Employee Motivation: Importance And Implications On Organizational Success - An Essay.

Significance of Employee Motivation in Today's Work Environment

In any kind of small or large organisation, the word Motivation plays a vital role which not only increases productivity but also helps in establishing good employee management to balance a good work culture. The employees are the main pillar and the real asset of a company. There is always a need for proper growth of the employees based on their job roles and responsibilities in order to get the expected output for the organisation’s success. It is to be believed that these employees contribute their labour and their knowledge to achieve the organisation’s goals and objectives (Obiekwe, 2016). Thus, it is important for the organisations to foster the employees to perform well with their abilities. The leaders and managers are very much responsible for the entire process of employee motivation in an organisation for the betterment of the employee engagement.

The following paper will present the reason behind choosing the topic to continue with this paper along with the significance of the topic in today’s work environment. The paper will also include article reviews based on the topic to gather deep knowledge about the topic. Lastly before concluding the paper, the implication of the employee motivation on the employee spr the organisation will be discussed.     

In general terms, the employee motivation talks about the enthusiasm among the employees along with their creativity which helps in establishing good workplace practices and helps the employees in making the right kind of commitment to meet the organisation's desired success. To achieve the organisational goals and objectives for the betterment of the organisation’s success (Achim, Dragolea & Balan, 2013). Thus, it is very much important to learn about employee motivation and the several aspects of it.

The topic has been chosen to understand what are the factors that can be influencing the employees for positive motivation. This study will be beneficial for the understanding of how employee engagement and motivation can build the confidence among the subordinates, bring improvement in the workplace performances, and help in building up the loyalty and commitment of any kind of task (Varma, 2017). On the other hand, this study about the topic would be beneficial to gather knowledge about the factors that can be helpful in the employee motivation such as: reward management, good work culture, opportunities for the right kind of development, relationship with the peers. Or even recognition within the organisation.        

The term employee motivation signifies the process of encouraging the efforts of the employees as well as fostering them for better performances based on their skills and abilities. The motivated employees are key to the success of the organisation and thus the leaders or the managers try their best to keep the employees satisfied about their desires and needs as well. It can be observed that if any one among all the employees are motivated and staying positive, it can help in lifting the morale of the teams and individuals for the betterment of the outcome (Ganta, 2014).

In today’s world when the technology and other functions are rapidly changing, this can cause sudden negative impact on employee motivation, thus it is the duty of the organisation to keep the employees up to date through training and development sessions and also foster them for gathering more knowledge about the change. The other factor is the new normal: work from home culture during pandemic. Remote working has caused severe issues with the mental health of the employees as well as the performances as well (Zhang et al., 2020). The practice of employee motivation through interactive sessions or retention has been helpful to foster the employee during the work from culture.     

Factors that can Influence Positive Motivation among Employees

According to the author, Bawa, (2017), motivation and productivity are related to one another and influence each other for the success of the organisation. Motivation is about the way or manner of an individual or a group of individuals in order to meet the need and desire of the human needs. This motivation helps an individual or a group of people to perform well, or even create a positive environment in a place. The researchers have come across various kinds of facts regarding employee motivation and its effect on employee productivity. They used Maslow’ need for hierarchy and several other motivational theories to observe the impact of the motivation on the employee and their productivity. While discussing about the managerial implications, the authors have stated the workers can increase their productivity by the following:

1. Inculcation of the culture of appreciation, praising and complement for the slightest improvement.  
2. Implementing and maintaining the process such as “academic staff of the year: or “department of the year” to foster better performances.
3. Fair practice of monetary and non-monetary motivation for the employees as it is the centre of job satisfaction and motivation.
4. Training and development process is another useful practice that keeps the employees up to date with the changes. Based on which the manager can also give feedback which can help in making improvements.

Another component which helps in motivating employees is the organisational culture. Authors Thokozani & Maseko (2017), stated that culture is highly responsible in influencing an individual’s behaviour, decision-making, organisational strategies or even individual’s performances. A non-motivated employee can always show dissatisfied attitude towards the organisation with less commitment. Thus, the managers can find out the determine the intention of the employee about the quit and keep them motivated for the better performances. Organisational culture always leaves a great impact on the motivation of the employees by considering the values and ethics of the individuals in order to make them feel responsible for the organisational success.

On the other hand, authors, Al-Madi et al. (2017) stated that employees are the real assets of the organisation and it is needed to be considered they are the reason behind the company’s operation as well as success. The main job of the managers is to understand the correct ways to make the best use of the talent as well as motivate them for creative thinking or good performances. In any kind of industry if the employees are highly motivated, they have the tendency to give their best for the best performances. The author also stated some of the strategies that can helpful in motivating the workers, the strategies are mentioned are below:

1. Salary, wages and the condition of working are the most basic needs of the employees which fosters the employees for better performances and reduces the rate of absenteeism.
2. Another factor is training and development which is one of the substantial strategies to motivate the employees.       
3. Effective communication helps in keeping the flow of communication in every layer of the organisation that makes the employees feel valued and responsible for the job roles and responsibilities.

