EMPLOYEES’ MOTIVATION

 

INTRODUCTION

Organisation success depend on motivated employees. When employees are motivated they do their job with dedication and enthusiasm. Employee effectiveness and efficiency which helps profitability and productivity is directly connected with their motivation. Motivated employees mean high production level, good quality, less employee turnover which contribute towards the organisational growth. Therefore, organisation must ensure to fulfil employees’ needs (ijar & MuseAliGeelmaale, 2019).

 

THE DEFINITION OF MOTIVATION

The Latin word “movere” name as “motivation”. “Movere” means to move. Thus, it generates a willingness to do something again and again until someone achieve his goal. It explains the behavior's of someone in unusual manner. The needs and wants of peoples drive them towards motivation. It is not an overstatement to say motivation is the core to being successful. (Nguyen, n.d.)

 

MOTIVATION TYPES

Two types of motivations are identified. They are Intrinsic (internal) motivation and Extrinsic (external) motivation.

•        Intrinsic Motivation

The employees are different, some desire to obtain knowledge, invent new things, challenge oneself, improve capabilities etc. These desires develop internally and name as Intrinsic motivation. These people do their job with passion and do not need to be supervised. Their intention to do the best and achieve the best outcome. They are self-rewarded. They improve their skills knowledge and capabilities day by day. These type of employees are the most desired asset to any organisation(Manzoor, 2011)

 

•        Extrinsic Motivation

This type of employees aims to fulfil their desires by performing activities. There are many factors related to the extrinsic motivation such as gaining external rewards, avoid punishment secure the job, facing competition etc. However, it is difficult to say these type of motivation to be sustained because motivation factors are external.

  

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MOTIVATION METHODS

Presently organisations use deferent strategies and ways to improve the motivation of their employees. The reasons for having many ways depends on the employees’ values, norms culture, attitudes and the knowledge. First of all, employers should clearly understand the needs of employees and facilitate what is needed for them. Otherwise their effort of motivation will be unsuccessful(Nguyen, n.d.)

 * Money as a motivator

 This motivation system started in early stages before industrial revolution. People had to work in the inhuman condition in order to get their basic need to sustain their living. When people are poor and they do not have any other alternatives they have to offer their labour to find money for living. Most organisation as well as individual have been using this method and exploit innocent peoples’ labour.  People need money for their living but money is not everything. In actual situation people need freedom and prosperity in their life.

 * Employee empowerment

 This is a very good system which modern organisations exercise. When employees are empowered, they are very happy because they feel that they are recognised by the organisation. Their moral will be high so they create situation that they want to show to the organisation that they are worthy of being recognised. When employees are empowered they behave as leaders so take all responsibility on their shoulder and work towards to accomplished the given target to achieve the desired outcome. Finally, organisation is benefitted by achieving high productivity with high quality. quality

 

·        *  Need for achievement

 In some organisations, the treatment to employees are very harsh. They consider only profit and never consider the employees are human. Employees life are miserable. Everybody desires to have an enjoyment and happiness in their life and family.  This could crate situation to employees to leave the organisation at the first instant they find another place to work. If organisation allow employees to have a work-life balance, they will be very happy and motivate to fulfil the organisation objectives as well as their family life. Employee should feel that this is a better place to work and enjoy their family life. This is very good motivator.

 

·         * Advancement as a motivator

 This is a good motivation factor but cannot be used for every employee. Promotion to higher position, increased salary, additional benefits can be name as advancement motivators. Organisation need to understand the needs of every employees and use this motivation factor for people who inspire for advancement.

 

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·         * Growth motivation
 

This motivator has a broader definition than the advancement. Of course advancement factors are part of the growth motivation. In addition to the advance motivators growth motivator consist of obtain more knowledge, obtain new skill, challenge themselves as well as border their network. This gives better opportunity to employees to be motivated. However, organisation must fully evaluate employees needs and desires before implementing this motivation method. All these motivation factors finally contribute towards the organisation success.

*  Design of work 

 

This is a most effective factor for employees. Employees should be encouraged by given job. Job should be design in such a way to compensate with the offered salary, easy to understand the given job, allowing to work with their colleagues and healthy working environment. It should facilitate to create new innovation, strong work culture. If employees are happy outcomes are excellent.

·   *  Employee recognition

 As a human everyone expects recognition from the management as well as co-workers. Whatever the position employee holds, it is a good leadership of the management to recognise the excellent work performed by the employee because employees have spent lot of time, their knowledge and skill to complete the given work. If they are recognised they feel achievement and fulfilment of their life and they continually work hard to achieve more fulfilment. At the end organisation achieve their success.

 

 MASLOW HIERACHY OF NEEDS THEORY

 

This is a first theory of motivation described by Abraham Maslow (1908 – 1970). He categorises the human needs in to five groups starting from the least stage and reach to the most complex stage.  The first four layers of the pyramid are considered as” Deficiency Needs “. Some needs are basic to the human beings, without these basic need they are not able to survive. Therefore, these basic needs are considered the motivators to those people. Once they achieve the basic needs they are satisfied and they are looking to satisfy the next level of needs. According to the Maslow needs theory, organisation must properly understand the employees present stage of needs and provide the necessary support to fulfil them and pave the way to achieve the organisation success(Nduka, n.d.)

According to the Maslow they are not able to move to the next stage without satisfying the previous stage.  Maslow formed a pyramid shape for human needs where the bottom of the pyramid consists of least need and gradually riches the top-level. Maslow named the five stages of the pyramid as below

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•        Physiological needs

                 Breathing, food, water, sleep, clothes, shelter, Medicine etc.

•        Safety needs:

                  Security of body, employment, resources, morality, family, health, and property

•        Love and belonging:

                  Family, friendship, sexual intimacy,

•        Esteem:

                 Confidence, achievement, respect of others, respect by others

•        Self-actualization:

 morality, creativity, spontaneity, problem solving, lack of prejudice, acceptance of fact

 

 HERZBERG’S TWO FACTOR THEORY

Herzberg has revived the Maslow’s needs hierarchy theory and presented Herzberg Two Factor Theory. He divided Maslow’s theory in to two groups. First three stages of the Maslow’s theory name as Hygiene(Dissatisfaction)factors and upper two stages of the Maslow’s theory name as Motivation(Satisfaction) factors.

Herzberg describes two main sets of important factors in his theory.

•        Dissatisfaction (Hygiene) factors

•        Satisfaction (Motivation) factors 

                                                          

 

 

According to the Herzberg, providing hygiene factors will not motivate employees but they will reduce the dissatisfaction. However, organisation must understand that dissatisfied employees are difficult to motivate by providing motivation factors. It is essential to reduce the dissatisfactory level and provide the motivators to the employees. Whatever the situation motivated people are asset to the origination hence the responsibility of the organisation is to make necessary environment to the employees to motivate them. Final outcome is that motivated people deliver the good result to the organisation.

 

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CONCLUSION

Employee motivation has direct link with their performance. It is the management duty to make necessary environment to make them motivated. In order to improve employee commitment for work, gratitude plays the vital role. Employees who feel empowered, recognised, having opportunity for growth will perform well towards the organisational success.

 

 

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