EMPLOYEE MOTIVATION'S EFFECT ON AN ORGANIZATION'S PERFORMANCE

 

The key factor that the behavior of an organization is strengthened, led, and preserved is acknowledged as motivation whereas within an organization highest performing team members are the well-motivated ones who will put an extraordinary level of effort into achieving the objectives (Armstrong and Taylor 2020).

Motivated Employees are More Productive

Reliable and appreciative of their work, motivated employees produce high-quality and more efficient work. They can assume greater responsibility without sacrificing quality as they take on more duties. Increased output, recognition, and the recruitment of new talent are the outcomes of this.

The results of studies determine that a motivated workforce plays a vital role in the organization's best performance (Lee and Raschke 2016) and a frequently used formula, - also commonly discussed as a skill-and-will model, ‘Performance =ability x motivation’ clearly elaborates the correlation between motivation and performance (Steven Lattimore McShane and Ann 2010, p. 34). Further, the researchers succinctly discuss why in contemporary people management practices motivation is considered a key foundation stone where the variation of level of motivation will directly impact the performance of any organization (Latham 2007)

Present days, retaining the best-performing employees has become one of the greatest day-to-day challenges in a greatly competitive environment, despite the size and business focus and sector the organization operates in (Manzoor 2012). The objectives through which the team members channel their efforts are choices made by themselves; ‘they have a sense of what they are trying to achieve and at what level of quality, quantity, and so forth. In other words, motivation is goal-directed, not random’ (Steven Lattimore Mcshane and Ann 2010, p. 34).

Motivation is important for employee success and satisfaction, which in turn impacts performance and customer satisfaction. Motivated employees fit better to change, collaborate better, and maintain a positive attitude. Managers often overlook the importance of intrinsic motivation, as it leads to increased productivity and job satisfaction. Although extrinsic motivators like compensation, intrinsic motivation is essential for organizational success.

The Benefits of Highly Motivated Employees

Although having highly motivated staff members has many advantages, for business owners, the financial line is ultimately the most important thing. Companies are paying close attention to employee engagement these days and with good reason—high levels of employee engagement are inseparably related to high levels of staff motivation. according to Huge are looking for or want to hunt for a new job this year. The employees most likely to leave are the disengaged ones.

Definitions of Employee Motivation

Employee motivation, which is impacted by things like identification, career spread chances, and a favorable work environment, is the wish or motivation to do well at work. It increases involvement, creativity, and productivity, which improves job satisfaction.

The term motivation was derived from the Latin term ‘movere’ meaning ‘movement’ (Latham 2007, p.3). Motivation is explained as the forte and the bearing of organizational behavior and the reasons that drive employees to act in specific ways or in simple terms as a motive for undertaking something (Mowday and Shapiro 2004). Strength and way of behavior and the reasons that inspire team members to perform up to the organizations’ expectation is known as motivation which will lead the people to attain the set goals followed by rewards satisfying their needs that will ultimately result in retaining performing employees within the organization (Armstrong and Taylor 2020).

In another definition motivation is defined as ‘the forces within a person that affect his or her direction, intensity, and persistence of voluntary behavior’ (Steven Lattimore Mcshane and Ann 2010).

 

Motivation Theories

Motivation refers to a mental state characterized by energy and interest that forces an individual to work toward specific objectives. Even when situations seem unfavorable, people are driven by motivation to work very hard and strongly. Motivation corresponds to a particular type of human conduct. In a casing, human behavior is driven by motivation.

Our motivations are shaped and directed by a collection of factors. It is crucial to make sure that each team member in a company is driven and suits the requirements of the greatest project management course. Numerous psychologists have investigated human behavior, formalizing their conclusions into a variety of motivational theories. These ideas about motivation offer insights into human behavior and motivation. 

A person's motivation and how it affects their effect, whether for personal or professional reasons, can be studied using motivation theory. Though it is relevant to business and management in particular, it is significant to all facets of society. Since motivated workers are more productive, motivation is the key to having more productive employees.

Throughout the last so many decades, several theories emerged focusing on motivation which complements each other, and the main theories focus on “expectancy, goal setting, equity, and cognitive evaluation’, which are known as cognitive theories (Armstrong and Taylor 2020, p 260). Following are a few widely discussed theories at present.

One of the various reasons workers leave is low motivation. Conduct a workforce analysis to identify areas that expect improvement if you are seeing a high rate of employee turnover

How to improve employee motivation

Experts suggest a variety of methods to raise employee motivation and engagement. These methods will help you get started if you're trying to increase motivation at your company.

•     Ask for (and act upon) employee feedback.

•     Build positive manager-employee relationships.

•     Set clear employee expectations.

•     Focus on strengths over weaknesses. 

•     Recognize your employees.

www.youtube.com. (n.d.). Why employee motivation important. [online] Available at: https://youtu.be/YyEpGMNjtdk?si=RIkM8JkslPHh97mP [Accessed 29 Mar. 2024].

List of References

• Armstrong, M. and Taylor, S. (2020). Armstrong’s handbook of human resource management practice. 15th ed. London, United Kingdom; New York, Ny: KoganPage.

• Latham, G.P. (2007). Work motivation: history, theory, research, and practice. Thousand Oaks: Sage Publications.

• Lee, M.T. and Raschke, R.L. (2016). Understanding Employee Motivation and Organizational performance: Arguments for a set-theoretic Approach. Journal of Innovation & Knowledge, 1(3), pp.162–169. doi:10.1016/j.jik.2016.01.004.

• Mansaray, H.E. (2019). The Role of Human Resource Management in Employee Motivation and Performance-An Overview. Budapest International Research and Critics Institute (BIRCI-Journal): Humanities and Social Sciences, [online] 2(3), pp.183–194. doi:10.33258/birci.v2i3.405.

• Manzoor, Q.-A. (2012). Impact of Employees Motivation on Organizational Effectiveness. Business Management and Strategy, 3(1). doi:10.5296/bms.v3i1.904.

• Saengchai, S., Siriattakul, P. and Jermsittiparsert, K. (2019). Exploring the link between HRPractices, Employee Motivation, Employee Empowerment and Employee Performance in Engineering Firms of Indonesia. International Journal of Psychosocial Rehabilitation, 23(4), pp.734–747. doi:10.37200/ijpr/v23i4/pr190406.

• Steers, R.M., Mowday, R.T. and Shapiro, D.L. (2004). The Future of Work Motivation Theory. Academy of Management Review, 29(3), pp.379–387. doi:10.5465/amr.2004.13670978.

• Steven Lattimore Mcshane and Ann, M. (2010). Organizational behavior emerging realities for the workplace revolution. Boston Mcgraw-Hill/Irwin.

• www.youtube.com. (n.d.). Why employee motivation important. [online] Available at: https://youtu.be/YyEpGMNjtdk?si=RIkM8JkslPHh97mP [Accessed 29 Mar. 2024].