Motivating People
Motivating
People -An Overview
Motivation is derived from the Latin word,
“movere” which literally means movement. (Tanks 2003). All the definitions are
behavior and one need to channelize this behavior in order to achieve desired
goals and results. Furthermore, Motivation emphasize as per below statement.
Employee motivation is the enthusiasm, energy level, commitment, and amount of
creativity that an employee brings to the organization (Islam and Ismail, 2008). “Work Motivation is a set
of energetic forces that originate both within as well as beyond an
individual’s being, to initiate work -related behavior, and to determine its form,
direction, intensity and duration (Pinder 2008).
Motivated
employees are an asset to an organization, they are directly proportional to an
organization’s success (Manzoor -2012). According
to Deci (1999) motivation is of two types:
·
Intrinsic motivation
·
Extrinsic motivation
Intrinsic motivation is an internal drive
to put forth the necessary effort and action towards work-related activities Deci et al. (1999)). It has been
broadly defined as the "psychological forces that determine the direction
of a person's behavior in an organization, a person's level of effort and a
person's level of persistence". Also, "Motivation can be thought of
as the willingness to expend energy to achieve a goal or a reward. Motivation
at work has been defined as 'the sum of the processes that influence the
arousal, direction, and maintenance of behaviors relevant to work
settings'." Motivated employees are essential to the success of an
organization as motivated employees are generally more productive at the work
place. (Diamond and Diamond, 2010).
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I'm Working for Leading Business Process Outsourcing
company (BPO) over eight years and below are the main factors, enable clients
to Outperform with our passion for service and Innovation .We capitalize on
our strengths by embracing the following Values . |
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1. Client First -Place client at the core of
everything we do |
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2.Integrity-Be ethical, honest and committed
in all action |
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3.Respect-Be sensitive to individual
differences and treat everyone with dignity |
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4.Collaboration-Always keep one team as uppermost
in everything we do |
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5.Learning -Learn from our experiences;
Share knowledge and best practices to create innovative solutions |
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6.Excellence -Strive for excellence in
everything we do and aspire to outperform at every stage |
Extrinsic motivations are factors external that
causes an employee to act toward fulfillment of a work task or goal (Deci &
Ryan 2008). They are usually punishments or rewards. A punishment motivates an
employee to act to avoid the punishment, while rewards motivate an employee to
act in order to receive the reward (Kohn 1999).
As per my organization HR department
is structured in to various sub function such as Business unit /Overseas HR,
Talent Acquisition group, compensation & benefits, Compliance, Learning Academy,
HR managed Services and internal communication. Together these function support
the organization, offering services which include onboarding, Employee engagement,
governance, salary increment, promotion, communication, reward and recognition
, performance management .
Monthly -Employee monthly Appraisal
Quarterly League of Campion
Annually -Performance management
An individual has a transparency
with the performance management and reward and recognition each and every
single millstone they have done for the organization. And Open-door culture are
being operated for equally.
References
·
Deci,
E. L., & Ryan, R. M. (2008). Self-determinationtheory: A macrotheory on
human motivation, develop-ment, and health. Canadian Psychology, 49, 182–185
·
Diamond,
H. and Diamond, L.E. (2010). Perfect phrases for motivating and rewarding
employees. Second edition.
·
Islam, R. and Ismail, A.Z.H. (2008). Employee motivation: a
Malaysian perspective. International
Journal of Commerce and Management, 18(4), pp.344-362.
·
Kim, D., 2006. Employee
Motivation:" Just Ask Your Employees". Seoul Journal of
Business, 12.
·
Korzynski, P. (2013). Employee motivation in new working
environment. International Journal of Academic Research, 5(5), pp.184-188.
·
Kohn,
A. (1999). Punished by rewards: The trouble withgold stars, incentive plans,
A’s, praise, and otherbribes. Boston: Houghton Mifflin Harcourt.
·
Manzoor, Q. (2012). Impact of Employees Motivation on
Organizational Effectiveness. Business
Management and Strategy, 3(3).
·
Nohria, N., Groysberg, B.
and Lee, L.E., 2008. Employee motivation. Harvard business review, 86(7/8),
pp.78-84.
·
Pinder,
C. C. (2008). Work Motivation in Organizational Behaviour. London: Psychology
Press.
·
Perumal,
M. (2008). Association between employee motivation and employee demographics in
the banking industry. Graduate School of Business Leadership, University
of South Africa.
