Conclusion

 

Conclusion

 


Work motivation is the most important in any organization settings, so organization chooses for different kind of motivation strategies to make their employees performance higher for better outcomes. (Kahn, 1990)

Intrinsic and extrinsic motivation has a huge impact on organization performance; it is estimated the most influential factors used by organizations for motivation of their employees. Therefore, it is concluded that there is strong positive relationship between work motivation (intrinsic & extrinsic) and employee performance. (Deci -1999)

According to Maslow’s theory of Hierarchical Needs most of employees wants to attain job security at their first place, most of them are attracted by good wages, most of them wanted to get promoted and trained to perform more better, and most of them expect recognition in the form of rewards, bonuses etc.

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).

Employee recognition is very important as it motivates a person to work, most companies under-perform as the employees aren’t appreciated for what they do (Achievement awards group, 2012). Even if it’s a small task, just a thank you would make them do even more. |Employee recognition has a combined relationship with the humans’ emotions. Everything an employee does depends on their daily emotions. Therefore, keeping them appreciated and recognized will help them do a better job than the previous day (CommLab India, 2011). It also builds self-confidence and increases their capabilities.  There are many ways of recognizing. Eg: award ceremonies, public announcements, firm wide emails, monetary and non-monetary recognition. Therefore, employers have various ways to choose to recognize an employee based on their performance. Recognition isn’t limited and it all depends on the achievement and performance.
Performance appraisals brings both employers and employees together and gives them both an opportunity to understand them and voice out their opinions This would result in better performance or better improvement based on the appraisal. Setting up a goal and to work towards it is also very important.  Giving the less engaged people more attention, necessary training and development will help them feel they are taken care of. In general, all employees should be given necessary training from time to time, so they could work towards the best and keep them more engaged in their work (Lytle (2019).

Team work plays a major role as it supports one another keeps the spirit going. Without team work, there’s no success (Mickan, Rodger, 2000). All employees should be engaged and have a good relationship within the team for them to have the team work. To bring in that bond, getting all employees in some sort of get together from time to time will help. Every employee will have different level of competency and talent which could be shared when they work as a team. Knowledge is shared, and innovation is introduced.  Through innovation new ideas are introduced to improve the company’s process (Sundaray (2011). Every innovative idea been introduced should be rewarded so employees will get the interest of introducing better ideas. In summary, with proper employee engagement and recognition, a company will last longer with a higher success rate.



I’m working for the BPO company and company values are most strong key factors for the company engagement with the employees. High motivated people are asset to the company and there are various facts are being working for employee’s development as well. And, my company has been recognized grate place to work and this is because of employee’s behavior with the company.

 

References

Armstrong, M., 2006. Human resource management practice. Distributed Computing (10th ed.). https://doi. org/10.1002/9781118802717.

Lytle, T. (2019). 7 Tips to Increase Employee Engagement Without Spending a Dime. SHRM. [online] Available at: https://www.shrm.org/hr-today/news/hr-magazine/1016/pages/7-tips-to-increase-employee-engagement-without-spending-a-dime.aspx [Accessed 27 Sep. 2019].

Mickan. S, Rodger. S, 2000, Characteristics of effective teams: a literature review, Australian Health Review, pp. 201-208. [Online] available through: http://www.researchgate.net/publication/12145106_Characteristics_of_effective_teams_a_literature_review Page 85 [Accessed 22nd Sept 2015].

Njambi, C., 2014. Factors influencing employee motivation and its impact on Employee Performance: a case of AMREF health Africa in Kenya (Doctoral dissertation, United States International University-Africa).

Obiekwe, N., 2016. Employee motivation and performance.

William, A.N., 2010. Employee motivation and performance. Ultimate Companion Limited.

 

Comments

Post a Comment

Popular posts from this blog

Herzberg’s Two-Factor Theory-Motivators & Hygiene Factors

Image
  Herzberg’s Two-Factor Theory-Motivators & Hygiene Factors   According to Bah & Amako (Baah and Amoako, 2011 ; Owler and Morrison (2015),) The two-factor theory speaks on the factors associated, a)        Hygiene Factors /Demotivators –Extrinsic factors that create job dissatisfaction b)       Motivators -Intrinsic factors that create Job Satisfaction   While the fulfillment of Hygiene factors will minimize employee dissatisfaction, the lack of it will create employee dissatisfaction, at the same time while the fulfillment of Motivation factors will improve employee satisfaction and motivation, the lack of it will reduce motivation. However, the Hygiene factors and Motivation factors are mutually independent of each other, in terms of addressing the Hygiene factors will not increase Employee satisfaction it will just reduce employee dissatisfaction and vice versa (Ghazi, Shahzad a and Khan, 2013). ...
Read more

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 ·      ...
Read more

Employee Need Assessment - Maslow’s theory of Hierarchical Needs

Image
Employee Need Assessment - Maslow’s theory of Hierarchical Needs According to Maslow, Employee needs are stacked in a hierarchical order, where it is mandatory that the lowest levels of needs to be satisfied first before addressing the top-level needs (Jerome, 2013).  These five levels of needs directly affected relationship with employee motivation as well.  These needs are namely Basic seeds, Safety needs, Love and Belonging related needs, Self-esteem needs, and Self-actualization  (Aruma,2017).   Figure:1 Maslow’s Hierarchy of Needs     Source (Aruma and Hanachor, 2017)   Table 1 Hierarchy of Needs mapped to modern day requirements Needs Modern day mapping Basic Phycological needs Reasonable pay, Workstations, Snacks & refreshments, Meals, transport Safety Access control, Security personal, Surveillanc...
Read more