Global business environment is rapidly
changing and the organizations which are adjustable to the change is the one
going to survive (Singh & Tiwari, 2011). Organizations need to figure out
strategies in order to endure the challenging competition, and the one which
are able to get through it, will be able to sustain longer than others. One of
the significant challenge’s organizations face today is how to manage turnover
of work force that may be caused by migration of a lot of industrial workers
(Singh & Tiwari, 2011). Turnover occurs when the employees have another
best opportunity & turnover intention
occurs when an organization is not satisfied with employee performance and
makes the decision to fire him (Tsai & Wu, 2010).
The problem of the skill shortage will limit the growth of a business and burden the existing staff with extra responsibilities, which will lead to job stress (Harper, 2016). This may be because of their demotivation and disengagement for the organization; this point of view highlighted the importance of the study of Motivation and its relationship to Job Satisfaction (Singh & Tiwari, 2011). The organization policies and practices should be directed in such a way that they are line up to the organization strategies and also understand the employee expectations.
These strategies are not just directed towards the retention and attraction but also overcome other adverse effects of demoralize and discontentment such as absenteeism, low performance, lower morale, low contribution to the team, less coordination, less orientation towards organizational objectives and these could affect the volume of the company to compete in the highly competitive business environment (Singh & Tiwari, 2011).High turnover has become a crucial and complicated issue and it will affect the company’s overall profitability (Mohammad et al., 2014).This makes it important to study and understand the factors which motivate and create job satisfaction among employees.
Employee motivation means how devoted an employee is to his job, how engaged he feels with company’s goals and how empowered he feels in his daily work (Ashley Donohoe 2018). Motivation is the method which reflect employee’s determination, direction and passion (Pinder 2008). Employees in an organization, not motivated completely by monitory values and employee behaviour is link to their attitudes (Dickson 1973). The most encouraging motivation is self-motivation therefor, Employee can apply this for personal life or organization to achieve objects and targets (Diamond and Diamond, 2010).
By considering all the definitions, Motivation can be defined as the self confidence that drives individual employees to accomplish personal and organizational goals. According to Mitchell (1982), Job performance is viewed as a basis of three (3) factors and is expressed with the equation (In figure 01).
Figure
01 - Performance is the interrelationship
between an individual’s motivation, ability, and environment.
(Source - Mitchell 1982)
Motivation is one of the determination factors
that lead to performance. Motivation is defined as the willingness to
achieve a goal or a certain performance level. Motivation is very important if
someone is to perform well (Mitchell 1982). But it is not
sufficient. Ability or having the skills and knowledge required to
perform the job is also important and is sometimes the main contributing factor
of productivity (Mitchell 1982).
Finally, environmental factors like having the resources, information, and assistance one needs to perform well are crucial to determine performance (Mitchell 1982). At different times, one of these three elements can be the key to high performance. For example, an employee who sweeping the floor, motivation may be the most significant aspect that decide his performance.
In contrast, even the highly motivated individual would not be able to successfully design a house without the required skills involved in building a quality houses. Being motivated is not the same as being a high performer and is not the only reason why people perform well, but moreover it is a key influence over the employee’s performance level (Mitchell 1982).
As an employee in a leading Consumer
Durable Company in Sri Lanka, our team of 2,926 employees is the determinant factor
of the company’s success, facilitating the customer experience and driving
strategic aspirations. Company bound to consistently enhancing the employee
value proposition and have formulated strategies to drive employees’
aspirations. Company currently developing a blue-ribbon talent management
system, comprising a range of globally accepted people development tools and
practices. Management also executed a learning management system, effectively
deploying technology to drive more accessible and convenient learning solutions
across all employee categories. Developing customer service skills remains a
key element and management hope to sharpen employees’ competitive edge through
building industry-leading customer care capabilities. Performance Management
system has facilitated the effective identification of high-performing
employees and is expected to contribute towards raise a performance-driven
culture over the medium term. Other people priorities included strengthen
employee engagement, ensuring health and safety, and creating a favourable environment {Singer (Sri Lanka) PLC Annual Report 2019/20}.
Reference:
Dickson, W. J. (1973). Hawthorne experiments. In C. Heyel (ed.), The encyclopaedia of management, 2nd ed. (pp. 298-302). New York: Van Nostrand Reinhold.
Diamond, H. and Diamond,
L.E. (2010). Perfect phrases for motivating and rewarding employees. Second
edition.
Harper, M.N. (2016). Understanding issues in
the workplace. Chron.com, 26 October. Retrieved 15 February 2017 from <http://smallbusiness.chron.com/understading-issues-workplace-46884.html>
International Journal of
Social Science & Interdisciplinary Research ISSN 2277-3630
IJSSIR, Vol. 6 (2), FEBRUARY (2017), pp. 10-20.