Similarly, authors, Paais & Pattiruhu (2020) stated that employees are the most important entities of the organisation who drive the operation towards the success through hard work and creative thinking as well. According to the authors, human resources need to be managed by maintaining professionalism in order to create a proper balance between the employees and the organisation. This balance is the key to the achievement of the goals and objectives.   

According to the Idowu (2017), performance appraisal is one of the key elements of employee motivation. In this process the managers are responsible to praise the employee for their smallest contribution in any kind of activities so that they can feel valued and put more effort for more production in the company operation. The managers use tools like 360-degree performance appraisal as it helps in gathering information about the employee from different degrees and angles. In this way, the fair practice of appraisals can be obtained. These praises can be in the form of monetary or non-monetary factors based on their necessity of the motivation strength. In other ways, the managers can also use the feedback theory for making assessment of the employee performances.                

Strategies to Motivate Employees for Better Performances

Both the terms employee motivation and organisational success are related or rather can be said influenced by one another. It is important for the leaders to ensure that the work place is having proper working culture and fair practices that is keeping the morale and confidence of the employees high and positive. Motivated employees have more tendency to be productive rather than having unproductivity. Strong positive motivation can be beneficial in engaging employees for more efforts in the workplaces and the jobs which can increase productivity (Ramlall, 2004). On the other hand, good motivated employees also put their best effort in their work which leads to the increasing the quality of the production as well.

Managers and leaders play a vital role in fostering the employees for good work and creative thinking.  Managers or the leaders know the needs of the employees by establishing a good flow of communication among themselves. Similarly, they also provide guidance and lead the positive behaviour in the workplace. In this way they are able to establish effective motivation for the employees (Kuranchie-Mensah & Amponsah-Tawiah, 2016).

As for the employees of the organisation, the employee motivation and its different factors are helpful in increasing the willingness and the interest of the workers for the better performances. It has been previously discussed that motivated employees have the better potential for increasing the profitability of the organisation by meeting the goals and responsibilities (Parsons & Broadbridge, 2006). Also properly motivated employees avoid absenteeism, negative mindset and enhances the quality of the work for the betterment of the production.

Conclusion 

After the completion of the entire paper, it can be concluded that every organisation should always take good care of the human resources as they are the reason behind the positive environment and productivity as well. Five articles have been reviewed which were based on employee motivation and the factors that are influencing the same. In every study it has been mentioned that motivating employees can only enrich productivity and thus the recognition of the company. However, it is important for the managers to recognise the need and demand of the employees through feedback and performance analysis which can be useful for rewarding or praising management.

References

Achim, I. M., Dragolea, L., & Balan, G. (2013). The importance of employee motivation to increase organizational performance. Annales universitatis apulensis: Series oeconomica, 15(2), 685.

Al-Madi, F. N., Assal, H., Shrafat, F., & Zeglat, D. (2017). The impact of employee motivation on organizational commitment. European Journal of Business and Management, 9(15), 134-145.

Bawa, M. A. (2017). Employee motivation and productivity: a review of literature and implications for management practice. International Journal of Economics, Commerce and Management, 12, 662-673.

Ganta, V. C. (2014). Motivation in the workplace to improve the employee performance. International Journal of Engineering Technology, Management and Applied Sciences, 2(6), 221-230.

Idowu, A. (2017). Effectiveness of performance appraisal system and its effect on employee motivation. Nile Journal of Business and Economics, 3(5), 15-39.

Kuranchie-Mensah, E. B., & Amponsah-Tawiah, K. (2016). Employee motivation and work performance: A comparative study of mining companies in Ghana. Journal of Industrial Engineering and Management (JIEM), 9(2), 255-309.

Obiekwe, N. (2016). Employee motivation and performance.

Paais, M., & Pattiruhu, J. R. (2020). Effect of motivation, leadership, and organizational culture on satisfaction and employee performance. The Journal of Asian Finance, Economics, and Business, 7(8), 577-588.

Parsons, E., & Broadbridge, A. (2006). Job motivation and satisfaction: Unpacking the key factors for charity shop managers. Journal of retailing and consumer services, 13(2), 121-131.

Ramlall, S. (2004). A review of employee motivation theories and their implications for employee retention within organizations. Journal of American academy of business, 5(1/2), 52-63.

Thokozani, S. B. M., & Maseko, B. (2017). Strong vs. weak organizational culture: Assessing the impact on employee motivation. Arabian Journal of Business and Management Review, 7(1), 2-5.

Varma, C. (2017). Importance of employee motivation & job satisfaction for organizational performance. International journal of social science & interdisciplinary research, 6(2).

Zhang, J., Xie, C., Wang, J., Morrison, A. M., & Coca-Stefaniak, J. A. (2020). Responding to a major global crisis: the effects of hotel safety leadership on employee safety behavior during COVID-19. International Journal of Contemporary Hospitality Management.