Motivating people to get best result

Conclusion

Motivation is the more important part to the management to inspire their employees to office works. This is because well motivated employees are asset for the company and more important aspect for the agile organization. Motivated peoples working with high efficiency and Time, material, cost and other company process depends on their motivation levels (Cadwallader, et al 2010). In other way workforce utilization take the high level of degrees within the motivated organization culture. Employee turnover ratio would be the law margin within the motivated employees. To get the maximum effort from the employee the management should provide motivational factors to within organization and processes. This is because the success of the organization depends on the hands of employees (Caillier, 2014).

To implement the proper motivation plan, the company should identify the motivation theories and the processes which mismatch with those theories. And also should observe the de-motivation factors and conflicts exist within the organization (Porter, Riesenmy and Fields, 2016). Employees have the different type of motivational factors and different type of needs. Hence it is very important to get judgment over the diversification of people’s needs and desires. Also Organizational culture, job design, skill level and competencies would be the significant factors for the employee’s motivation (Alghazo and Al-Anazi, 2016). Based on Maslow’s annotation; it expressed the people’s needs and its ascent through the life cycle.  As I expressed one of my blog post those needs re more significant o the organization for their HR plans. People have the basic needs on basal level and based on the achievements of these needs it upgrade to self-actualization level (Bishop, 2016). Within the insurance industry this is take the same scenario. From basic advisor level to high management level, between these positions organization provides these needs and fulfill their expectations to motivate them. Within the sales force there are law income generators and also high level of income generators. Maslow’s theory indicates the people’s needs should treat and observed by HR management.

As mentioned in one of my blog post there are many factors could identified as motivational types. But in here all of those can divide as two parts as Intrinsic and extrinsic motivational types. These motivation types are representing the employee’s needs and how it behaves with them (Gillet, et al 2009). Intrinsic motivation can describes as what factors have within the employees like morale, joy, willing to take challenges and their inner feelings that influence to works (Cerasoli, Nicklin & Ford, 2014). Also extrinsic motivation means the facts which provide from outside to motive employees to works, Like rewards, Salary, incentives and other benefits (Jarrett, 2019). For the insurance industry these factors are more significant to motive their sales force properly. To keep the work force morale HR team used the intrinsic motivation factors. And they are encouraged to their targets with providing extrinsic motivation factors as I mentioned above.  

Herzberg’s two factor theory is more important to organizations for their HR procedures. As he expressed Motivation factors and hygiene factors are more important to identify employees need and dis satisfactory (Amin, Mohdzain and Hashim, 2018). Recognition, Achievements, responsibilities and self-confidence foe works are motivate people towards the job. And Hygiene factors like salary, working environment, organization process, relationship, policies are demotivate the peoples. Based on these theories HR sector could identify the employees motivational and de-motivation factors and could easily treat them (Dartey-Baah, 2011). And also within the organization some facts can improve and some facts can discourage. Recognized the each employee is more important here for proper HR procedure through these factors.  Within the insurance field it is important to identified work force motivation and dissatisfaction. According to these explanation sales people encourage to achieve their targets and let them feel the victory themselves. And they are responsible for the organization success and it used as motivational factor within them. Organization process combined with these motivational factors and set the proper target module and other sales structures to achieve their motivational factors. Dissatisfaction factors also consider by management to conflicts and proper incentive and benefit module launched for the sales people. Develop the team concept within the organization for encourage them within relationships.

Work place motivation is more important within organizations, because the success of business depends on their workforce performance. The work force decides the productivity, profits and quality outcome for the company (Hamdani, 2013). Organizations run for the profits and their profits accompanied with product or service quality which they provide. The quality determined by the process and workforce with the organization. Hence it is more important to identified motivational factors within workplace. Many factors conclude the workplace motivation and these factors could different each organization with their culture (Curcuruto, Parker and Griffin, 2020). There are three significant factors could affect the work place motivation and those factors could mention as Management, Rewards and organization climate. Each of these factors more important to organization culture and based on these three factors work place motivation could be wholesome or crummy. Hence HR team carefully deal with these factors for improve the workplace motivation. This is same with the insurance industry also, hence organization culture set to avoid dissatisfactions within them and procedures and processes are arrange based on sales force needs. Every sales agent considers as the valuable resource and treats them carefully to keep their morale for the business.