·
Ramlall,
S. (2004). A review of
employee motivation theories and their implications for employee retention
within organizations.
Journal of American Academy of Business.
·
Strong,
R. and Harder, A. (2009). Implications of Maintenance and Motivation Factors on
Extension Agent Turnover. Journal of Extension, Vol 47, No.1.
· Tracy, B. (2014). How to Motivate and Inspire Employees [online].Available at: https://www.youtube.com/watch?v=R8TzmG-Pr40 [Accessed on 8 September 2019].
I Agreed with your points. Manzoor (2012) also mentioned that one of the most important and greasy tasks for employees is getting them to execute their best work even amid difficult situations, and this can be accomplished by motivating them.
ReplyDeleteThank you for your comment Theekshana. Yes . Organization cannot run with out employees .Employees of any organization are their main asset, which can lead them to success or, if they are not well concentrated, decline. Manzoor (2012) .
DeleteAs you mentioned in this article Motivation affects individuals to have desired goals and outcomes. As per the Armstrong and Taylor, 2014 motivation is described as a reason for doing something with the strength and direction of behavior and the factors that influence people to behave in certain ways.
ReplyDeleteThanks for the comment Indraneela .Agreed, employee motivation has to be looked into from the top level. It works both ways and the employees should be satisfies for them to reach the specified goals (Harter et al., 2002)
DeleteMotivating a work force is not an easy task as motivation directly deals with the human nature. Understanding human nature is very simple and in the same way it could be very complex too. An understanding and appreciation of the human nature is a prerequisite to effective people motivation which influences the entire behavior of the employee. (Shahzadi et al.2014).
ReplyDeleteI agree. As compared to financial resources, human resources have the capability to create competitive advantage for their organizations. Generally speaking, employee performance depends on a large number of factors, such as motivation, appraisals, job satisfaction, training and development and so on, but employee motivation, as it has been shown to influence to a significant degree the organizational performance. As Kalimullah (2010) suggested, a motivated employee has his/her goals aligned with those of the organization and directs his/her efforts in that direction. In addition, these organizations are more successful, as their employees continuously look for ways to improve their work. Getting the employees to reach their full potential at work under stressful conditions is a tough challenge, but this can be achieved by motivating them.
DeleteAs Varma (2018) stated there have been number of theories on motivation explaining similar aspects of it, they are as following:
ReplyDeleteMaslow’s need hierarchy theory: The theory explains five levels of need which follow a hierarchy. The need for the next level arises with the fulfillment of the earlier need. Following are the needs Physiological needs, safety and security need, Social need, Self worth and Self actualization. There are exception to the theory that sometimes the need may not follow the hierarchy due to unpredictable attitude and behavior of the human being.
Herzberg’s two-factor theory: The theory is also known as two factor theory motivation factors and hygiene factors. The theory states that there are certain factors in the organizational environment which if present will be to motivate the employees and certain factors if available may satisfy the employees but if not there do not lead to dissatisfaction.
McGregor’s theory ‘x’ and theory ‘y’: The theory states that function of motivating people involves certain assumption about human nature. Theory X and Y are two sets of assumptions about the nature of people. Every set of nature will have to adopt different way to motivate and achieve the results.
Vroom’s valence x expectancy theory: The theory is also known as expectancy theory and states that the behavior of an employee depends on the expected outcome of the act.
Goal-setting theory: The theory is based on the principle of goal clarity being an important factor of motivation.
ERG theory of motivation: The theory proposed by Clayton is an modified version of Maslow’s theory of hierarchy of need. The theory divides needs in to three categories Existence, relatedness and growth.
McClelland’s theory of needs: The theory stresses that the human behavior is affected by three needs Power, Achievement and Affiliation.
Reinforcement theory of motivation: The theory founded by B F. Skinner and his associates proposed that the individual behavior if function of its consequence. It is based on the law of effect.
Equity theory of motivation: The theory is based on the principle of equality. It states that the motivation is related to directly to the perception of equity practiced by the organization.
Thanks for the value additions comment enhancing few theories. Maslow assumes that there are several prerequisites for meeting these needs. For example, having the independence of speech and expression, or living in a fair and equitable society, is not specifically mentioned in the hierarchy of needs. However, Maslow believes that having these things makes it easier for people to meet their needs. Although Maslow puts forward his own needs in the hierarchy, he also acknowledges that satisfying each need is not a complete or no phenomenon. Therefore, people do not need to fully meet the next requirement in the hierarchy(Goyal, 2012).
