Li et al., 2017).
DeleteIn addition to above, Jay (2019) elaborated the relationship with colleagues, Company’s culture, Learning and development opportunities, processes within the organization will have effect on employee motivation.
ReplyDeleteI would like to add bit more.Employee satisfaction can be increased by showing respect to everyone Within an organization further,An effective organization needs a culture that promotes employee motivation (Bhatti and Qureshi,2007).
DeleteAccording to Sara et al (2004), money will be the main motivation factor where employees expect good salary. According to my opinion even there is a good salary package, if the employee does not have a calm and healthy working place to work, gradually he will get demotivated. I agreed that Leadership and management effect on motivation level in work place.
ReplyDeleteAgreed. Wiley (1997), emphasis that Work environment is a determination of employee performance and improve employee motivation. Organization success depend on strength of
Deletemanagers to provide a motivating environment for its
employees (Osabiya,2014).
I agree. As compared to financial resources, human resources have the capability to create competitive advantage for their organizations. Generally speaking, employee performance depends on a large number of factors, such as motivation, appraisals, job satisfaction, training and development and so on, but employee motivation, as it has been shown to influence to a significant degree the organizational performance. As 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.
ReplyDeleteAgreed.Human Resource is the main asset of any organization and it’s more important than the physical resources such as properties and cash flow further,organization can gain competitive advantage through Human Resource for this organization need to motivate their employees and concern about motivation factors.(Pesic, Milic and Stankovic, 2012).
DeleteWhile agreeing on above points, I would like to elaborate more on your first point “Money is the main motivational factor”. Money is motivated by the fact that it is directly or indirectly linked to satisfying many needs. If income is regular, it satisfies the basic need for survival and security. It can also serve the need for self-esteem (it's a visible sign of appreciation) and status— money can set you apart from your fellows in a way and can buy you things they can't afford. The less desirable but nonetheless prevalent drives of acquisition and greed are satisfied by money. So, cash may have no intrinsic meaning in itself, but it acquires significant motivational power because so many intangible goals are symbolized. It acts as a symbol in various ways for different people and at different times for the same person. Pay is often a dominant factor in employer choice, and pay is an important consideration when people decide to stay with an organization or not (Armstrong, 2010).
ReplyDeleteMoney is not an incentive People who are highly motivated to achieve organization goals but they tend not to stay long time in organization if they don't get good salary for their performance
Delete(Osabiya, 2015).
Hi Sankalpa, There is a big difference between not being dissatisfied and satisfied and that the intrinsic and extrinsic factors run on two distinct paths where the extrinsic leads from dissatisfaction to not being dissatisfied and intrinsic from not satisfied (Kressler, 2003).
ReplyDeleteIntrinsic and extrinsic factors affect employees when they accomplish the work. Intrinsic motivation leads to quality training and creativity. Extrinsic motivation is the motivation to do something to achieve some external goal or meet externally imposed restrictions (Ryan and Deci,2000).
DeleteFurthermore, employees working environment is another important factor affecting motivation whereas the physical environment helps to provide meaningful work therefore, motivation is linked with a comfortable work space for the employee (Njambi, 2014).
ReplyDeleteSatisfied employee Strive to increase the productivity, creativity and maintain good rapport in workplace therefore, the workplace environment must be able to attract, motivate and retain creative employees (Baloch,2009).
DeleteWith regards to the point made citing Leete (2000), on the wages of same designation needing to be similar, I believe this contradicts with the expectancy theory brought forth by Vroom (1964) who stated that there has to be a clear link between the effort and the rewards. For an example, take two employees at the same designation where one is going above and beyond in his service delivery compared to the other who is doing the bare minimum. If both are getting similar wages, the employee going above and beyond might end up getting demotivated.
ReplyDeleteAgreed.Employees are seeking reasonable wages because money is the most important incentive.In order to use wages as a motivation, managers must develop wage structures according to the importance of each job (Dobre ,2013).
DeleteHi Sankalpa. I would like to mention a few factors that are often overlooked as factors of employee motivation. Job security, for example, is crucial for employees to feel motivated (Pathak, 2012). In addition, being part of a team that works towards towards a common goal can do wonders to increase motivation and can be mutually beneficial to both the organization and its employees (Kalimulla, 2010).
ReplyDeleteFinancial rewards are strong motivators for staff. This increases their work efficiency and makes them feel safer in terms of employment (Akhtar,Hussain and Salman,2012).According to Maslow safety and security needs are necessary factors that directly impact on employee motivation (Taormina and Gao,2013).
DeleteEmployee motivation is what drives organisations to achieve their goals. Not only ability of doing things but also the motivation to do the job are the main two factors in an organization which sets the productivity levels high (Rajasekar and Premkumar, 2017). They further iterates that motivation is the key element in steering an employee's strength towards the value of an organization.
ReplyDeleteThe success of the organization depends on the members motivation to make the most of talent and ability.Most important reason the decline in performance was bad morale,lack of positive team spirit and low motivation (Mullins,2005).
DeleteHi Sankalpa, even though you mentioned in the above post that money is a main motivational factor and employees want to earn more (Sara et al, 2004) I would like to highlight that in some situations, it will affect negatively on the morale of employees. One drawback of motivating employees with financial rewards like bonuses and commissions is that such rewards are often inconsistent. For example, if a small business has a profitable year, it might be able to reward all of its workers with large annual bonuses. If the company performs poorly the next year, it might not have enough money to pay bonuses, even if employees worked just as hard. If employees receive smaller rewards than they expect or than they had received in the past, it may hurt morale
ReplyDeleteSharing profitability also tend to motivate employees further,the main reason that employees leave the company was poor salary (Baloch,2009).
DeleteInternal and external basis of motivation concludes that work motivation is a multi-dimensional concept (Dwivedula et al., 2011). Charles & Marshall (1992) found, that the top motivators for employees were: good wages, good working conditions, and appreciation for a job well done.
ReplyDeleteHi Sheron. There are many factors impact on employee motivation such as age, gender, experience, professional status and position
Delete(Çınar,Bektas and Aslan,2011).
Armstrong and Taylor (2014) explains motivation as the psychological effect on people to behave in one direction.
ReplyDeleteReward and recognition enhance the performance of employees. Promotion, bonus, increment and appreciation method should implement to retain high performance employees (Ali and ahmed, 2009).
True.I Have explained about Reward and Recognition have great impact on motivation of the employees.Motivated employees can increase organizational competitiveness and profitability (Danish and Usman,2010).
DeleteHi Sankalpa ,I agree with these points provided by you. A study conducted by Khan et.al. (2018) provides conclusions that employee motivation is increased by benefits, recognition, empowerment, and job environment. He further explains that the factors not only enhance the employee motivation as well as the factors also enhances their moral and social behavior that tends to improve their work performance.
ReplyDeleteAgree with you Sankalpa.
ReplyDeleteEmployees want to earn reasonable salaries, as money represents the most important incentive, when speaking of its influential value (Sara et al, 2004)