Employee Motivation

 

 

How impact motivation to organization in globally?

Motivation is a crucial factor that impacts the success of organizations globally. When employees are motivated, they tend to be more productive, innovative, and committed to achieving the goals and objectives of the organization. On the other hand, when employees lack motivation, it can lead to a decline in productivity, higher turnover rates, and lower job satisfaction levels.

There are several factors that can impact motivation in an organization. One of the most important factors is the leadership style of the organization. Leaders who are supportive, communicate effectively, and provide opportunities for growth and development tend to have a positive impact on employee motivation. Additionally, offering competitive compensation packages, providing a positive work environment, and recognizing and rewarding employees for their contributions can also help to motivate employees.

Another important factor that can impact motivation is the organizational culture. A positive and supportive culture that values employee contributions and encourages collaboration and teamwork can lead to higher levels of motivation among employees. Conversely, a negative culture that lacks transparency, fails to provide clear expectations and feedback, and does not prioritize employee well-being can have a detrimental impact on motivation.

Finally, opportunities for career growth and development can also impact motivation. Employees, who feel that they have the opportunity to learn new skills, take on new challenges, and advance within the organization are more likely to be motivated and engaged in their work.

An example of how motivation can impact an organization globally is demonstrated by Google's "20% time" policy, which allows employees to spend one day a week working on projects outside of their job descriptions. This policy has been credited with leading to the creation of several successful Google products, including Gmail and Google Maps.

The "20% time" policy demonstrates how providing employees with autonomy and opportunities to work on projects that interest them can increase motivation and lead to innovative ideas. By encouraging employees to pursue their passions, Google has created a culture of creativity and engagement that has helped to drive the company's success on a global scale.

Overall, it is important for organizations to prioritize motivation in order to maximize productivity and achieve their goals. This can be achieved through effective leadership, a positive organizational culture, and opportunities for growth and development.

Overall, it is important for organizations to prioritize motivation in order to maximize productivity and achieve their goals. This can be achieved through effective leadership, a positive organizational culture, and opportunities for growth and development.

What is the motivation?

In the history of HRP (Human Resource Planning) motivation become leading factors to organizational gold such as productivity & profit. Employees are the most essential key role of any successful business. Increase the happiness & job satisfaction may more efficient your business flow.  However, in order to employees to be good at what they do, they need to be motivated, engaged, productive and effective at work. In most cases, a company culture and environment where employees can feel comfortable and relaxed does the job.

According to the Armstrong (2012) “Motivation is the team energy that driving to employees towards achieving their goals. The success of an organization is realized employee’s performance is a result of both their ability and motivation”. So one of the biggest tasks for managers is to motivate employees so that they perform well and contribute to the overall success of the organization. According to Smith (1994) it is because of the survival of the company

 

What is the HR manager role for employee motivation?

That's where HR managers have to step in to cover the workload. Human resource managers are responsible for measuring and maintaining positive mood throughout the company and are arbiters between employees and upper management, especially in large organizations. This task is not as easy as it seems, but with a little effort and dedication, every organization can have happy employees. Here are some things HR managers can use to motivate employees.

Emphasize the life-work balance

All of us struggle to find the perfect balance between our jobs and our personal lives. Finding work-life balance is often challenging and can be quite difficult. However, it shouldn't be difficult for you to support your staff members in leading fulfilling lives and having fun at work as an HR manager. For example, everyone needs some time to get out of their own mind and reconnect with friends and family.

You can provide your staff flexible work schedules so they can decide when to begin and end their shifts. By doing so, you can assist someone in getting their children to school or caring for a sick member. You can provide your employees’ additional days off on top of their regular vacation time based on their performance and accomplishments. After all, as long as they effectively fulfill their daily jobs, it really doesn't matter when personnel arrive or depart.

Communication for the win

It is important to understand employees. In fact, they are the most important part of a company. That's why you can't alienate your employees. Instead, keep open communication with them and always be transparent in communicating with your employees. If your employees know that you can speak openly and share their potential problems or issues without facing repercussions, they will feel more comfortable at work.

If there are any difficulties in their personal life, it may reflect on their work. If you offer to help them overcome these challenges, they will surely be grateful and in turn, they will be more motivated at work. Make sure you give your employees advice and support whenever they need it, and you can be sure that your employees will be happier and more motivated.

Provide Training to employees

Employees who are committed to learning are more satisfied with their jobs and exhibit more positive performance. Harrison (2000) established that learning that is prompted by training positively affects employee performance and is an essential element for the achievement of organizational goals.

 Involve employees in decision making

Employees are already a part of your company, and you might be surprised by the wealth of insightful information they can provide. Since employees have a different perspective they will see senior management missed on the situation. Employee participation in decision-making, particularly when it pertains to them or their areas of expertise, is a terrific motivator. This will give your staff a sense of involvement and make them feel that their opinions are valued by the company in addition to giving them a sense of purpose. It fosters trust between staff members and supervisors and enables managers to develop closer bonds with their staff members. Additionally, these connections encourage teamwork, which encourages workers to collaborate with other workers in the business to develop effective and creative solutions to problems and barriers.

