What are the ways in which one can motivate the employees?
Happy workers are always productive for the organization. But, the question is how managers are motivating the employees. The reality is, when you actually talk about the topic how to motivate the employees, is that employees are motivated (Ahmad, et al., 2014). At every phase of the organization, manager’s challenge is to sort out or figure out how to tap into that motivation, which will help in accomplishing the goals. Fortunately, they have the control over the environmental factors, which are considered as a crucial element for motivating employees.
The most significant factor, on part of the manager, is to have good relationships with the employees. And the second most vital factor would be manager’s ability to create healthy atmosphere along with organizational culture to foster employee’s engagement and motivation (Devito, et al., 2016). This report will contain the importance of motivating employee in the organization, research design for providing valid justification, methods to ensure the process, and quantitative approaches to establishing truth worthiness as well as for relevance of the information.
Critical literature- what is the importance of motivating employees in the organization?
According to the Obiekwe Nduka, there are various factors such as human resources, environment, and capital, which have the highest power to influence the performance of the organization. It is thus legitimate to debate on the topic that the organization needs to motivate the employees to accomplish their stated goals as well as objectives (Gopal & Chowdhury, 2014). One cannot think of a day without the employees in the organization. They are responsible for everything-productivity enhancement, benefits, downfalls and much more. And obviously, motivation has been perceived in many ways so far. Many of the researchers have been trying to find out the ways so that they can come up with a concise theory in order to formulate motivation, all it came up with different ideas.
Motivation can be illustrated by a management process that helps to encourage employees to work effectively in the firm for overall benefit and productivity of the organization. The only answer to the question “why managers need to motivate employees?” is, employees are regarded as the only keys that can open up the way towards success and can take the firm to zenith levels (Lau & Roopnarain, 2014). As per the author VINAY CHAITANYA GANTA, most of the workers need certain types of motivation in order to feel good about their performance, jobs, and environment. Some of the employees are money minded and they always desire for appreciation in terms of bonus or hike. They also seek recognition and rewards, which helps them to motivate personally. Hence, the levels of motivation are directly linked to the employee’s productivity.
Employees who are happy and motivate about their profile and performance, they carry out all the tasks to the best of their capability and ability, which in turn increases the productivity scale (Lazaroiu, 2015). Moreover, employee’s motivations have always been central issues for the managers and leaders in the firm, as they had already confronted issues with the unmotivated employees. Most of the employees, who are unsatisfied with their work, environment, and profile, often put less effort into the work and quit the organization as well.
Research design-descriptive method to provide justification for the topic “what are the ways in which employees can be motivated”
The concept of motivation is not new to the organization. It has been there for years but people use it in different ways to argue with various statements regarding the motivation. According to the views of researchers, motivation is considered as an entity that compelled one to action, whereas, others believe that it is kind of process that gives proper direction for the betterment of the organization (Marthouret & Sigvardsson, 2016). Hence, it is apparent that managers need to motivate the employees in every respect if they want their firm to grow more and more in future days. Motivation is only limited with the bonus or hike, rather, one needs to be strong mentally in order to build up fundamentals things for their survival, which will include warmth, shelter, food, and clothing.
For example, when someone is thirsty, they no need to buy clothes or shelter; instead, they need to motivate themselves to accomplish the basic needs because they can turn to be great leaders who can influence on their behavior as well. The second stage would be the security levels, which will ensure employee’s health needs (Mikkelsen, Jacobsen & Andersen, 2017). And the third stage is the social needs, which checks that employees are feeling safe in the workplace, follow the rules and regulations of the firm and stick to the guidelines as well. If any of these stages are missed while growing up, then employees will tend to move out of the companies for any specific reason. When more and more employees will leave the organization, then the employee’s turnover rate will increase and soon the firm will face the consequences.
Thus, employees need to be motivated in two ways-intrinsic and extrinsic. The intrinsic method will ensure that employees will get the pleasure or interest in doing the task and never include the feeling of getting the pleasure from the external environment such as rewards. On the other part, extrinsic motivation is concerned with the actions that are necessary to achieve external rewards (Njoroge & Yazdanifard, 2014). The source of this type is from the physical environment, which includes salaries, benefits, job promotion, and incentives. Thus, these two types of motivation are necessary to maintain in the firm to decrease the turnover rate of the employees, to increase the productivity as well as to carry forward the processes in the organization for better future.
