In correct context the employees have various
needs and want which will motivate them to drive for the company goals and
objectives. Some employees are motivated by rewards while others focus on
achievement or security on their work environment and it's critical for an
organization to identify and evaluate on what motivates its employees if
they aspire to achieve better heights (Lee and Raschke 2016).
Employee motivation is a vital aspect in
any industry or organization and its something that every organization must do
regularly to improve the effectiveness and efficiency of their staff (Sabir
2017). Considering the motivational theories, scholars describe motivation
factors in various forms, which will illustrate on Table 01 below.
Table
01: Employee motivation theories
Source
: Lee and Raschke (2016)
As Randall and others describe in 2006,
motivation is an act of providing employee a reason or inducement to do or
achieve a certain objective or task and it’s a feeling of passion, interest or
devotion that makes them buoyant on themselves and their employment. Motivation
and job satisfaction are two key elements for better performance of any
organizations and it induces employees to establish an extreme application of
their effort to achieve the objectives (Rahman et al. 2018). Some employees
tend to produce low potential in their work environment due to the lack of
exploitation of the skills and abilities, lack of competition and challengers
and due to unpleasant leadership style or policies in the organization (Al-Madi
et al. 2017).
Its utmost important to keep employee
motivation in a considerable level for further performance of consumer durable
industry in this challenging environment. Below aspects will influence
employees to be more motivated in consumer durable industry.
Salary, Wages and Extrinsic
reward
Considering
the salary and wagers the management must focus on major components of the
structure of each and every employee, such as payments, which hearten the
employees by rewarding them according to their performance, personal or
special allowance on their skills, abilities, implementation and service
period, additional wages, such as vacation with pay, pensions, bonuses (Al-Madi
et al. 2017). Income of an employee plays a major role in his or her
motivation and job satisfaction and it has a capability to keep and motivate
employees for a greater performance without apathy the values and other motives
(Liaci 2020). Salary and wagers are external motivators and the satisfaction on
those components are not acquired from the activity itself but comparatively
from external repercussion impulsion the achievement of the objectives (Shoraj and Llaci 2015). In consumer durable
industry organizations used bonuses, incentives, promotions, salary increments
to motivate their subordinates.
Intrinsic rewards
Intrinsic
rewards describe as intangible in nature and are appreciation, caring attitudes
from employers and job rotation. These elements are within the job itself as
satisfaction, contentment from fulfilling a task and admiration from employes
(Zafar et al, 2014). The loyalty of employees are more dependent on the rewards
and recognition and consumer durable organizations contribute toward to retain
the skilled and knowledge employees within their organization for a much longer
period.
Training and development
By
using the training and development helps the organizations increase the
commitment and motivation of the employees and it creates escalate on job
performance on individual employees (Meyer and Allen1991). Staff training and
development are a substantial strategy for motivating employees will lead to
improve their own abilities and skills to be more innovative and creative
(Al-Madi et al. 2017). The consumer durable industry tends to implement and
invest more on training and development to uplift the standards and abilities
of their employees to create more customer-centric environment, better service,
improve innovation and creativity in the current pandemic situation.
Information
accessibility and Communication
An organization grapples to motivate their
employees to survive and compete in a dynamic competitive environment
profitably as motivation puts personal expident into action, improve level of
efficiency of employees, enables organizations to accomplish a feasible
competitive advantage and to achieve organizational goals (Mohsen et al.,
2004). Its more important to have clear communication and information
accessibility within organization frame work to be more clear on the objectives
and goals and on what the employees can expect by achieving them (Shoraj and Llaci 2015). Relationship and
communication between management and subordinates is a key ingredient for the
increase or decrease in performance and higher levels of those elements will
produce a higher level of results.
Also in consumer industry
organizations tend to create a work friendly environment, Encourage friendly
competition, Create a career path, Encourage team work, reward based on
the Feedback process, Prioritize Work-Life Balance, Create Recognition Rituals
and goal setting to motivate them in current pandemic situations.
Reference
Almas Sabir (2017), Motivation:
Outstanding Way to Promote Productivity in Employees, American Journal of
Management Science and Engineering
Dritan Shoraj and Shyqyri Llaci (2015), Motivation and Its Impact on Organizational
Effectiveness in Albanian Businesses, Article
first published online: November 9, 2015; Vol 05
Faisal N. Al-Madi, Husam Assal, Faiz
Shrafat and Dia Zeglat (2017), The Impact of Employee Motivation on
Organizational Commitment, European Journal of Business and Management
Joshua Randall, Stacy Novotny Seth
Larson (2006), Is it Really all about the Money?: Motivating Employees in the
21st Century, Journal of Undergraduate Research at Minnesota State University,
Mankato, Vol. 6
Llaci, S. (2010). Business management. Motivation. Tirane, Albania: albPAPER.
