...Employee motivation Importance of employee motivation How Employee motivation contributes to productivity How employee motivation contributes to Job satisfaction Best Practices Importance of Employee Motivation For a long time, employees where considered in companies as just an input in the production; but in order for a human being to perform in effective levels it is important for the employee to be motivated. Motivating employees was an important topic as far back as 1789. Samuel Slater, a pioneer who introduced textile manufacturing to America, was concerned about creating a work setting where it was comfortable for workers to do their jobs. (Gibson, 2012, P.125). Motivation is the way business and personal goals are achieved. Motivation is important for any organization, doesn’t matter if the organization is team based or if the employees work independently. The mission and vision of the organization must be aligned with the individuals that work within, this is of high significance for creating a high level of motivation that can lead to higher productivity, financial gain and work quality. The final outcome of any activity within the organization will be outlined by the level of motivation of the employees, without motivation, all capabilities and experiences ere futile. Motivation is what moves productivity, similar to gasoline to an engine, if the engine does not have any fuel, it will not run. It is very common to see how the human resources department...
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...The Root of Employee Motivation Employee motivation is a critical factor when trying to achieve success within any company. Not only does employee motivation influence the work performance of each employee, but it also determines the climate within the workplace. The atmosphere in the place of work goes hand in hand with the motivation of the employees occupying this workspace. There are several theories and models that help establish an understanding of human motivational drivers. These models can also be used to determine the motivational forces that influence an employee’s motivation and enthusiasm for the work that they are engaging in. A significant theory in determining the needs of employees and furthermore mankind is Maslow’s Hierarchy of Needs. Maslow’s Hierarchy of Needs is broken down into five sections of different types of needs that clarify and identify the most and least influential drivers of human motivation. According to Maslow’s model the most imperative needs of an individual are Physiological, such as air, food, and water. The second most vital need is safety, more specifically health and the feeling of security. Once these two types of needs have been satisfied the third type of need, the belongingness needs, which include love, family, friendship, and social relationships will become an important motivational driver. Not only social relationships but also the relationship with one’s self, such as self-respect and self-esteem has now become important as...
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...OB Topics • Motivation • Personality and learning • Perception, diversity • Values, attitudes and behaviours • Groups and teamwork • Culture • Leadership • Communication Articles • Study Finds Chicago Students Motivated To Perform Well On Tests When Promised Money, Trophies o Money is the best motivator for job performance because it is the most sought after reward o Employees are motivated to perform well ONLY when offered incentives to their liking o Motivation to perform well can only come from some gain, rather than the fear of a loss • Employee motivation: Music boosts morale • True Nature of Staff Motivation More Complex Than Surveys Reveal • Employees Motivated By Rewards, Not Penalties o Employees who acquire incentives for work performed do better and have more trust in the supervisor giving out the incentive. o Bonuses, not threats of punishment, are necessary for optimal performance because it aids in the acquisition of trust in the supervisor. • Business is better when it has values at its core The carrot, not the stick, is what that drives productivity in the workplace, according to new research. The study by Michigan State University associate professor of accounting Karen Sedatole revealed that the promise of a reward motivates employees more than the threat of a penalty. The study, which appears in the journal The Accounting Review, challenges previous research that says the fear of punishment is more effective for getting increased effort...
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...Building Employee Motivation and Morale Employee Motivation and Morale can be crucial to the success of a company. Happy employees are more willing to give 110% versus employees who hate their jobs. I have personally experienced this. I worked for a company that had a fantastic culture and was a great place to work. I enjoyed working there for many reasons. The office was nice and my coworkers and I worked very well together. I looked forward to going to work every day, because it didn’t truly seem like work. I was able to do something I enjoyed with people I liked. I have also worked in a place that I hated. With this job, I was habitually late and often called out sick. I was not productive and spent a lot of time on the internet and on the phone. I finally couldn’t take it anymore and quit. I have developed the following ideas to prevent my employees from mimicking that behavior: Ergonomic Workspaces According to the Bureau of Labor Statistics, Musculoskeletal Disorder cases accounted for 33% of all worker injury and illness cases in 2011. OSHA indicates that there is a way to prevent these injuries from occurring, and that is to create ergonomic workspaces. “But work-related MSDs can be prevented. Ergonomics --- fitting a job to a person --- helps lessen muscle fatigue, increases productivity and reduces the number and severity of work-related MSDs.” I would create Ergonomic workspaces for all employees that would include plenty of natural sunlight. Healthy Snack...
