Employees are the greatest
asset of an organisation and modern companies have become dependent on employee
performance for their success (Siddiqui, 2014). On the other hand, in spite of
its importance, employee performance too is an element that is dependent on
several critical factors and one such critical factor is Motivation.
Derived from the Latin word
“movere”, which essentially translates to “move” or “to set in motion”, Motivation
is a subject that has seen extensive study by many prominent researchers through
the years, which ultimately has led to various definitions, explanations and theories
emerging on the topic.
A renowned scholar who did a
significant amount of work on the field of motivation was Frederick Herzberg
(1959) who defined employee motivation as performing a work-related action
because the individual wants to do so. Further, Kreitner (1995) explained that
motivation is the psychological process that gives behavior, purpose and
direction.
According to Siddiqui (2014),
employee motivation can be defined as a person’s intrinsic willingness to
archive any particular goal or task. He goes on to say that people with higher
levels of motivation tend to have a higher desire and energy to achieve goals.
Sandhu et al., (2017) states that motivation is the set of psychological
processes of an individual which causes arousal, direction and the determination
to attain a goal.
Other definitions argue that
motivation is an internal drive to satisfy one’s needs that are not yet
satisfied (Higgins, 1994), a set of psychological forces that is created within
a person that initiates and drives work-related actions and determines their
form, direction, strength and duration (Pinder, 2008) and the internal and
external forces that arouse enthusiasm and persistence in an individual to
pursue a certain course of action (Daft, 2003).
Richard L. Daft (2003) further
goes on to explain that humans have basic needs such as food, security and the
need for achievement and that these needs are translated into an internal drive
which provokes the person to perform specific actions that will result in these
needs being met. He goes on to say that the gratification the individual gets
from carrying out the actions that produced the desired results are considered
to be the reward and establishes that such rewards can be categorized as Intrinsic
rewards and Extrinsic rewards.
In a similar view suggested by
Ryan & Deci (2000), people are said to have not only different levels of
motivation but also different types of motivation and highlights Intrinsic
motivation and Extrinsic motivation as these types. Furthermore, they go on to
suggest that the underlying attitudes and objectives of an individual that
triggers the initial subject action/s, has a direct correlation to the type of
motivation that is at work.
On the next post, we take a
closer look at the types of motivation and what they mean.
References
- Daft, R. L. (2003) Management, 5th ed. Thomson Learning.
- Herzberg, F., Mausner, B., & Snyderman, B. B. (1959). The motivation to work. New York: John Wiley & Sons.
- Higgins, J. M. (1994) The management challenge, 2nd ed. New York: Macmillan.
- Kreitner, R. (1995). Management, 6th ed. Boston: Houghton Mifflin.
- Pinder C. C. (2008) Work Motivation in Organizational Behavior, 2nd ed. New York: Psychology Press.
- Ryan, R.M. & Deci, E.L. (2000) Intrinsic and extrinsic motivations: Classic definitions and new directions. Contemporary educational psychology, 25(1), pp.54-60.
- Sandhu, M. A., Iqbal, J., Ali, W., Tufail, M. S., (2017) Effect of Employee Motivation on Employee Performance. Journal of Business and Social Review in Emerging Economies, 3 (1), p.85.
- Siddiqui, M. (2014) Success of an Organization is a Result of Employees Performance. Advances in Social Sciences Research Journal, 1(4), pp.184,193-4
I would like to add to the fact that people with higher motivation can have a better performance that is the main reason why organizations focus more on the working culture and environment than the job role itself.
ReplyDeleteThanks for your comment. Shahzadi et. al., (2014) states that the only way to get people to like working hard is to motivate them.
DeleteGreat article Nel, I would like to add another view of employee motivation. According to Jack Welch (2008) no company, small or large, can win over the long run without energized employees who believe in the mission and understand how to achieve it.