There are more de-motivation factors within the employees and organization. As an HR team it is more important to identify those factors to develop motivated employee carder. Avoiding these de-motivation factors are more significant to the company, because these conflicts could be harmful for the entire process (Noe & Wilk, 1993). Hence each of these facts must treat carefully and consider as important findings to organization development. De-motivation things are countless and couldn’t understand easily with people. But there are some key points could identify as direct facts within the organization process. Likewise attribute error, law competency, Skill gaps and mismatched values (Neal and Griffin, 2006). All of these facts could effect on organization productivity and easily affect the expected profits also. And also employee turnover ratio would be high and conflicts also spared through the employees. Within the insurance industry these de-motivation factors could be the more critical. Sales people are the main income sources of the company and they could have enough motivation level to do businesses. Hence these demotivate facts are suppressed from the sales people.

Based on the McClelland’s three motivation drivers, it enclosed the employee’s needs within the organization. Peoples fell the needs of Achievement,, Affiliation and power (Karaman, et al  2019). These needs exist within the peoples in different levels. McClelland’s theory abbreviated the all employee’s needs to these three factors and mentioned that peoples motivating depend based on these facts (Jaquays, 2018). Within the organization process these are very important to them, because peoples want to feel glory of achievements, social collaboration and taste of power (Boyatzis, 2016). Hence the organization process should fulfill those needs of employees for their motivation. Within the insurance agents these could be the key motivators. Sales people encouraged for the sales target and they are rewarded based on achievements and these rewards provide the fame within the society. Also they have the self-decision power to handle sales process within the process. With providing these kinds of motivation needs, sales people are motivated towards the common organization goal.

With all of these blog articles enclosed the importance of motivation and importance of the using these motivational theories. All of these factors practically blend with the organizational processes. Also these blog posts are mentioned the significant impacts to the insurance industry and facts that effect on the business methods. The motivation is more significant within the all kind of businesses and industries within their employees. These facts could difference based on product or service which provided by organizations. But get engaged employees to their works it is more important MOTIVATION within managements (Arnold, 2009).

References:

Alghazo, A. and Al-Anazi, M., (2016). The Impact Of Leadership Style On Employee’S Motivation. [Online] https://www.researchgate.net.

Amin, R., Mohd zain, M. and Hashim, M., (2018). examining the relationship of herzberg two-factor theory towards job performance in royal Malaysian navy. [online] Academia.edu. Available at: <https://www.academia.edu.

Arnold, J. (2009). Coaching skills for leaders in workplace. Published by How To Content, Spring Hill House, Spring Hill Road, Begbroke, Oxford OX5 1RX. United Kingdom.

Bishop, J., (2016). An Analysis Of The Implications Of Maslow's Hierarchy Of Needs For Networked Learning Design And Delivery. [online] https://www.researchgate.net. Available at: <https://www.researchgate.net/profile/Jonathan_Bishop4/publication/307533183_An_analysis_of_the_implications_of_Maslow's_Hierarchy_of_Needs_for_networked_learning_design_and_delivery/links/580bf60e08ae74852b5a7363.pdf> [Accessed 17 June 2020].

Boyatzis, R., (2016). The Wiley Encyclopedia Of Personality And Individual Differences. [online] https://www.researchgate.net. Available at: https://www.researchgate.net

/publication/313550150_McClelland_David_C> [Accessed 19 June 2020].

Cadwallader, S. et al, (2010). frontline employee motivation to participate in service innovation implementation. [online] https://www.researchgate.net. Available at: <https://www.researchgate.net/profile/Susan_Cadwallader/publication/225234211

Caillier, J., (2014). Toward A Better Understanding Of The Relationship Between Transformational Leadership, Public Service Motivation, Mission Valence,And Employee Performance: A Preliminary Study. [online] https://www.researchgate.net. 

Cerasoli, C. P., Nicklin, J. M., & Ford, M. T. (2014). Intrinsic Motivation and Extrinsic Incentives Jointly Predict Performance: A 40-Year Meta-Analysis. Psychological Bulletin. Advance online publication. http://dx.doi.org/10.1037/a0035661

CIPD. (2019). Employee Engagement & Motivation | Factsheets | CIPD. [online] Available at: <https://www.cipd.co.uk/knowledge/fundamentals/relations/engagement/factsheet#6227> [Accessed 20 June 2020].