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...THE INFLUENCE OF EMPLOYEE BENEFITS ON FIRM PERFORMANCE: AN EXPLORATORY STUDY OF THE ACE WATER SPA Chapter I. The Problem and Its Background A. Introduction One of the many things that an organization needs in order to make their objectives and goals reached is through examining the strategies or plans that they have regarding on motivating their employees. Indeed, the difference between highly effective organizations and less effective ones often lies in the motivation of their members (Griffin and Moorhead, 2009 p. 83). Although different organizations vary according to incentives and benefits plans, they all have the same objective; and that is to motivate employees into working in line with the company’s objectives and goals. This is the reason why top managers have learned to treat rewards and employee benefits as a major motivational tool in order to achieve success. In this study, we will strive to determine the importance of motivation through incentives and organizational benefits in the selected employees of the ACE Company. This paper was written with the desire to identify whether the ACE Water Spa employees are given enough benefits as to affect their performance that lead to the success of its current operations. B. Background of the Study The ACE Water Spa and Hotel is one of the several large firms operating here in the Philippines. According to TripAdvisor.com, one of the world’s largest travel sites, ACE ranked no. 1 over 14 other attractions...
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...Employee Motivation: “Give Me A “M”! Give Me An “O”! Give Me A …!” An effective manager has the responsibility of motivating their employees to prevent the weakening of employee morale causing a complacent attitude towards their job resulting in a loss of productivity. Unlocking the secret of employee motivation has been the focus of numerous studies beginning with the Hawthorne Studies, conducted by Elton Mayo from 1924 to 1932. This study began the human relations approach to management, whereby the needs and motivation of employees become the primary focus of managers. This study found employees are not motivated solely by money and employee behavior is linked to their attitudes (Joe). After 77 years of studies employee motivation is still somewhat of a secret. Motivation is linked to personal values and desires; it is a very complex and personal issue. What motivates one person is completely different from what motivates another; if a person values money, chances are financial rewards will produce their best performance. On the other hand, if a person values praise, that will be their motivating factor. Many managers believe they have the power to motivate their subordinates by giving endless motivational talks, offering financial rewards, constant praising, or providing a comfortable environment. These managers don’t realize motivation is not “one size fits all”, but an individual need or desire that must be “custom fit.” Stephen R. Covey stated, "Motivation...
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... INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS A STUDY ON THE IMPACT OF REWARDS ON EMPLOYEE MOTIVATION IN THE TELECOMMUNICATION SECTOR OF PAKISTAN Farheen B. Zaidi 1, Zahra Abbas 2 JULY 2011 VOL 3, NO 3 Abstract A good reward system is necessary to motivate the employees of an organization. This study was conducted in order to investigate the impact of rewards on the motivational level of employees of telecommunication sector of Pakistan. The impact of three independent variables rewards, monetary rewards and non-monetary rewards on the dependent variable motivation was studied. Four dimensions of motivation, focus, determination, effort and satisfaction were considered for the development of theoretical framework. A total of 292 questionnaires were returned fully complete. The research study showed that there exists a strong positive relationship in rewards and motivation among the employees. It was concluded that monetary rewards have greater impact on motivation of employees than the non-monetary rewards. Significant differences in rewards offered to employees and motivation level were found in the analysis of comparison of means with respect to gender, age group, marital status, working duration in the organization and salary. Keywords— Focus, Determination, Monetary Rewards, Non-Monetary Rewards, Motivation, Rewards . INTRODUCTION "Motivation is the art of getting people to do what you want them to do because they want to do it." (Eisenhower)...
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...Employee Motivation Motivation can be defined as: the psychological forces that push an individual’s behavior, effort, and level of persistence towards a certain direction. Motivation is, therefore, an important element an organization must consider when it wants to reach high levels of production and efficiency. In order to achieve the mentioned high production and efficiency levels, an organization must first understand what motivation is, how does it work, what are the classic motivational theories and techniques, and to use utilize those various techniques for optimum results. As explained above, motivation involves psychological forces that push employees into a desired direction accompanied with the appropriate level of behavior, effort, and persistence. From the definition, one would understand that motivation can work as an integral tool for goal and objective achievement. Motivation has several theories and techniques a firm must know to apply them on its employees: Motivational Theories: 1) Maslow’s hierarchy of needs: this comes as a no surprise since Maslow explained that motivation is based on a sequenced hierarchy of needs. The hierarchy starts with the lowest physiological needs (Food, sleep, sex), followed by safety needs (Job security and environment safety), social needs (feelings of belonging and love), self-esteem needs (feelings of importance, value, and meaningfulness), and ended by the highest need of self-actualization, which is described...
