Motivating people to get best results.

1.1 Importance of Motivation

Motivation concerns as what you have to propulsion you to drive forward towards a goal to achieve a particular task, something that make things to happen according to a need or desire, or an attitude that guides you to achieve something in a certain manner. Symptoms of motivation are energy and fortitude to do the things (Adair 2004). Motivation is vital for an effective management. It is the factor, which encourages the employees to put their best effort to achieve organization goal. And motivation influences the employee’s belief to achieve what they expect. It arises as an inner feeling that empowers an employee to do more. Organization processes are based on their people (Employees) (Armstrong and Taylor 2014). Hence, what organization gets as a result of profit, product or service it depends on their employees. Well-motivated employees get the best result showings why motivation has become the most vital aspect of an organization (Skatova 2014). The advantages of the motivation within the Organization are explicated by (Latham & Pinder 2005) as follows.

1. High efficiency – Highly motivated people get the best results, it transform skills into performance. High and accurate performance gets more profits for the organization.
2. Utilization of resources – when the employees utilize time and resources. It helps in cost efficiency of an organization and motive factors could minimize the wastage and maximize the utilization of resources.
3.  Less turnover – people leave their companies because of negative motivation; this demotivation factor will result in a high turnover to the company. Hence these factors could motive their employee and relationship between management and work force. Therefore, proper motivation will result in a higher retention rate and lead to job satisfaction-making employees committed and loyal.
4. Adaptability to changes – Organizational changes processing within the employees. Pleased people accept the changes in a positive mind. They are willing to accept changes and are keen on absorbing those changes as a challenge.
5. Successful achievement – organizations run towards the profit. When motivation factors line up with employees personal objectives, they follow it because of their personal commitments. In achievement of employees’ personal goals results in achieving the organizational goals as well.
6. Ethical workforce – Unsatisfied people declare unethical things. That could annihilate all other employees mind and in fact, organization culture could disrupt. However, motivated employees behave as brand ambassadors and express their good thoughts about the organization.

1.2 Motivating within the organization culture

Many factors could retain employee happiness. But are they all motivated? That is the matter. Motivation is what they feel too committed to do their duty and attracts them to go an extra mile to do better. That is a conclusive aspect in building productive employees. As explained (Maza 2018) following facts are very important to organization culture.

When Things go wrong, Get Honest – When things go wrong, not approaching as expected it could be felt through organization. Employees will demotivate and want to obstruct these negative thoughts communicated early & often. How critical is the situation that is to be addressed. Employees should feel like to support on the situation and take them as a challenge.

Essential Team Chemistry – Most employees believe and work with their line managers.  Not with the top management. They want the recognition and appreciation from their managers. When they get what is expected from their direct superior, they are more likely to stay in the company and put more effort to the job. This is very crucial part where managers have the ability to motivate their subordinates.

Prioritize People – State of organization is remaining on employee’s hand. When a company has to suffer from low profits, Bonus will not be paid, incentives will be late or wise versa. More profits bring more bonus or incentives and fringe benefits. But all of these facts should be considered based on the employee’s situation. Proper communication with people and they must have their suggestions. The team will become with pessimism and motivation.

1.3 Motivation Behaviors of Organization.

Having passed many years since this Maslow’s model was introduced; still theory works in society. A new digital era is dawn now and organizations come with new HR models and more benefit schemes. People have more options to get their wages and there are many organizations to provide it. But still Maslow’s concept exist with HR procedures and still echoic through organizations. According to below (Figure 1.1) needs which expressed by Maslow (McLeod 2020) are most important to succeed of organization.

Figure 1.1 Maslow’s “Hierarchy of needs”

Source: (McLeod 2020)

People are motivated by different factors. As Benefit, Time, Approach or Appreciate. Hence all motivational factors should enquire proper way (Blank et al. 2019).Adaptation and execution of motivation theories (Maslow’s Hierarchy of needs) of the Organization which I work; I serve is as follows;

As above theories and sources, clearly demonstrates the motivation is a critical aspect, which leads employee performance of a company. Within the Organization which I work, being an insurance service provider in the country, the company performance is purely based on its sales achievement. As per Maslow’s Hierarchy of needs, the employees will be provided the wages based on their performance, which will be based on their individual or team performance. This would satisfy their psychological needs. Further the company management has ensured that they are provided comfortable working conditions, reasonable working hours.