Curcuruto, M., Parker, S. and Griffin, M., (2020). Proactivity Toward Workplace Safety Improvement: An Investigation Of Its Motivational Drivers And Organizational Outcomes. [online] https://www.researchgate.net. 

Dartey-Baah, K., (2011). Application Of Frederick Herzberg&#39;S Two-Factor Theory In Assessing And Understanding Employee Motivation At Work: A Ghanaian Perspective. [online] Academia.edu. Available at: <https://www.academia.edu

Gillet, N. et al, (2009). Influence Of Coaches' Autonomy Support On Athletes' Motivation And Sport Performance: A Test Of The Hierarchical Model Of Intrinsic And Extrinsic Motivation. [online] https://www.researchgate.net. 

Hamdani, A., (2013). Impact Of Organizational Culture On Employee Performance. [online] Academia.edu. Available at: <https://www.academia.edu

Jaquays, B., (2018). Motivation, Mcclellands Needs Theory. [online] Academia.edu. Available at: <https://www.academia.edu/37545721/MOTIVATION_McClellands_Needs_Theory> [Accessed 19 June 2020].

Jarrett, C., (2019). These Are The Most Effective Mental Strategies To Get Through Tough Challenges. [online] World Economic Forum. Available at: <https://www.weforum.org.

Karaman, M., Smith, R., Balkin, R. and Talwar, S., (2019). Psychometric Properties And Factor Analyses Of The Achievement Motivation Measure. [online] Academia.edu. Available at: <https://www.academia.edu/

Neal, A. and Griffin, M., (2006). A Study Of The Lagged Relationships Among Safety Climate, Safety Motivation, Safety Behavior, And Accidents At The Individual And Group Levels. [online] https://www.researchgate.net. Available at: <https://www.researchgate.net/publication.

Noe, R. A., & Wilk, S. L. (1993). Investigation of the factors that influence employees' participation in development activities. Journal of Applied Psychology, 78(2), 291–302. https://doi.org/10.1037/0021-9010.78.2.291

Porter, T., Riesenmy, K. and Fields, D., (2016). Work Environment and Employee Motivation to Lead. [online] https://www.researchgate.net.

McClelland’s theory and organizational behaviors

Motivation is the main key factor that used to get engaged employees to their duties. Through the proper motivation process, management expects the high engagement of employees and high profits through them. With that state there are more important aspects in employee’s motivation, it allows people to achieve common organization goal and highest productivity (Attiq, Bakari and Irfan, 2019). Through the workforce, motivated employees are the asset of organization. This is because motivated employees are willing to have more challenges and they assured the quality output. And it is important to employee retention and low turn one ratio would he state the reputed organization .When employees have motivated mind they are more committed and try to achieve beyond the expected levels (Heim, 2020). Not only that among these kinds of peoples it is easy to do changes and develop innovative culture. Building with the proper competency levels of them and each of them would be have development within the organization. It is very important to all organizations, because employee development automatically become as the organization development (Jain, Gupta and Bindal, 2019).

Better understanding of employee motivation helps to HR team to build up better organization plan and process. In other way it is helps to avoid unsatisfied factors of organization and to become as a beneficial organization culture (Borowski and Sklodowska, 2019). As stated above understanding people’s needs and dissatisfaction is more important to HR through proper theories that exist. In here MaClelland’s theory of needs (1961) are more important aspect to people’s motivation. As disclosed by McClellands there are three motivation drivers (Royle and Hall, 2012).

Need for Achievement: This factor expressed the need of achieve what peoples want. People wants to accomplished something and keen on feel the victory of that achievement. This motivation factor develops the employee’s competencies and skill levels (Rybnicek, Bergner and Gutschelhofer, 2017). And want to get tasks alone and people want to regular feed backs for their achievements. This motivation driver has the strong need to follow up the targets, tasks and some desired goals. When people motivated within this factor, they could be the role model for the organization (Jha, 2010).

Need of Affiliation: This motivation factor is appeared for the social collaboration of people. People’s wants to build up the relationships with the society and love, friendship, brotherhood, family would be the common motivational facts. People want to acceptance of others and want to work as a group / gathering. The affiliation provides the motivation to the employee, when they have collaboration with other and when they feel the importance of take part with society. Hence interactions are the more successful motivation driver for the employees (Jaquays and Thompson, 2018).