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...1.0 - Introduction The purpose of this report is to discuss the issue of employee motivation and rewards, and recommend how a company can successfully motivate its employees and achieve high performance levels similar to Google Australia. Diverse methods/techniques and reward programs are used for successful employee motivation and the effectiveness of these are examined in this report. This report examines the two main arguments comprising extrinsic and intrinsic methods regarding effective employee motivation and job satisfaction and correlating it with high levels of work performance from employees. The arguments of extrinsic rewards for work achieving higher levels of motivation are stated by Victor H. Vroom’s Expectancy theory (1964). It is and also reinforced by Frederick Winslow Taylor Theory which claims employees are primarily motivated by pay. This is contrary to that of Frederick Herzberg’s Two-factor theory (also known as Motivator-Hygiene Theory) , which argues that intrinsic factors such as recognition increase motivation and job satisfaction, against that of extrinsic factors. Therefore in this report it is imperative to identify the most effective scheme in which employees achieve high levels of motivation and performance on a long term and consistent basis for a company. 2.0 - Problem Identification Google Australia Management has been able to effectively achieve success with their unique rewards scheme and sociable work environment. However a potential problem...
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...“MOTIVATION IS A CRITICAL FACTOR FOR THR ACHIEVEMENT OF ORGANIZATIONAL AND INDIVIDUAL SUCCESS. HOWEVER IT IS EQUALLY CRITICAL FOR MANAGERS TO KNOW THE DIFFERENT MOTIVATIONAL THEORIES AND APPROACHES AS WELL AS HOW TO USE THEM EFFECTIVELY” Table of Contents 1.0 Introduction 2.1 Background Information 3 2.2 The aim and objective 4 2.3 How to accomplish the aim 5 2.0 Discussion 3.4 Definition of Motivation 6 3.5 Importance of employee motivation 7 3.6 Basic concept of employee motivation 9 3.7 Different theories of motivation 10 3.8 Why managers should have a good understanding about motivation 16 3.0 Conclusion 17 4.0 References 18 1.0 Introduction 1.1 Background information ...
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...Motivation Factors It has always been the focus of researchers “what motivates employees and how they can be motivated”. Acording to Maslow employees have five levels of needs, physiological, safety, social, ego and self-actualisation, each level of need had to be satsfied before the next level to become a motivating factor for the employees. Herzberg split the motivation into two factors i.e intrinsic factors like achievement, recognition contribute to job satisfaction and on the other hand extrinsic factors like pay, job security contribute to job dissatisfaction. Vroom stressed that employee efforts lead to performance which in turn leads them to rewards. Rewards if positive will motivate the employees and negative rewards will demotivate them. Skinner is of the opinion that the “Behavior” of employees which leads to positive outcomes will be repeated and the “Behavior” which leads to negative outcomes will not be repeated. Motivation and the factors on wihcih it depends have been described by present day authors in a new dimension. Higgins says It is the internal drive to satisfy an un satisfied need, where as kreitner defines it as the psychological process that gives behaviour purpose and direction. Survey Intro We have conducted this study for indepth analysis and evaluation of employee motivating / demotivating factors and the strength and weaknesses of Bank Alfalah’s employee related policies. It also helped us ascertain the current level of employee satisfaction of...
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...Employee Motivation within the organization: The job of a manager in the workplace is to get daily tasking done in an efficient and productive manager. To do this the manager should be able to motivate employees. At times this because complicated because some employee’s do not have the incentive or commitment to get the job done properly. Motivation practices and theories are difficult subjects, as they are associates with many different philosophies. Motivation is not clearly understood and more often than not poorly practiced. To understand motivation one must understand human nature itself. Human nature can be very simple, yet very intricate too. An understanding and appreciation of this is a prerequisite to effective employee motivation in the workplace and effective administration and management. Motivation in the workplace is one of the main concerns that managers face when trying to boost their employees to work harder and do what is expected of them on a day-to-day basis. According to Langton and Robbins each theory can be divided into two categories; needs theories and process theories (Langton & Robbins, 2007). Each theories shows the differences that people have and how they can be applied to motivate the individual. Process theories include a broader portrayal which describes the procedures involved in motivating others. Employee incentive programs go a long way towards guaranteeing employees feel appreciated and valuable. This single-handedly can help with employee...