Show your appreciation

Employee motivation is greatly influenced by employee appreciation. Simply put, people will be more inspired to take on new tasks the more you acknowledge their accomplishments. The key is that if your staff members feel appreciated for their labor and ideas, they will feel better about themselves. Employees will be inspired to keep working. Express your thanks by thanking your staff for the work they do. Be sincere and let them know how valuable their work is to the firm. Congratulate them on finishing a project successfully, achieving a significant life milestone, or achieving a significant business objective. It could be worthwhile to acknowledge them as well if their work was appreciated but the project was unsuccessful. Since learning leads to invention, it should be cherished.

Allow your employees to grow (Provide opportunity for growth on the job)

An opportunity to grow and advance in the ranks of an organization motivates employees to give their best. The promise of career advancement and better working conditions is something every employee aspires to. However, making your employees invest their blood, sweat and tears is not a good way to motivate them to seek promotions. Instead, help them get there by offering additional training, courses, and seminars that hone their skills and expand their knowledge. Let them learn new skills and let them find or carve out their ideal roles in your organization.

Provide Training to employees

Employees who are committed to learning are more satisfied with their jobs and exhibit more positive performance. Harrison (2000) established that learning that is prompted by training positively affects employee performance and is an essential element for the achievement of organizational goals.

 Give Rewards

Reward systems help organizations attract, retain and motivate employees. The turn between them affects their individual and organizational performance and also achieves higher performance levels. Rewards create conscious satisfaction in employees. According to the Meyer, I. and Nujjoo, A. (2012) status different types if rewards may help to employee motivation & commitments.

The drive to acquire

This drive is relative as people usually compare what they have with what others have. It can be the acquisition of physical goods or status. The most important thing in the workplace is about salary. People always compare their salaries with other people's salaries.

The drive to bond

When employees are engaged in the organization, they are cared for. It creates high motivation and pride as a result of being a part of the organization. The result is that employees become attached to the organization.

 The drive to comprehend

This stems from our need to understand the world around us and make sense of things. At work, this requires doing meaningful work. Employees are degraded if they perform monotonous tasks or tasks that they consider meaningless.

The drive to defend

Results in the need for institutions that promote justice, freedom of expression, and institutions with clear goals and objectives. It gives employees a sense of security and confidence.

 

How Employee Motivation important to organizational growth?

According to the Harappa (2021) state accomplishing goals and making impact are chief drives. But, the foundation of success is a productive and effective workforce. Businesses are unlikely to function well unless staffs are content, driven, and motivated. Employees are motivated in organizational behavior when they are encouraged to use their skills to the fullest extent possible. In a nutshell, motivation in an organization refers to the positive state of mind that drives you to achieve your objectives. Motivation is a huge field of study and various psychologists have studied human behavior to propose different motivation theories in organizational behavior. These theories provide a deeper understanding of how people behave and how to incentivize them to do better.

·   Increases Productivity: 

An employee that is motivated will be willing to put more effort into their work. The function of motivation is to understand someone's needs and assist them find the best method to harness their genuine potential.

·   Ensures Loyal Workforce: 

Employee loyalty to the company is ensured by motivation. This, in turn, reduces turnover rates and helps to retain the best of the staff.

 

·         Improves Organizational Efficiency: 

People are more likely to meet goals with greater fervor when they are still invested in their professional duties and satisfied with the results.

 

Conclusion:

Employees are very essential  to successful business. Keep them happier may increase the performance, efficiency as well as productivity. That’s why human resource management having a responsibility to employee motivation for organizational growth. By constantly measuring and improving employee motivation, organizations can create a more engaged and productive workforce.

References

Armstrong, M. (2012) Armstrong's handbook of Human Resource Management Practice - 12th Ed. Kogan Page. London

Adi Bhat (2013) Employee Motivation: The Complete Guide [online].Available at https://www.questionpro.com/blog/employee-motivation/ .Accessed on 20^th march 2023.

Harrison, R (2009) Learning and Development, 5th edn, London, CIPD

https://www.thehumancapitalhub.com/articles/Employee-Motivation. [Online]. Accessed on 20th march 2023

https://www.educba.com/employee-motivation-in-the-workplace [online]. Accessed on 20th march 2023

 Harappa (2021) The Role of Motivation in organizational Behavior.[online] Available at

https://harappa.education/harappa-diaries/motivation-in-organizational-behavior/ [online] Accessed on 226th march 2023

Meyer, I. and Nujjoo, A., 2012. The relative importance of different types of rewards for employee motivation and commitment in South Africa. SA Journal of Human Resource Management, 10(2), pp.1-10.

Smith, G. P. (1994). Motivation. In W. Tracey (ed.), Human resources management and development handbook (2nd ed.).

 

Source video:

PromiseTrainingConsultancy/videos/tips-to-motivate-employees-maximise [online] (Accessed on 27th march 2023