Md. Habibur Rahman, Mst. Rinu Fatema
and Md. Hazrat Ali (2018), Impact of Motivation and Job Satisfaction on
Employee’s Performance: An Empirical Study, Asian Journal of Economics,
Business and Accounting
Meyer, J. and Allen, N. (1991), “A
three component conceptualization of organizational commitment”, Human Resource
Management Review, Vol. 1 No. 1, pp. 61-90
Michael T.Lee and Robyn L.Raschke
(2016), Understanding employee motivation andorganizational performance:
Arguments for aset-theoretic approach, Journal of Innovation & Knowledge.
Published by Elsevier Espa ̃na.
Mohsan, F., Nawaz, M. M., Khan, M.,
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Job Involvement Inter-related: Evidence from Banking Sector of Pakistan. International
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impact on Knowledge Transfer and Job Satisfaction, International Journal of
Human Resource Studies
Management need to implement combination of Hygiene and Motivation factors to motivate employees (Dartey-Baah and Amoako, 2011).
ReplyDeleteThank you for the comment and Herzber’g, Mausner and Snyderman published the two factor theory in 1959 and the theory was influenced by Maslow’s hierarchy of needs theory (Alshmemri 2017). The theory states that there are two factors which influence the motivation in a workplace.
Delete• Motivation – which can influence the employee to work hard and to improve productivity
• Hygiene factors – which will not influnace the employee to work hard of improve productivity but will influence to become unmotivated
Motivation Factors are Intrinsic Factors that will increase employees’ job satisfaction; while Hygiene Factors are Extrinsic Factors to prevent any employees’ dissatisfaction (Kian et.al 2013). Motivation factors included achievement, recognition, the work itself, responsibility, advancement and the possibility for growth, while hygiene factors included company policies and administration, relationship with supervisors, interpersonal relations, working conditions and salary (Alshmemri 2017).
Stobierski(2019) explained , One of the most effective ways that managers can boost their direct reports’ motivation is through effective communication. Managers to keep employees motivated and working toward your organization’s shared strategic goals need to practice following 5 steps.
ReplyDelete(a)Recognize a job well done
(b)Allow your employees to demonstrate a healthy level of autonomy
(c)Include your employees in goal setting
(d)Facilitate respectful relationships
(e)Rethink your performance review process
If you are concerned that your performance reviews do not have the positive impact you’d like them to, there are steps you can take to improve the process. For example, instead of annual reviews, you might make a switch to six-month or quarterly reviews to make employee feedback more actionable, or you might embrace more individualized scoring to account for unique employee needs and duties.
Organizations and managers have identify the importance of corrective communication methods to emphasize the two was information floor, which enables to motivate the employees. The correct communication helps too implement information distribution, relationships, easy to make decisions and to improve the ability and knowledge of the employees (Hills 2015). Effective leadership communication is imperative for motivating employee job satisfaction will help leaders to motivate employee and will help to improve the organization in overall aspects (Nemeckova 2017).
DeleteAgree with you. Employees want to earn reasonable salaries, as money represents the most important incentive, when speaking of its influential value (Sara et al, 2004)
ReplyDeleteSalaries and bonuses such as Extrinsic reward play a major role in motivation the employee for a rational job satisfaction reasonable (Shoraj and Llaci 2015). However Williams, Mc Daniel and Nguyen (2006discribes that the salary or pay will satisfy only has a little effect on performance, questioning the germanene and effectiveness of considering the performance aspect in the n organization.
DeleteBartol and Martin (1998) give consideration to think about motivation a robust device that reinforces conduct and triggers the tendency to continue. In different words, motivation is an inner drive to make unsatisfied to satisfy. Additionally it is a process that begins by means of a physiological or psychological want that stimulates a efficiency set by an objective.
ReplyDeleteMotivation is defined as the operation that accounts for an individual’s vehemence, direction, and persevering of identification and implementation on achieving an objective or a goal (Shahzadi et.al, 2014). Also, motivation factors can be internal of external and it will differentiate from person to person. In correct context the employees have various needs and want which will motivate them to drive for the company goals and objectives. Some employees are motivated by rewards while others focus on achievement or security on their work environment and it's critical for an organization to identify and evaluate on what motivates its employees if they aspire to achieve better heights (Lee and Raschke 2016).