Need of Power: Authentication is the third motivation factor that expressed by Mclelland’s. People need the power to represent the community. Most of people thirst for the power and they motivated with it. Within the organization also that would be the same aspect for the employees. Employees motivated within their personal and institutional (social) powers. Both of these factors are motivated employees towards career succession and achievements (Lilly, Duffy and Virick, 2006).

Based on behaviors these three motivational drivers’ people have the combination with each of these factors. As an organization these three factors should be used carefully for employee’s motivation. Because each factors that expressed strongly cohere with people’s attitudes and behaviors (Reepu, 2020). And what people expect from the organization, these three factors disclosed them properly. Hence with understanding these motivation drivers, HR sector could set their motivational plans in correct way (Ruth, 2020).

Three Motivation drivers and Organization process

The company which I work used these motivational factors to motivate the sales people. Sales people are the most vital group within the organization, because they are the income generators for the organization. Hence as HR people it is very important to motivate them in proper way to get engaged for sales. In here all of sales people have the set target and they are working on it. With that target let they to feel the glory of achievement and they are rewarded based on achievement. Sales people have the interactive competitions for motivate to sales. Especially foreign tours, Local tours, Dinner Dance and other entertaining events are launched for them by management, based on the sales achievements. These interesting targets influence people to achieve the set goals and joy of achievements. Not only that all sales people recognized by the management in proper structure. Rewards and gifts prepared for these peoples and they are rewarded in front of management and society.

Team building is the next motivation factor that used by the HR team. Sales people work as the teams and there success depending on his or her team. Within the team concept all are working together for set target. Based on correlation of team members they could hit the targets and it’s important to identify each of them needs here. People’s acceptance gets high level within the team concept and also they are encouraged to do more team activities by management. In here let them to develop their team strategies themselves and some of strategies are come to the National level also.

Within the sales people it is very important to maintain authorization levels. Each sales person has the different authority levels and them working on it with a proper career path structure. Sales people are motivated to achieve their power levels. People encourage o develop their own sales methods and let them have to certain level of decision power. Proper grading system using for the sales people to achieve it and let them have the power levels within the job. Both individuals and teams are encouraged to ascend through this grading ladder. Not only had that providing with high incentive modules let people to develop their income powers also.

References:

Attiq, S., Bakari, H. and Irfan, M., (2019). Role Of Core Self Evaluation And Acquired Motivations In Employee Task Performance. [online] https://www.researchgate.net. Available at: <https://www.researchgate.net/publication/334672513.

Borowski, A. and Sklodowska, M., (2019). Employee motivation tools. [online] https://www.researchgate.net. Available at: <https://www.researchgate.net/publication/

332259241.

Heim, R.,(2020). Motivation. [online] https://www.researchgate.net. Available at: <https://www.researchgate.net/publication/341752641_Motivation> [Accessed 11 June 2020].

Jain, A., Gupta, B. and Bindal, M., (2019). A Study Of Employee Motivation In Organization. [online] https://www.researchgate.net. Available at: <https://www.researchgate.net/

publication/338506233.

Jaquays, B. and Thompson, D., (2018). Mcclelland’S Needs Theory. [online] https://www.academia.edu/. Available at: <https://www.academia.edu.

Jha, S., (2010). Need For Growth, Achievement, Power And Affiliation Determinants Of Psychological Empowerment. [online] https://www.researchgate.net. Available at: <https://www.researchgate.net/publication/258137837.

Lilly, J., Duffy, J. and Virick, M., (2006). A Gender-Sensitive Study Of Mcclelland's Needs, Stress, And Turnover Intent With Work-Family Conflict. [online] https://www.researchgate.net. Available at: <https://www.researchgate.net/publication/233606235.

Reepu, (2020). Employee satisfaction and hr practice. [online] https://www.academia.edu. Availableat: <https://www.academia.edu/43311726

Royle, M. and Hall, A., (2012). The relationship between MClelland’s theory of needs, feeling individually accountable, and informal accountability for others. [online] Pdfs.semanticscholar.org.Available at: <https://pdfs.semanticscholar.org

/562f/270af7553ac404d8c5800b71c28ac1de1399.pdf> [Accessed 11 June 2020].