Mitchell, T. R. (1982). Motivation: New directions for theory,
research, and practice. Academy of Management Review, 7, 80–88.
Mohammad,
F.N., Chai, L.T., Aun, L.K., & Migin, M.W. (2014). Emotional intelligence
and turnover intention. International Journal of Academic Research, 6(4),
211–220.
Singer (Sri Lanka) PLC 2020 Annual Report 2019/20 p.10 viewed 31 October 2020 Financial Reports-Singer Sri Lanka. <https://www.singerslfiles.com/downloads/singer-annual reports/singer_annual_report_2019_2020.pdf>.
Tsai, Y. & Wu, S.‐ W. (2010). The relationships between organizational citizenship behaviour, job satisfaction and turnover intention. Journal of Clinical Nursing, 19: 3564-3574. doi:10.1111/j.1365-2702.2010. 03375.x.
Consumptions plays a major role in the national income of most countries by becoming the largest component of GDP. Therefore, implementing novelties in approaching consumers to increase demand, studying the consumption patterns of the general public is of crucial importance to policy makers of a country in structuring economical plans (Rathnayaka, Selvanathan and Selvanathan, 2019). Empowerment of employees hence plays a key role here to achieve success. Motivating employees by their work itself is of greater importance in this facet of business. Toyota for an example, encourages the motivation of employees by their work itself, by giving an opportunity to come up and test their own tools/products and ideas on the assembly line (McGregor and Doshi, 2015). This nature of motivation is required to employees who consistently engage with consumers. Organizations, thus, may acquire a better understanding of the consumer needs through employees.
ReplyDeleteThanks Asitha for your valuable comment. Employees are guided by four basic emotional drives that are a product of common human evolutionary heritage and those four drives are, the drive to acquire, bond, comprehend and defend, and these drives are the base for employee motivation (Lawrence and Nohria, 2002).
DeletePeople with more motivation will aspire to greater achievement and be more successful in their efforts than people with less motivation (Cadwallader, Jarvis, Bitner & Ostrom, 2009). Many types of research have shown that employee motivation is highly linked with employee engagement and less engaged employees are less emotionally connected to their companies. Therefore, it is very important to keep employees motivated.
ReplyDeleteThanks Malinga for your valuable comment. Maintaining a higher employee motivation, commitment and job involvement is always profitable to a business; as motivated and committed employees are more productive (Denton 1987).
DeleteAdding to your post, majority of the workforce in a consumer durable industry would be in Sales sector, who will bring in sales for the organization. Hence ensuring motivation of these staff are crucial for success of the organization. A typical sales force could be categorized to 3 segments based on their performance. The ‘Core Performers’ who are constant in their achievements, the ‘Star Performers’, who achieve over and beyond and the ‘Laggards’ who lags behind. When developing strategies for motivation, organizations must take note to develop different strategies for each group, to reap the best results (Steenburgh, T & Ahearne, M, 2012).
ReplyDeleteThanks Sonali for your valuable comment. Employee empowerment considered as a motivational practice and empowered employees are likely to develop feelings of motivation that will help them to gain the authority and control and apply the influential knowledge and skills for dealing with customer needs (Jacquiline 2014).
DeleteIn this era of globalization and competition motivation is considered to be the key factors for success and excellence of organizations.Bartol and Martin (1998) relate motivation to the force that stimulates behavior, provide direction to behavior, and underlies the tendency to prevail. In other words, individuals must be sufficiently stimulated and energetic, must have a clear focus on what is to be achieved, and must be willing to commit their energy for a long period of time to realize their aim in order to achieve goals.
ReplyDeleteThanks Janaka for your valuable comment. Motivate employees in order to survive and compete in high-powered corporate environment successfully as motivation puts human resources into action, improves level of efficiency of employees, enables the organizations to attain imperishable competitive advantage and ultimately leads to attain organizational goals (Mohsen et al., 2004).
DeleteHi Chamila, agree with you, Every successful organization has a dedicated employee base. Commitment is a reflection of motivation and job satisfaction. It is the driving force that drives employees towards corporate goals. Without commitment, the organization will not be able to generate performance. There must be competitive employee policies and practices creating a competitive advantage organization (Varma, 2018).
ReplyDeleteThanks Ranga for your valuable comment. Organizational commitment has been globally accepted to be advantageous for both the organization and its employees as motivation can reinforce the feelings of belongingness, security of the job, career development, improved earnings, and higher intrinsic rewards (Azeem & Akhtar, 2014).
DeleteMotivation is defined as “a human psychological characteristic that add to a person’s degree of commitment. It is the management process of in ‚nuancing employees’ behavior”. (Badu, 2005).
ReplyDeleteConversely, Bartol and Martin (1998) relate motivation to the force that stimulates behavior, provide direction to behavior, and underlies the tendency to prevail. In other words, individuals must be sufficiently stimulated and energetic, must have a clear focus on what is to be achieved, and must be willing to commit their energy for a long period of time to realize their aim in order to achieve goals.
