Employee Motivation
The word ‘motivation’ is derived from Latin word ‘Movere’ which means ‘to move’ (Luthans, 2002). According to the Oxford Advance Learner Dictionary (2006), motivation is the element that propels a person to do something or behaves in a particular way. This is why Akinwunmi (2000) conceived of motivation as the psychological state of mind that causes a person to behave in a way that will make the accomplishment of goals possible. Kootz (2005) defined motivation as a general term that drives desires, needs and wishes. Analoui, (2000) sees motivation as the general set of forces that cause someone to act or react in certain ways.
Cole
(2002) defined motivation as the processes, both instructive and rational which
occur in an individual when seeking to satisfy perceived needs and wants. It is
the term used to describe those processes both instinctive and rational by
which people seek to satisfy the basic drives, perceived needs and personal
goals which trigger overt behavior. Oyedeji (1998) defined motivation as one of
the ways of making people to put forth their best efforts in an efficient and
effective way. Robbert & Angelo (2004) defined motivation as psychological
processes that arouse feelings and direct behavior; it is that important
element that makes an individual chooses an action while he has an alternative.
Deducing from the above; motivation could be
describes as something which comes from within an individual and expresses
itself in various ways such as work commitment, job involvement; work
productivity and so on. Typically, motivation could be classified in different
ways depending on the context in which it is been used. For instance, in terms
of feasibility, motivation could be categorised into intrinsic and extrinsic
motivation. According to Sansone, & Harackiewicz, (2000), intrinsic
motivation could be conceived as the internal/unseen factors which propel
action; when intrinsically motivated, a person is moved to act due to an inner
drive rather than because of external pressures, or rewards. In humans,
intrinsic motivation is not the only form of motivation, but it is a pervasive
and important one.
Although, in one sense,
intrinsic motivation exists within individuals, but not everyone is intrinsically
motivated for a particular task in the same manner and level. Because intrinsic
motivation exists in the nexus between a person and a task, some authors have
defined intrinsic motivation in terms of the task being interesting while
others have defined it in terms of the satisfactions a person gains from
intrinsically motivated task engagement. In sum, it could be said that
intrinsic motivation is one important form of motivation which psychologists
have really looked into due to its importance not only in determining the
direction of the extrinsic motivation but also in determining the general
direction of the action.
According to Ryan &
Deci (2000), although intrinsic motivation plays significant role in the
general direction of behavior but its major challenge is that it cannot be seen
and as such cannot be effectively measured and as such has received little
attention in general academic discourse. According to Akintoye (2000), financial
reward refers to those monetary payments that are given to workers as
compensation for performing their job and this included salary and wages. However,
non-financial rewards are those other social and welfare incentives and benefits
which are given by the management of manufacturing industry to stimulate positive
organizational behaviors and maximum productivity (Okolo, 2006).
References
Analoui, F.
(2000). “What motivates senior managers? The case of Romania” Journal
of Managerial Psychology; 15(4),
324-340.
Armstrong, M. (2012). Armstrong’s handbook of human resource management practice (12th edition).
London: Kogan Page.
Bichi, M. (2004). Introduction
to research methodology. Kano: Aboki Publishers
Agreed with the content above Maheshan, Further, the company's most important asset and a source of added value is its human capital (Llaci, 2010). They are a valuable resource, thus management should employ particular incentive strategies to boost output (Dugguh, 2014). It is difficult to maintain continuous improvement throughout the whole organization in the extremely competitive sector, regardless of size or skill (Manzoor, 2011). Uncertainty generated by employee stress about their jobs can become dynamic, especially when changes to the workplace are made (Marshak, 2016).
ReplyDeleteThanks for the Comment and a person must satisfy himself or herself in all aspects, regardless of where they currently exist. Human life characteristics are satisfied when they can access psychological, safety, love, esteem, and self-actualization processes throughout their lives. Many organizations used this theory to keep their employees motivated. (Jain, et al., 2019)
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Agreed. In addition to capability (such as skill) and opportunity (such as resources), motivation has a significant role in determining an individual's behavior and surroundings (Boxall & Purcell, 2003).Recent studies have emphasized the importance of employee conduct that is explicitly geared toward assisting the firm in achieving its strategic goals. The broad claim is that it is through people and their conduct that an organization's strategic objectives are realized (Boswell, 2006; Jackson, Schuler, & Rivero, 1989).