DeleteWhen reading about intrinsic motivation, there was an interesting study that suggested employees favorably considering the qualities of their employers when those qualities are in line with their own values. The study further states that employees favorably compaire their employer's qualities with those of others, the situation that they do that is where their self image increases in the organization. Moreover it acts as a source of motivation (Ashforth and Mael 1989).
ReplyDeleteAshforth BE, Mael F (1989) Social identity theory and the organization. Acad. Management Rev. 14(1):20–39.
Piyumi, I have learned much about motivation through this article, in addition to that, Nohria, Groysberg, and Lee (2008) have described four drives that underlie motivation. The drive to acquire, the drive to bond, the drive to comprehend, and the drive to defend. They can't be arranged in a hierarchy or substituted for one another. In an organization where the connection is not promoted, labor seems useless, or people feel powerless, an employer cannot just pay employees well and expect them to be happy about their work. It's also not enough to help people form a close-knit group when they're underpaid or stuck in drab employment. Employers can undoubtedly persuade individuals to work in these situations, they may need the money or have no other options, but employers won't get the most out of them, and employers risk losing them entirely if a better offer comes along. Employers must handle all four motivational factors to adequately encourage personnel.
ReplyDeleteEmployee productivity directly impacts on Motivation levels within the workplace. Some employees are money motivated but some find recognition and rewards motivating them personally (GANTA, 2014).
ReplyDeleteAccording to Nurun Nabi, I.M. and Dip TM, H.A., (2017), Motivation is about giving your staff the right mixture of guidance, direction, resources and rewards so that they are inspired and keen to work in the way that you want them to. So, a large portion behind these difficulties can easily be solved by imparting proper motivation.
ReplyDeleteClark, (2003) Motivation impacts people's decisions to actively choose to accomplish a work assignment and to stick with it until it is finished, This "buy-in" action is crucial when people are overworked and continuously multitasking. When "buy in" breaks down or fails to occur on activities that must be accomplished in order for corporate goals to be met, the resultant gap can be addressed utilizing some of the approaches recommended, and another motivating issue to monitor is "confidence." When people have appropriate information and abilities but still make mistakes and are unable to remedy them, they are most likely either underconfident or overconfident. Clark, ( 2003)Building proper confidence is also necessary for optimum motivation.
ReplyDeleteReference
Clark, R.E. (2003). Fostering the work motivation of individuals and teams. Performance Improvement, 42(3), pp.21–29. doi:10.1002/pfi.4930420305.
A distinction is made between intrinsic and extrinsic motivation. Extrinsic motivation occurs when things are done to motivate people including incentives, increased pay, promotions (Amstrong, 2012)
ReplyDeleteThanks Sandeepa for comment .Further, intrinsic motivation refers to doing something to be interesting or fun in nature and extrinsic motivation refers to doing something it leads to separable results (Ryan and Deci,2000).
DeleteAs per Rajhans (2012) “Organizational communication plays a vital role in employee motivation and performance, there has to be both downward and upward communication. Effective downward communication allows decisions taken by the management of the organization to be converted into action by employees, also boosts teamwork, trust, better relations, productivity and fewer chances of rumors and miscommunication. Furthermore, it allows for a consistency of action, and it may stimulate a greater commitment on the part of employees. Upward communication helps managers to understand both business and personal issues that affect employees”.
ReplyDeleteRajhans, K. (2012). Effective organizational communication: A key to employee motivation and performance. Interscience Management Review, 2(2), pp.81-85.
Drive Theory. Hull (1952), highlighted that motivation stemmed from physiological need deprivation which "drove" organisms to engage in random activity until, by chance, the need was satisfied and the drive was thus reduced. Therefore motivation is seen as an external triggered internal driven factor.
ReplyDeleteMaslow argues the importance of the ‘self-actualization’ of workers at an individual level and sets goals. It involves the employees concerned in designing and agreeing on the goals. Further ‘‘Stretch’ goals’ lead to significant increases in employee performance.
(Maslow, 1954)
Agree with you.
ReplyDeleteAccordingly to Bartol and Martin (1998), motivation a powerful tool that reinforces behavior and triggers the tendency to continue. In other words, motivation is an internal drive to satisfy an unsatisfied need and to achieve a certain goal. It is also a procedure that begins through a physiological or psychological need that stimulates a performance set by an objective.
Yes Hasara , There are many factors impact on employee motivation such as age, gender, experience, professional status and position (Çınar,Bektas and Aslan,2011).
ReplyDelete