ReplyDeleteThanks for your comment Chathuri. Employee motivation is a reflection of the level of energy, commitment, and creativity that a company's workers bring to their jobs (Shahzadi et al., 2014)
DeleteI would like to add benefits of Employee motivation, employee benefits gained more importance to the organization. if you can add some benefits of employee motivation to your blog, It's highly worth to your blog.
ReplyDeleteThank you Zacky for your comment. I have addressed this on the last post of the blog - Conclusion, advantages of employee motivation and recommendations
DeleteGood explanation on Motivation Nelushan . But I believe current motivation theories and research face serious theoretical, methodological, and practical challenges. One central challenge is the fact that research has focused mainly on motivation for traditional achievement tasks such as graded assignments and normative educational trajectories. Arguably, current motivation theory and research may be inadequate to characterize adaptive motivation in the uncertain, changing, and unpredictable environments of the twenty-first century.
ReplyDeleteAgree with your comment Vidura. Similarly, "there are numerous motivation theories that have influenced the way organisations manage employees to achieve a motivated work force. These theories attempt to explain why people behave the way they do and advice on factors and strategies which, when employed, can get the best out of employees in terms of their commitment to work. Notwithstanding, because of the complex nature of the issues worth considering when motivating people, it is always not an easy task when it comes to organisations motivating workers for effective performance. (Dartey-Baah & Amoako, 2011)
DeleteAgreed with the content. In addition, Employee motivation is the amount of energy, dedication, and innovation that employees bring to their work. A management concern is continually finding ways to inspire staff, regardless of how the economy is doing. Contrasting views emphasize either employee involvement or incentives (empowerment). Smaller companies can experience particular difficulties with employee motivation. The entrepreneur has frequently worked tirelessly for years to create the business, making it challenging for them to assign others significant tasks. Entrepreneurs should be aware of these traps, though, as they can have negative consequences on small businesses due to low staff enthusiasm. Complacency, disinterest, and even widespread discouragement are examples of such issues. Such viewpoints can build up to become catastrophes (Chintalloo and Mahadeo, 2013).
ReplyDeleteThanks for your comment. To add further, Sandhu et al., (2017) states that a very few organizations believe that the human personnel and employees of an organization are its main assets which can lead them to success or, if not focused well, to decline. Unless and until, the employees of any organization are satisfied with it, are motivated for the tasks fulfilment and goals achievement and encouraged, none of the organization can progress or achieve success.
DeleteHi Nelushan, motivation is a way of fulfilling a need of an individual and also the needs of the organisation. The goal of such firms can only be achieved with the help of motivated employees (Ajibola, 1976).
ReplyDeleteThanks for your comment Naushad. Similarly, Sandhu et al., (2017) looks at the topic of motivation from a different angle and states that the concept of motivation is used to explain the distinction between employees which have the same talents, abilities and opportunities to do their jobs in a similar organization and are under the same employment conditions and with the same facilities, but demonstrate different performances.
DeleteAgree on the content Nelushan and further wish to add people can also have a different approach to various aspects of their work, such as the type of work they are doing, colleagues, superiors or subordinates and their salary (George and Jones, 2008). Different motivation styles and leadership styles can work in a different way for every employee, resulting in increased work performance and job satisfaction. Therefore, job satisfaction is an essential element motivating employees and encouraging them to achieve better results (Raziq and Maulabakhsh, 2015).
ReplyDeleteThanks for your valuable feedback Derrick. Furthermore, Shahzadi et al., (2014) explains to understand motivation, one must understand human nature itself. An understanding and appreciation of this element is a prerequisite to effective employee motivation in the workplace and therefore effective management and leadership.