Ruth, T.,(2020). Employee motivation and profitability of financial institutions: a case study of centenary bank inmbarara municipality. [online] https://www.academia.edu.

Rybnicek, R., Bergner, S. and Gutschelhofer, A., (2017). How Individual Needs Influence Motivation Effects: A Neuroscientific Study On Mcclelland’S Need Theory. [online] https://www.researchgate.net.

Available at: <https://www.researchgate.net/publication/320358566.

Employees demotivation factors and Organization

 Employee motivation identified as a more significant factor which utilize for employee retention. The workplace motivation depends on employee’s willingness of the engage with job and organization culture. But this motivation levels consistency depend on what launched as motivation plan or procedure executed by the company. People’s skills, competency and performance linked with the organization culture and, more organizations have the impassioned culture within them to maintain their employee’s motivation (Berinato 2019). Based on these aspects, if the motivation collapsed because of some causal, it would be affected to the all company process. Hence, as an organization observing and identifying the demotivation factors is significant to productive organization. In other way carefully searching and treating these dis satisfactory are important to organization for avoid some conflicts. Because both process for encourage the motivational factors and discourage the demotivation factors is more important to agile process (Smithers and Walker 2000). These demotivation factors could be arise unforeseen within the employee’s. It could be affected to all organization poetesses critically unless identified and treated. And this can happen since many reasons. Even some motivational plan could be go wrong and become as a dis satisfactory. Hence skillful observation of these demotivation facts are more important to organizations for their agile process (Chamorro-Premuzic and Garrad 2017).

Demotivation Factors

Demotivation factors can appear in many ways. But there are some important organizational dissatisfying factors which treat carefully. As explained Clerk and Saxburg in 2018. I enclosed here four significant factors which can consequence within Organization.

Value Mismatch – When the task not connected with the employee’s value it can be the demotivate factor. In here the employee desire and job should combined each other. Unless that would be reason for arise conflict with employee and organization. Most of phenomenon happened with changing job descriptions and Job circulations (Ibarra and Scoular 2019).

Lack of Self Efficiency –This happened when the people felt their inability to engage with their works. Sometime people couldn’t realized and carryout the assigned tasks to expected level they demotivate with that predicaments. This kind of peoples is disfavored to get challenges and new changes. Especially organization culture could harm by these type employees (Cable 2018).

Disruptive Emotions – When people get negative emotions like angry, depression or anxiety, they are they will felt with these troubles based on family problems, Money, personal feelings, some company process or with more reasons. These uncomfortable people could avoid rules and regulations within the company and assigned tasks also not delivered to desired level (Dabirian, Kietzmann and Diba 2017)..

Attribution Error – People could go wrong with their works and when they couldn’t understand that struggles, they could be demotivate. Some people doing their job with his or her full effort, but based on some reasons could happen from some issues. At that moment people could demotivate and lost their competencies. Especially these type people conduced to more time and resource wastage.

Significant Effects of Demotivation factors

Organization expectancy is profits, market shares and incidence through the customers. To realize these intentions, company wants a process. For an uninterrupted effective process it is important to their work force. Every activity that combined with organizations work force would affect the common organization goal (Guss and Dorner 2017). Due to demotivation among the workplace could be arise more harmful aspects within company (Wu and Wu 2010).

Loss of Productivity - Dissatisfied employees not contribute their full effort to the works. And this could be others and spoil the others mind also. Due to this demotivate among the workplace could arise more conflicts. Hence the quality and the quantity of organization could be lost (Hamza and Rosli 2019).

High Turnover – HR plans always cementation with peoples. All processes linked with them and its success depends on the employee engagement. But the demotivate people could leave the company for some reasons and turnover ratio could increase critically. With that reason all processes could crashed and lost the organization goal (Hashi 2018).

Decrease reputations – Employees appear behalf of the company and they are the basic brand ambassadors. But the demotivated people could affects that scenario and it could be impact for the business market or value of organization (Persaud 2020).

Identified and treating the demotivation factors within the organization which I work

The company which I work is more sales oriented and this sales process done by the sales force. Hence involvement of the sales people for set goals is more important to company. HR people smoothly caring about these dissatisfactory and treat in proper way to avoid these conflicts. But this treating process might not be succeeding as expected. Because people have different type of wailings and it could be mismatch with implemented plan. Sales force is encouraged towards set targets and this target would be the realistic one for the sales agents, to avoid the mismatches. And these targets are evaluated in periodically to keep them on track not to away with HR plan. As well as sales people could felt with loss of confidences. This happen mainly within law performance and when couldn’t hit the targets. In here sales people consider for the training needs and these trainings doing more ways like technical, motivational and skill development.