DeleteTraining is the formal process by which a person acquires knowledge, skills, and competencies. Motivation is the direction and intensity of one’s effort, or the psychological feature that arouses an organism to action toward a desired goal. Organizations that use training practices, directly or indirectly effect employee motivation as well as commitment to the organization (Meyer & Allen, 1991).
ReplyDeleteAdding to your valuable comment, staff training and development are a considerable strategy for motivating employees which will lead to improve their own skills and abilities to be more innovative and creative and increase the commitment and motivation of the employees and it creates escalate on job performance as well (Al-Madi et al. 2017). Also it will help to find new ways of doing the usual day to day operation and will reduce the operational cost also. As Ramlall (2004) stated that employees are motivated by the desire to achieve or maintain the various conditions and intellectual desires upon these basic satisfaction which will provide a better work place environment.
DeleteAgree with you. Motivation theories are categorized to diverse themes; content, process and reinforcement theories. Content theories are concerned by what factors cause motivation. The content theories are dealt with human needs and goals(Griffin, 2012).
ReplyDeleteFrom the early days when organizations and cooperates were established, various practitioners and theorists have tried to find out the ways of methods and theories to motivate the employees by improve the employee engagement and productivity. As a result, different motivation theories were discovered to uplift the motivational factors of humans. Motivation force can be positive, as in impelling one to reach a certain goal. They can be negative, as in driving one way from unwanted situations such as paying bills and essential requirements. An internal motivation pushes you to achieve certain goals and external motivation that pull’s you toward a goal (Ball 2016).
DeleteEvery organisation, like every team requires leadership. Leadership allows managers to affect employee behaviour in the organisation. Thus, motivated employees are one of the most important results of effective leadership. According to (Abbas & Asgar 2010:9), successful managers are also successful leaders because they influence employees to help accomplish organisational goals. Achieving organisational goals, however, is not enough to keep employees motivated but helping employees accomplish their own personal and career goals is an important part of their motivation. Leadership and motivation are interactive. Leadership effectiveness is critically contingent on, and often defined in terms of leaders’ ability to motivate followers toward collective goals or a collective mission or vision (Shamir, Zakay, Breinin, & Popper 1998:390). The more motivated the supporters, the more effective the leader; the more effective the leader, the more motivated the followers.
ReplyDeleteThank you for your valuable comments and leadership positions are inveterate in work settings to help organizational to achieve organizational goals and objectives that improve the productivity and profits and they should identify, establish and translate the direction for their followers and facilitate the organizational processes that should result in the achievement of this objective (Zaccaro & Klimoski 2013). The organization leaders must focus on identifying the drives and necessities of the employee seeking to satisfy in terms of personal and working environment (Varma 2017). Motivation and leadership aspects are mostly combined in the current organizational contents and when evaluating leadership motivation is always incorporated with it (Karunarathne 2019).
DeleteCompanies use cash awards to motivate employees, but there is no data to assess the appropriateness of this motivator could incentive plans be the universal model? Managers have to understand that there are more programs than just incentive plans to motivate employees, but that is not to say that using incentive plans are inappropriate (Kim,2006)
ReplyDeleteAppreciate your comments and considering the salary and wagers the management must focus on major components of the structure of each and every employee, such as payments, which hearten the employees by rewarding them according to their performance, personal or special allowance on their skills, abilities, implementation and service period, additional wages, such as vacation with pay, pensions, bonuses (Al-Madi et al. 2017). Intrinsic rewards describe as intangible in nature and are appreciation, caring attitudes from employers and job rotation. These elements are within the job itself as satisfaction, contentment from fulfilling a task and admiration from employes (Zafar et al, 2014). However Williams, Mc Daniel and Nguyen (2006discribes that the salary or pay will satisfy only has a little effect on performance, questioning the germaneness and effectiveness of considering the performance aspect in a n organization.
DeleteOne of the main motivation for individuals towards improving performance is financial rewards whereas, money is used to satisfy individual needs mainly for workers in production companies (Dobre, 2013).
ReplyDeleteIn 2014, Jobber & Lee contended that a poorly motivated labour-force is costly in that it makes an organization realize lower production and performance. They established that lack of motivation is characterized by high/excessive staff turnover, frequent absenteeism, increased expenses, and a negative effect on the morale of colleagues (Ochola, 2018).
ReplyDelete