DeleteMotivation as a meaningful construct is a desire to satisfy a certain want and is a central pillar at the workplace. Thus, motivating employees adequately is a challenge as it has what it takes to define employee satisfaction at the workplace (Forson, 2021). According to Armstrong (2009), Motivation is the goal oriented behaviour of each individual. It consists of a set of internal factors, which are the driving force of a human being, who regulates his/her own behaviour and experience. Motivation is achieved by developing some effort – an activity which is expected to lead to a goal representing the satisfaction of individual needs of the person. Well motivated people are those who have clearly defined goals, which effectively operate and have developed a sense of duty, because they are aware that their efforts lead to satisfaction not only their own needs but those of the company as well.
ReplyDeleteAgree with your comment. Further, "motivation is an important factor in determining employee satisfaction and performance. What motivates employees is beyond monetary rewards and includes both intrinsic and extrinsic rewards. Additionally, motivation is on an individual basis as individual needs vary. Therefore motivation should be targeted at satisfying individual and group needs rather than generalizing the motivational packages across the organization." (Ibrahim & Brobbey, 2015)
DeleteAgreed. The need at the base of the Maslow's hierarchy of needs, known as physiological needs, is the lowest level and most fundamental need. This covers the requirement for basic biological needs like food, air, drink, and shelter. According to Maslow, employers must pay their staff enough so they can afford decent living conditions. The reasoning behind this is that an employee who is hungry will not be able to contribute too much to his organization (Kaur, 2013).
ReplyDeleteThanks for your comment. It is also interesting to note "Maslow recognized that not all personalities followed his proposed hierarchy. While a variety of personality dimensions might be considered as related to motivational needs, one of the most often cited is that of introversion and extroversion. Reorganizing Maslow's hierarchy based on the work of Alderfer and considering the introversion/extraversion dimension of personality results in three levels, each with an introverted and extroverted component." (Huitt, 2007)
DeleteI agree with your content and i would like to add that Motivation as a meaningful construct is a desire to satisfy a certain want and is a central pillar at the workplace. Thus, motivating employees adequately is a challenge as it has what it takes to define employee satisfaction at the workplace( Forson 2021).
ReplyDeleteGood article and furthermore, according to Ran (2009), employers are faced with the task of motivating employees and creating high job satisfaction among their staff. Developing programs and policies that embrace job satisfaction and serve to motivate employees takes time and money. When an employer understands the benefits of motivation in the workplace, then the investment in employee-related policies can be easily justified. Organizations cannot achieve success if employees are not satisfied with their jobs and are not motivated to fulfill their tasks.
ReplyDeleteAgree with your comment Nirosha. Similarly, Ndirtagu (2013) states that it is indeed possible to motivate employees to perform well for an organisation and that is a critical task for managers and adds that there exists a self-reinforcing circular relationship between the performance, satisfaction and motivation of an employee.
DeleteAgreed with you Nelushan. Employee motivation has been of highest importance for companies, managers, and even front line supervisors because it has been and will continue to be the determining factor in work performance, which will eventually determine the success or failure of a firm. Dongho Kim (2006)
ReplyDeleteThanks and agree with your comment Manoj. Going beyond the topic of motivation, I would also like to add that suggestions have been made on the relationship between motivation and employee engagement, and, for example that the development of motivational schemes including both intrinsic and extrinsic motivational factors can improve employee engagement within an organization (Silvera, 2013).
DeleteAgree with the blog post content. Further, personal needs, goals, and perceptions of individuals or groups, as well as how to meet those needs, goals, and perceptions, were several significant factors that affected motivation. Motivation is an awarding motif process that encourages employees to work in a manner that allows the purpose of efficiently and effectively being achieved to be achieved (Priyono; et al.,2016). In addition, there are forces—both internal and external—that might motivate someone to pursue their goals (Harahap & Khair, 2019).
ReplyDeleteAgree on the conten Nelushan, Motivation is a process which may lead to job satisfaction .it has been suggested that the usual approach to the study of motivation is through an understanding of internal cognitive processes, that is, what people feel and how they think. These different cognitive processes or theories of motivation are usually divided into two contrasting approaches: content theories and process theories (Millins1988).
ReplyDelete