Hiranka MBA

 EMPLOYEE MOTIVATION

 

INTRODUCTION

Motivation is a significant factor that urges people to give their best execution and help in arriving at big business objectives. Solid positive inspiration will empower the expanded yield of workers yet a negative inspiration will decrease their exhibition. A key component in work forces the executives is motivation (McShane S. & Von Glinow M. (2016).

There have been number of theories on motivation explaining similar aspects of motivation. Following is one which shows five levels of needs which follow a hierarchy discussed in Figure 1.0.

Maslow’s need hierarchy theory: Psychologist Abraham Maslow portrayed that in order to jump on the next level of psychological development, a person needs to satisfy himself or herself in all perspective, from where at present they existing, the characteristics of human life became satisfied when they can avail the psychological, safety, love, esteem and self - actualization process in their life span. Many organizations followed this theory to keep motivated their employees (Andrason, 2014)

                                 

      Figure 1.0 – Diagram of Maslow’s Need Hierarchy Needs (Source: Andreson, 2014)

 

Secondly, Herzberg's Two Factor Theory Herzberg's two factor theory, shown in Figure- 2, is an extension of Maslow's Hierarchy of needs. These focus of individuals from within the working environment, with an emphasis on individuals who work in an office environment and avoid physical labor (EPM, 2018). The 'Motivators' have a correlation with Maslow's higher-level needs and the 'Hygiene Factors have a correlation with Maslow's lower-level needs.

The two factors work independently of each other, however, to increase motivation leaders should ideally focus on both of factors (Rae, 2017)

 

                       

Figure 2.0: Diagrams of Herzberg two factor theory

Source: Datuk Dr. Mahamad Zubir bin Seeht Saad 2018

 

Job satisfaction is a fulfilling or optimistic expression consequential of the consideration of one’s activity (Azash et al, 2011). Organizations today have realized the importance of motivated and satisfied employees as important contributors towards long term objectives. It has been long thought that learning new things and competency development opportunities raises the morale and satisfaction of the employees but it is also realized that the significant effect on the motivation and job satisfaction is created by goal achievement (Lather and Jain, 2005).

It is the organizational behavior represented by the organizational senior management which effects the level motivation and satisfaction through its beliefs, principle and underlying values which are closely followed by organization (Roos, Van Eeden, 2008).

Organizations core potential lies in its motivated and satisfied employees who consistently contribute towards organization goals and objective. Effective HRM system could be a great deal of assistance in keeping employee morale high (Kumar and Garg, 2011)

Organizations need to encourage employee initiatives and participation as this will help build leadership at different levels. For leadership roles formal authority is not the criteria but the initiatives and innovation are. Employees at all the level can choose to act as a leader if given an opportunity and this further helps motivating and influencing other employees (Jeffrey L. Herman et al, 2011).

 

In a research it was observed that the satisfied employees show higher level of motivation and commitment ultimately positive impact on the performance and behavior of employees reflected in their productivity. Today’s business environment is such that more or less most of the resource are available and could be acquired but the talented human resource is not easily available and if found takes time to develop and effectively perform for which human resource management activities play a critically important role in developing such employee base and optimal utilization. It is the key factor to create a competitive edge (Chen et al, 2012).

 

REFERRENCES:

·         Anderson, A. (2014). Maslow's hierarchy of needs. The Prairie Light Review, 36(2), pp. 7.

·         Datuk Dr. Mahamad Zubir bin Seeht Saad. (2018). The impact of employee motivaton on work performance. International Journal of Scientific and Research Publications, 8(3), 295-308.

·         Jeffrey L. Herman, Jennifer J. Deal, Jamie Lopez, William A. Gentry, Stephanie Shively, Marian Ruderman, Lori Zukin, 2011. Motivated by the Organization’s Mission or Their Career? Implications for Leaders in Turbulent Times, Center for Creative Leadership, Booz|Allen|

·         Navdeep Kumar, Pankaj Garg, 2011. Impact of motivational factors on employee’s job satisfaction- A study on some selected organization in Punjab, India, ASIAN JOURNAL OF MANAGEMENT RESEARCH 672 Volume 2, pp 672-683, ISSN 2229 – 3795.

·         Prof. S. K. Singh* & Vivek Tiwari, 2011, Relationship between motivation and job satisfaction of the white-collar employees: a case study, SMS Varanasi, Vol. VII, No. 2; Dec 11, pp 31-39.

·         S. Md. Azash, Ramesh Safare, M.Sudheer Kumar, 2011. The motivational factors and job satisfaction: a Study on selected public and private sector bank Employees in Kadapa district, Andhra Pradesh. International Refereed Research Journal Vol.– II, Issue –4, [161], Journal of Arts, Science & Commerce E-ISSN 2229-4686 ISSN 2231-4172

·         Tung-Liang Chen, Ming -Yi Huang, Tchiu-Hui Su , 2012.Work Motivation, Work Stress, and Job Satisfaction in between Taiwan and China – An Empirical Study. World Academy of Science, Engineering and Technology, 68, pp 1446, 1450. Hamilton.

·         WANDA ROOS, RENÉ VAN EEDEN 2008, The relationship between employee motivation, job satisfaction and corporate culture, SA Journal of Industrial Psychology, Vol. 34 No. 1 pp. 54 – 63