Finance security from the company (Secure compensation even at a bad economy), the insurance schemes provided for their health protection, safety working conditions and the safe environment has satisfied the safety needs of the employees.

Company encourages teamwork, get to know each other and celebrate birthdays and other important life events .They are managed and supervised by caring and understanding supervisors and the company is encouraging the employees to maintain healthy work life balance. These efforts have enabled the “Love and belongings of the employees”.

“Self Esteem” and respect; start with how one treats themselves with self-esteem and self-respect. At the subjected company, the management offers praises and recognition for employees for their performance. Annual bonus schemes, annual award ceremonies and the annual categorizations based on their performance has enabled the esteem needs of people. Management recognizes the talent at annual appraisals and promotions are given for best performers. Additional responsibilities are also provided as recognition. 

The Organization which I work empowers the fullest potential of people by encouraging them to undertake challenging tasks and providing flexibility at their jobs. Further the company encourages and invites all the employees to participate at the critical decision making situations. And each decision will be taken seriously.

As per Maslow’s Hierarchy needs, the needs exist on hierarchical order. The deficit principle claims that once a need is satisfy, it no longer serves as a motivational factor. Thus the company management has understood how it works and follows the hierarchical order of needs when satisfying the needs of the employees. When a new comer joins a company, the management would motivate them with their psychological needs. Company Performers’ categorization is designed based on the theory and for an example a best performer who has been with the company for years and archived his psychological and safety needs and has become a loving member of the company, would be always awarded with self-esteem factors; such as continuous recognition (Displaying a photograph in the hall of fame or offering them the membership of prestigious clubs)

References:

Amstrong, M. and Taylor, S (2014). Human Resource Management Practice, 13^th Edition, United Kingdom.

(Getting Your Team to Do More Than Meet Deadlines, 2020)

[online]Available at: <https://www.researchgate.net/publication/8023095_Work_Motivation_Theory_and_Research_at_the_Dawn_of_the_Twenty-First_Century> [Accessed 04 April 2020].

Harvard Business Review. 2020. Getting Your Team To Do More Than Meet Deadlines. [online] Available at: <https://hbr.org/2019/11/getting-your-team-to-do-more-than-meet-deadlines> [Accessed 2 April 2020].

Hoffman, E. (1988). The right to be human: A biography of Abraham Maslow. Los Angeles, CA: Jeremy P. Tarcher.

 Latham, G. and Pinder, C. (2005). Work Motivation Theory and Research at the Dawn of the Twenty-First Century {Annual review of psychology}

Maza, V., 2020. These Are The 3 Secrets To Motivating Your Employees. [online] World Economic Forum. Available at: <https://www.weforum.org/agenda/2018/06/motivating-employees-through-challenging-and-rewarding-times> [Accessed 22 March 2020].

McLeod, S. A. (2020, March 20). Maslow's hierarchy of needs. Simply psychology: https://www.simplypsychology.org/maslow.html
 

World Economic Forum. 2020. How Different Types Of Motivation Affect Your Career. [online] Available at: <https://www.weforum.org/agenda/2014/11/how-different-types-of-motivation-affect-your-career/> [Accessed 24 March 2020]. 

World Economic Forum. 2020. How Seeing Your Own Brain Activity Increases Your Motivation. [online] Available at: <https://www.weforum.org/agenda/2016/03/how-seeing-your-own-brain-activity-increases-your-motivation/> [Accessed 24 March 2020].

World Economic Forum. 2020. These Are The 3 Secrets To Motivating Your Employees. [online] Available at: <https://www.weforum.org/agenda/2018/06/motivating-employees-through-challenging-and-rewarding-times> [Accessed 24 March 2020].