Methods to provide justification for the topic “what are the approaches by which employees can be motivated”
As per this management topic, the appropriate method would be the questionnaire sessions, which are necessary to conduct in the organization to know the desires and needs of the employees. Questionnaire sessions are necessary for other reasons as well. When the managers are conducting this particular activity in the firm at the end of the month or sometime in the mid of the month as well, to know the exact requirements of the employees, which has the direct impact on the productivity (Velten & Lashley, 2018). Managers along with the team arrange the event, where they ensure about the reason for employee’s offbeat attitude, low productivity for the previous month, needs of the employees and finally they convey their decisions as soon as possible. For decades, this procedure has been adopted by the organization to relate the attitude of the employees with the productivity scale.
A great many various questions have been asked of the employees with respect to the job interest, job satisfaction, attitude towards the work and organization, and regarding their responsibilities as well. Later, crucial information is derived from such questions and managers finally reach to some decisions, which help in increasing the morale and behavior of the employees to be used for determining satisfaction in the job (Závadský, Hitka & Potkány, 2015). The reliability of any measure needs to maintain its consistency for giving the same result all the time. As with the validity, it is not so reliable that every time you will get desired results from the given set of questions as there are some chances of random errors in the responses due to the bad communication during the process, the attitude or other factors as well.
Quantitative approach- Questionnaire session
Some of the measurements are directly working with the concern of motivating the employees for enhancing the satisfaction level as well as productivity level of the companies. Aside from the measurement that is associated with the job satisfaction, there have been something important or valid attempts in order to develop valid and reliable measures for checking the attitude of the employees regarding the job profile and work environment (Ahmad, et al., 2014). Furthermore, managers and their team keep on searching the facts that are linked with the job involvement as it is considered as one of the tendencies to help the firm in reaching ultimate heights by satisfying the employees in terms of profile, environment, and personal pleasure as well.
Every round of the questionnaire session are full of surprises and ensure that all the demand and requirements of the employees are fulfilled by giving priority to others as well. This approach helps in knowing the exact needs of the employees, especially what they want to change. During the session, employees will not be criticized, rather they will be given with options to choose from, and the practical scenario will be provided before taking any decisions (Devito, et al., 2016). Some of the questionnaire sessions include a question like why employees want to change the team, what their requirements to work more effectively in the organization, what are the consequences they are facing in the workspace; on what basis they want the hike and much more. All of these answers are recorded and later analyzed by the entire managerial team to take some effective steps for the companies’ benefit.
Motivation results are from the interaction of the both-unconscious and conscious factor, which ensure about the need or intensity of desire, the expectation of the individual for his/her own or for the team, rewards and incentive and much more. These are some of the reason that helps in driving the organization towards success and also checks better productivity at each step by reducing certain factors like employee’s turnover, offbeat attitude issue and much more. Thus, most of the employees need to feel good about everything that is within their vicinity, so that they can put more efforts to yield better results.
Ahmad, F., Abbas, T., Latif, S. and Rasheed, A., 2014. Impact of transformational leadership on employee motivation in telecommunication sector. Journal of management policies and practices, 2(2), pp.11-25.
Devito, L., Brown, A., Bannister, B., Cianci, M. and Mujtaba, B., 2016. Employee Motivation based on the Hierarchy of Needs, Expectancy and the Two-Factor Theories Applied with Higher Education Employees. International Journal of Advances in Management, Economics and Entrepreneurship, 3(1), p.20.
Gopal, R. and Chowdhury, R.G., 2014. Leadership styles and employee motivation: An empirical investigation in a leading oil company in India. International journal of research in business management, 2(5), pp.1-10.
Lau, C.M. and Roopnarain, K., 2014. The effects of nonfinancial and financial measures on employee motivation to participate in target setting. The British accounting review, 46(3), pp.228-247.
Lazaroiu, G., 2015. Employee motivation and job performance. Linguistic and Philosophical Investigations, 14, p.97.
Marthouret, E. and Sigvardsson, S., 2016. The effect of quick feedback on employee motivation and performance: A qualitative study on how to formulate effective feedback.
Mikkelsen, M.F., Jacobsen, C.B. and Andersen, L.B., 2017. Managing employee motivation: Exploring the connections between managers’ enforcement actions, employee perceptions, and employee intrinsic motivation. International Public Management Journal, 20(2), pp.183-205.
Njoroge, C.N. and Yazdanifard, R., 2014. The impact of social and emotional intelligence on employee motivation in a multigenerational workplace. International Journal of Information, Business and Management, 6(4), p.163.
Velten, L. and Lashley, C., 2018. The meaning of cultural diversity among staff as it pertains to employee motivation. Research in Hospitality Management, 7(2), pp.105-113.
Závadský, J., Hitka, M. and Potkány, M., 2015. Changes of employee motivation of Slovak enterprises due to global economic crisis.Order Now