Importance of Intrinsic Motivation in an Organization:
Earlier, the organization I work for, used to provide a competitive salary, as well as a highly lucrative incentive plan, and hence the management ensured that anyone who works extra hard does not stay unrewarded. Yet, the employee turnover rate was high, and I myself was unable to feel content with the workplace culture, that was highly autocratic, as well as the lack of career advancement prospects. However, soon as we communicated the issue to the management, after two long years, the company revised its human resource policies. Now, our company has introduced a bi-annual training program, for every deserving employee who would be able to complete professionally certified management courses to upgrade their existent skills. The autocratic culture has been substituted by an employee-friendly, democratic culture where everyone is allowed to engage in the corporate decision-making process. As my colleagues and co-workers started realizing that their opinions are getting valued as well, they started feeling content, and their engagement level also increased. They would themselves come up with important suggestions and recommendations and conduct internal training for organizational success. Gradually, the retention rate has increased over the years. The employees have started to value the employer-employee relation at large. Earlier, the company would pay us incentives for working overtime, and yet there was no provision for appraisal programs. Recently, the company also appraises employees through proper employee appraisal employees and provides regular feedback to the employees on their performance. This has helped in building a close relation between the management and the employees, and has motivated the employees to stick to the company for longer period.
Job Design and Employee Motivation:
The job design of the company I work for, is one of the chief factors that has resulted in high level of motivation at workplace. As an IT expert, although my work is tedious at times, the effective job design has helped in eliminating any form of boredom associated with my job. My organization offers rotational job to the employees. As a result, I do not require to cling to my IT jobs only, but at other times, at least thrice a week, I am also allotted the task of subordinate training and supervision. As I feel bored doing the same tasks, I remain assured that I will soon get to do some other kinds of work as well. This is why I never get totally drained while serving my employer. My present boss understands that it is normal for IT employees like me to get de-motivated and exhausted, doing the same work over and over again. This is why, he also enlarges the job scope of each employee, whereby we stay stimulated being offered more challenging tasks on certain days. We are also allowed to plan, direct and supervise our own performance, and at least once a week the challenging tasks assigned to us, help in keeping us engaged in a better way. This form of job enrichment has helped in increasing the motivation of most of us, has added greater variety to our works and has offered far more autonomy at workplace than before.
Cerasoli, C.P., Nicklin, J.M. and Ford, M.T., 2014. Intrinsic motivation and extrinsic incentives jointly predict performance: A 40-year meta-analysis. Psychological bulletin, 140(4), p.980.
Taylor, J., 2014. Public service motivation, relational job design, and job satisfaction in local government. Public Administration, 92(4), pp.902-918.