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).

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