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...BUSINESS Dissertation Effect of Work Motivation on Employment Satisfaction (Case Study of Employees at Tesco) Name: Student Registration: Module Leader: Workshop Tutor: Due Date: Executive Summary List of Abbreviations List of Tables and Figures Table of Contents Executive Summary 2 List of Abbreviations 3 List of Tables and Figures 4 CHAPTER 1 7 INTRODUCTION 7 1.1. Background of the Study 7 1.2. Rationale for the Study 9 1.3. Problem Statement 10 1.4. Research Objectives 10 1.5. Summary 10 CHAPTER TWO 11 LITERATURE REVIEW 11 2.1. Introduction 11 2.2. How Motivation can Enhance Performance 12 2.3. Factors Affecting Employee Motivation 12 2.4. Motivating Employees at the Workplace 13 2.5. Theories of Motivation 14 2.5.1. Maslow’s Hierarchy of Needs Theory 14 2.5.2. Herzberg’s Two Factor Theory 15 2.5.3. PERMA model 17 2.5.4. Financial 18 2.5.5. Non-financial 19 CHAPTER 3 21 METHODOLOGY 21 3.1. Introduction 21 3.2. Research Design 21 3.3. Population of the Study 21 3.4. Sample Frame 22 3.4.1. Questionnaire Instrument 22 3.4.2. Data Collection 24 3.5. Validity and Reliability 25 3.7. Data Analysis 25 CHAPTER FOUR 26 DATA PRESENTATION AND ANALYSIS 26 4.1. Introduction 26 3.2. Report on Findings of Specific Objectives 27 3.3. Report on Findings of General Objectives 29 CHAPTER 5 31 CONCLUSION 31 REFERENCES 33 CHAPTER 1 INTRODUCTION 1.1. Background of the Study...
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...An Understanding how the Team’s motivation can be improved Abstract This paper examined how the teams motivation improved as a way of understanding the problems of individuals as a member of organizations or teams. Findings suggest in order to motivate people to higher levels they should satisfy needs in defferent levels effort are key to higher employee motivation. Introduction [pic][pic] Whether in the sports field or in the workplace, or even amongst members of a community, effective teamwork can produce ridiculous results. However, working successfully as a team is not as easy as it may seem. Effective teamwork certainly does not just happen automatically; it takes a great deal of hard work and compromise. Effective team working is an essential ingredient for organisational success and successful teams can transform an organisation, it greatly increase outputs and deliver on organisational objectives. The composition of teams, how they work together, how they are motivated and the quality of leadership within teams are just some of the elements that contribute to making a successful organisation. Methodology We all know that in every team or organization there is always a conflict arises and I would say ninety percent of the common problems within teams, are easily recognisable. In this circumstances an organization or a manager should be able to motivate their staff because for me, team motivation is very important aspect in the workplace. In my own...
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...MGT 501 – Employee Motivation Raeford University One More Time: How Do You Motivate Employees? - Summary Herzberg (2003) presented an article that discussed the concept of motivation with regards to employees. Initially the idea of direct motivation, known as KITA or “a kick in the pants” (Herzberg, p. 87) was addressed. KITA was then broken down into three forms: negative physical, negative psychological, and positive KITA. Essentially KITA was more closely equated to movement than motivation; where the receiver moved and/or reacted to the motivation placed upon them from another (Herzberg). The article then explained why KITA was not motivation. Provided were the nine different “positive KITA personnel practices that were developed as attempts to instill ‘motivation’” (Herzberg, 2003, p. 87). Herzberg then discussed his motivation-hygiene theory with the concept that “the opposite of job satisfaction is not job dissatisfaction but, rather, no job satisfaction; and similarly, the opposite of job dissatisfaction is not job satisfaction, but no job satisfaction” (Herzberg, p. 89). His theory culminated into the lists of the intrinsic motivators and extrinsic hygiene factors that satisfaction was measured by. Next, the article talked about the eternal triangle of three different personnel management philosophies. One was based on organizational theory; one based on industrial engineering and one on behavioral science (Herzberg, 2003). From these philosophies...
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