ReplyDeleteThanks for the Comment and also Further, according to Purcell (2003), the most important aspect in determining a worker's performance is their drive. Teamwork is really one of the variables that contribute to employee engagement (Latham, 2011).
DeleteGood article Anuradha. Further more, communication skills, crisis management, interpersonal relations, decision-making, conflict management, error management, risk-taking, reward management, trust, supervision, and guidance affected the motivational climate in the workplace from the perspective of the employees. According to the research, involving employees in decision-making will increase their motivation (Vioasami et al.,2001).
ReplyDeleteThanks for Comment agreed and The quality of human potential plays an important role and it is a key factor that affects the running of a company, its prosperity, as well as sustainable development. A successful business is aware of the importance of its staff and their positive motivation; they are the greatest asset helping the company meet its goals. Currently, when advances in technology, information, and globalization occur most often, the human factor is becoming the biggest competitive advantage.
DeleteBurton, K. A Study of Motivation: How to Get Your Employees Moving; SPEA honors: Bloomington, IN, USA, 2012.
Great article Anuradha. Agreed with the content, furthermore, Motivation requires that employees achieve certain outcomes, such as performance and productivity. He also showed that motivated workers are more autonomous and self-driven compared to less motivated people. Additionally, highly motivated employees are more eager to take on responsibility and have a strong sense of commitment to their jobs and careers. (Shahzadi et al., 2014)
ReplyDeleteThanks Dehara, Furthermore, the human relations theorists such as Elton Mayor (1880–1949); Hostfede (1980,1991), Oloko (1977) are of the view that productivity in the workplace is as result of sociological factors such as the culture, the group type, group norm, the educational background of the employees and so on. To some many others, the causal factor for enhanced productivity in the work place could be located in the leadership, gender factor, and political-economic factors and so on (McGregor, 1987; McClelland, 1997) and to some, motivational packages could be a factor determining people’s behavior in the workplace (Adam, 2001).
DeleteGood content Anuradha. Furthermore, (Vinay, 2014) The interaction of conscious and unconscious elements, such as the degree of need or want, the incentive or reward value of the objective, and the individual's and his or her peers' expectations, leads to motivation. These elements serve as justifications for one's behavior.
ReplyDeleteThanks Kandeepan and Deducing from the foregoing, it could be seen that productivity is an important fact for survival of any work organization and that scholars are of the different opinions on the different factors that enhanced or dis-enhance productivity in a work organization. Taylor F.W. (1947). The principles of scientific management. New York: Harper.
DeleteGood content Anuradha, Along with perception, personality, attitudes, and learning, motivation is a very important part of understanding behavior. Luthan (1998) asserts that motivation should not be thought of as the only explanation of behavior, since it interacts with and acts in conjunction
ReplyDeletewith other mediating processes and with the environment (Ayeni and Popoola, 2007).
Good content Anuradha, Furthermore, Employee motivation levels are a key factor in determining their effectiveness and general performance at work, The commercial and organizational strategy of the majority of firms therefore places a strong emphasis on developing a highly engaged staff, Organizations must first comprehend the idea of employee motivation and the advantages of a highly engaged staff in order to design an effective employee motivation plan (Team, 2019)
ReplyDeleteagreed and According to Ryan & Deci (2000), although intrinsic motivation plays significant role in the general direction of behavior but its major challenge is that it cannot be seen and as such cannot be effectively measured and as such has received little attention in general academic discourse.
ReplyDeleteAccording to Akintoye (2000), financial reward refers to those monetary payments that are given to workers as compensation for performing their job and this included salary and wages. However, non-financial rewards are those other social and welfare incentives and benefits which are given by the management of manufacturing industry to stimulate positive organizational behaviors and maximum productivity (Okolo, 2006).
ReplyDeleteGood post Anuradha. According to Hong, and others (1995) financial incentives are not the only productive source of motivation. Non-monetary based motivation means such as job enrichment, enlargement, empowerment and rotation can boost interest of the work they do and improve motivation.
ReplyDelete