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.
- High efficiency – Highly motivated people get the best results, it transform skills into performance. High and accurate performance gets more profits for the organization.
- 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.
- 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.
- 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.
- 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.
- 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, 13th
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}
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].
I agreed your views. Further, motivated employees help the organization to become more success because they are consistently looking forward to improve their work performance. The outcome from a motivated employee will produce high level of productivity since they are enjoying their work. Moreover, employees are the human capital to the organizations and performance of them within an organization which can lead to organizational prosperity or failure (Nur Shafini et al, 2015).
ReplyDeleteThank you for your concerns Madhu. Today organizations are more competence because of new market trends. Hence all of organizations expedite their plans to get more profits. For their agile processes, human resource is become as more important factor. That is why motivational process has this much of worthiness in organization culture. Motivated people have their inner feeling to do work properly and effectively. Providing and implementing with motivation factors through workforce, it is easier to maintain employee loyalty and employee stability. (Pangarso et al, 2014)
DeleteI agreed with your views. To add more to the content, the practical implication of Maslow’s theory suggests the management on how to make their employees achieve the final stage of the pyramid. An employee reaching the final stage of self-actualization is vital to an organization as such employees work at their maximum potential creativity. Hence formulating strategies to achieve this stage may benefit the organization (Kaur, 2010).
ReplyDeleteThank You Manuja, The importance of the motivation is, arise more powerful workforce within the organization. Theories are difficult to use within the practical processes unless it match with the people’s needs. In that point Maslow’s theory is very compatible with the organizations although these days. Because of these factors are appropriate with organizational culture and people’s needs. When erecting a proper motivational plan, it is very important to understand these factors. Because Combination of people’s needs and workplace culture build with Maslow’s clarifications. (Elliot and Dweck 2005)
DeleteAgree with your views and thus, if an organization needs to increase and be successful, trust plays a significant role so it must all the time be preserved to make sure an organizations existence and to improve employees' motivation. It can build interpersonal and interpersonal effects and impact on the relations inside and outside the organization (Hassan et al, 2010).
ReplyDeleteThank you Charitha, agreed with your view for my article. And I want add some key points for your consideration. The challenge, what organizations have on present day is, keeping their employees actively and effectively. With those difficulties employee motivation is became as the most important factor than any others. Consider on this proper motivation theories, The HR sector could established the proper motivational plan for employees, to get engaged the work force with organization for substantiality correlation (Luxton 2016).
DeleteAgree. Additionally, the self-actualization is considered a growth need which an individual may feel strongly motivated to take further actions once engaged oppose to other four levels which are considered deficit needs which motivates an individual when the needs are unmet (Verner et al., 2014).
ReplyDeleteAgree with you Charith. Employee motivation is powerful tool in the hands of companies. Motivation is a great opportunity to lure, raise and keep employees. Already Tomáš Baťa emphasized the importance of keeping employees satisfied. Only satisfied employee can identify with the company and do their best work (Štofková et al, 2015). So motivated employees are key to success and the company could have a better control of costs as well as appearing more attractive and diverse.
ReplyDeleteAgreed on your views. Adding to that Patnaik (2011) defines that Organizational culture is “an concept in the field of Organizational studies and management which describes the psychology, attitudes, experiences, beliefs and values (personal and cultural values) of an organization”. It is imperative to the organization in setting up a good healthy culture among the employees and provide the framework towards the motivational factors (Yusof, Said and Ali, 2016).
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ReplyDeleteAgreed with your opinion, further in current business context all the organizations are trying to maximize the profit and to make more profit employee motivation is vital as motivated employees deliver and understand the organizations objective in addition to this, organizations should understand the employees needs and motivate them accordingly as employees have many needs and this is different from person to person (Ovidiu-Iliuta Dobre, 2013).
ReplyDeleteGood and elaborated view Charith. In addition to that, there is relationship between employee motivation and employee demographics further, employee age & gender, employee nationality and designation reflect the motivational levels (Perumal, 2008).
ReplyDeleteThank you Loshitha, Employees need and expectation directly bond with their mental health and active life. Within the organization process it is very considerable aspect this is because the people with unhealthy mind could be the conflict for the organization. Based on Maslow’s theory observation and understanding of these vital needs of people are more significant to the company process and their development (Pillai, 2020).
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