Thank you Janaka for your valuable comment. Building a committed and motivated workforce is well-chosen as the main objective, and a key to success in the competitive environment (Mohsen et al. 2004). Engaged employees have a knowledge of energetic and successful connection with their work activities and see themselves as capable to deal well with the demands of their job (Schaufeli & Bakker, 2004).
DeleteAgree with you on the fact that employees are the driving force behind a company’s success. Motivation levels within the workplace have a direct impact on employee productivity (Mansaray, 2019). Motivating people is about making them to change to the course you want them to go so as to get result. Nevertheless, employees can only display ‘high performance’ if they are soundly inspired and eager to workout optional effort (Armstrong, 2009).
ReplyDeleteThanks Himasha for your valuable comment. An organization must differentiate between good, average and poor performers by tying rewards clearly and transparently to performance and giving the best employees opening for advancement and the rewards system must provide competitive employee remuneration relative to the industry. As a result of that these reward systems improved employee engagement and satisfaction (Lawrence and Nohria (2002).
DeleteHi Chamila,Agree with your introduction and will add more to your blog.ING Global (2017) defined that , Motivation is the mental process of choosing desired outcomes, deciding how to go about them, assessing whether the like hood of success warrants the amount of effort that will be necessary, and setting in motion the required behaviors. This is sometimes called " Intrinsic Motivation", as it arises from factors and processed within the individual.
ReplyDeleteThank you Madura for your valuable comment. Arnolds and Boshoff (2001), found that employees are significantly motivated by monetary rewards, basically pay has symbolic importance, giving feedback to the employee of his or her worth to the organisation (Pearson,1991).
DeleteA case study of NorthTrust(NHS foundation trust based in the north of England)showed recruitment and retention of staff is an issue in some areas of the trust. Generally, across the organisation there is a feeling that employee skills match their roles well. However, there are a few areas characterised by high employee turnover and low attendance. More specifically, there are some administrative roles within the trust that appear to have a challenging work situation due to low pay, lack of training, demanding work and little social support (Kerstin Alfes et al, 2010)
ReplyDeleteThank you Mihiran for your valuable comment. Employees with exceptional level of organizational commitments are likely to recommend others to the organization to become a part of the members of the company (Sahoo et al., 2010). It is a psychological state that is interested about how individuals feel about their organizational engagement, and the preference to remain and continue with the organization (Meyer and Allen 1997).
DeleteMotivation is a main factor that drives productivity and performance and a motivated employee will have the desire to achieve a certain performance level, leading to goal-directed behavior and a role model to subordinates (Mitchell 1982). To motivate employees, the organization leaders must focus on identifying the drives and necessities of the employee seeking to satisfy in terms of personal and working environment. The core factor, which will inspire employees to, to achieve corporate goals, provide better service, innovation, or to increases productivity is to keep the subordinates happy and motivated and it will boost the company performance in overall aspects (Varma 2017).
ReplyDeleteThanks Dimuthu for your valuable comment. Building a committed and motivated workforce is well-chosen as the main objective, and a key to success in the competitive environment (Mohsen et al. 2004). Engaged employees have a knowledge of energetic and successful connection with their work activities and see themselves as capable to deal well with the demands of their job (Schaufeli & Bakker, 2004).
DeleteAccording to a study conducted by Grant (2008), motivation imposes employee outcomes for instance performance and productivity. He also established that motivated employees are more oriented towards autonomy and are more self-driven in contrast to less motivated employees. Further, motivated employees are highly engaged and involved in their work and jobs and are more willing to take responsibilities (Kuvaas & Dysvik, 2009).
ReplyDeleteThanks Kanishka for your valuable comment. Majority of today’s organizational workplaces are represented by four different generations of employees, namely traditionalist (Matures/Veterans), Baby Boomers, Generation X and Generation Y (Millennial) (Gladwell & Dorwart et al., 2010). Managers must understand the values and attitudes of each generation to effectively influence the different generations’ satisfaction (Gladwell & Dorwart et al., 2010). Employees from different generations require different management strategies when it comes to recruiting, retaining and motivating employees (Glass, 2007).
Delete"Motivation is one of the most important factors that affect behavior because it affects cognitive capacities such as learning and perception in organizations" (Jain, 2005, 114).
ReplyDeleteWhen employees feel that their managers appreciate and praise them, they tend to perform better which leads to higher business productivity (Salasiah et al, 2010). So, the more managers’ praise their employees, the easier the tasks will be and the more productive they will be. Furthermore, when managers look around for a way to complement their employees on their work, it is a large drive shot. It is served to let employees know that their work and what have been accomplished by them so far is appreciated (David et al, 2004).
ReplyDelete