Through the sales peoples it is very common have the emotional disruptive also. These very are critically affected to the day to day business. These disrupts happens based on family matters, law income, company procedures and management problems. As a solution the HR people launched a grievances handling system and have a quick focus for the complaints of sales force. Introducing with new incentive module for the sales staff, their income level is developed by the company. Organized family oriented events within the company for their enthusiasm. Also sales force demotivates with their attribution errors. Mainly miss selling problems, calculation errors and some attitude problems arise within them these problems are very critical for the organization culture and also sales people. Sometime it is very difficult to drag them out from these struggles. But all sales staff consider as a resource, hence the sales administration structure carefully handle these cases one by one. More training modules provide them to development for themselves. And proper compliance procedure established to barrier these wrong incidents. With that punishment or rewarding is done by the company based on organization procedures. Proper communication methods using to avoid spreading wrong massages through work force.

References:

Berinato, S., (2019). Research: Mindfulness Is Demotivating. [online] Harvard Business Review. Available at: <https://hbr.org/2019/01/mindfulness-is-demotivating> [Accessed 1 June 2020].

Cable, D., (2018). Why People Lose Motivation — And What Managers Can Do To Help. [online] Harvard Business Review. Available at: <https://hbr.org/2018/03/why-people-lose-motivation-and-what-managers-can-do-to-help> [Accessed 1 June 2020].

Chamorro-Premuzic, T. and Garrad, L., (2017). How To Tell Your Boss That You’Re Not Engaged At Work. [online] Harvard Business Review. Available at: <https://hbr.org/2017/10/how-to-tell-your-boss-that-youre-not-engaged-at-work> [Accessed 1 June 2020].

Clark, R. and Saxberg, B., (2019). 4 Reasons Good Employees Lose Their Motivation. [online] Harvard Business Review. Available at: <https://hbr.org/2019/03/4-reasons-good-employees-lose-their-motivation> [Accessed 1 June 2020].

Dabirian, A., Kietzmann, J. and Diba, H., (2017). A Great Place To Work!? Understanding Crowdsourced Employer Branding ^ BH797. [online] HBR Store. Available at: <https://store.hbr.org/product/a-great-place-to-work-understanding-crowdsourced-employer-branding/bh797?sku=BH797-PDF-ENG> [Accessed 1 June 2020].

Güss, D. and Dörner, D., (2017). [online] https://www.researchgate.net/. Available at: <https://www.researchgate.net/profile/C_Guess/publication/321058666_The_importance_of_motivation_and_emotion_for_explaining_human_cognition/links/5a0b0c3aaca2721a23f9925b/The-importance-of-motivation-and-emotion-for-explaining-human-cognition.pdf> [Accessed 31 May 2020].

Hamza, M. and Rosli, M., (2019). Identifying Motivational And Demotivational Productivity Factors In Qatar Construction Projects. [online] Available at: <https://www.academia.edu [Accessed 3 June 2020].

Hashi, Z., (2018). The Effect Of Employee Dissatisfaction On Organizational Performance In Hormuud Telecom. [online] https://www.academia.edu. Available at: <https://www.academia.edu [Accessed 3 June 2020].

Ibarra, H. and Scoular, A., 2019. The Leader As Coach. [online] Harvard Business Review. Available at: <https://hbr.org/2019/11/the-leader-as-coach> [Accessed 1 June 2020].

Persaud, S., (2020). Contributory Factors Of Job Satisfaction And Dissatisfaction In Organizations. [online] Available at: <https://www.academia.edu [Accessed 3 June 2020].

Smithers, G. L. and Derek H. T. Walker, D. H. T.,(2000).The effect of the workplace on motivation and demotivation of construction professionals, Department of Building and Construction Economics, RMIT University, Australia.

Wu, L. and Wu, M., (2010). Employee Dissatisfaction With Organizational Change: An Empirical Study Of A Technology Services Company. [online] Academicjournals.org. Available at: <http://www.academicjournals.org> [Accessed 31 May 2020].