The
real assets of the organizations are employees (Mohsen et al., 2004) and therefore,
the ways of managing employee’s motivation is very important part of the
management process (Tella et al., 2007). For this, the manager should be ready
to motivate employees adequately (Geomani, 2012). Organizations need to use
maximum potential of their human resource, to stay in the competition, and to
survive, great organizations are built on the inherent value of their human resources,
motivation, and commitment of its employees (Mohsen et al., 2004).
In
the consumer durable industry, sales supervisors’ who are highly motivated and
committed to the organization, provide excellent quality of customer service to
the customer (Mohsen et al., 2004). Motivation is, basically a psychological
process, including perception, personality, attitudes, and learning (Tella et
al., 2007). Motivation is very significant in the achievement of every organization’s
growth and it will stimulate an individual to take an action, which will result
in attainment of some goals, or satisfaction of certain psychological aspects (Geomani,
2012).
As
per Johnson (2005), Motivational theories explain and discusses the work
motivation and mainly divided into four categories, Maslow’s’ (1943) and McClellands’
(1961), Employee motivation need theories. Employee motivation equity theory that
explain the theories of Adams (1963). Vrooms’ (1964), Employee motivation expectancy
theory and the two-factor theory developed by Herzberg (1959).
There
are two types of motivation, intrinsic motivation and extrinsic motivation
(Gagne, 2005). Thomas & Velthouse, (1990), defines intrinsic motivation as
“a positively valued experiences that an individual employee gets directly from
their work tasks” and Extrinsic motivation is related to ‘tangible’ rewards.
(George and Sabapathy, 2011).
Retaining
the talented, skilled, and resourceful sales employees is a major concern in today’s
consumer durable industry (Bande et al., 2014). Employees are critical to the consumer
durable industry because they are in constant contact with the customers of the
business and they can significantly affect the success of the business (Singh
& Prakash, 2013). The satisfaction levels of employees can
directly connect with the satisfaction levels of customers and also employee’s
productivity level relates to the motivation level of the employee, both of
which affect the outcome of the retail business organization (Singh &
Prakash, 2013). Constant monitoring of employee
motivational needs would enhance the commitment from the employee to
exceptional work and help with the organization to retain employees (Conrad,
Ghosh, and Isaacson, 2015). Employees’ level of productivity and their level of
motivation are inter-connected (Singh & Prakash, 2013). Excellent
customer service is an essential component to the successfulness of the consumer
durable industry (Scheers & Botha, 2014) and the link between customer
loyalty and winning their trust is achieved by the business organization’s
employees (Ganesh, 2016).
References
Bandyopadhyay, R. (2014). Motivating employee from a different perspective: An experimental analysis on two selected manufacturing industries of west Bengal. Human Resource Management Review, 3, 245-258.
Conrad,
D., Ghosh, A., & Isaacson, M. (2015). Employee motivation factors.
International Journal of Public Leadership, 11, 92-106.
Gagne,
M., & Deci, E. L. (2005), Self-determination Theory and Work Motivation,
Journal of Organizational Behaviour, 26,331-362.
Ganesh,
A. (2016). Understanding the relationship between employee motivation and
customer retention. Vilakshan: The XIMB Journal of Management, 13(1),
101-114.
Geomani,
(2012), Impact of Motivation on Employee Job Performance, p 46.
George
L., Sabapathy T. (2011), Work Motivation of Teachers: Relationship with
Organizational Commitment, Canadian Social Science, 7, 1, 90-99.
Johnson,
C. R. (2005). Employee motivation: a comparison of tipped and non-tipped
hourly restaurant employee, Doctoral dissertation, University of Central
Florida Orlando, Florida.
Mohsan,
F., Nawaz, M. M., Khan, M., Shaukat, Z., & Aslam, N. (2004), Are
Employee Motivation, Commitment and Job Involvement Inter-related: Evidence
from Banking Sector of Pakistan. International Journal of Business and Social
Science, 2, 17, 226-233.
Scheers,
L. v., & Botha, J. (2014). Analyzing relationship between employee job
satisfaction and motivation. Journal of Business & Retail Management
Research, 9, 98-109.
Singh,
G., & Prakash, A. (2013). A study on analysis factors related to
employee’s retention among organized retail sector in two tier city. Amity
Global Business Review, 8, 131-140.
Tella,
A., Ayeni, C. O., & Popoola, S. O. (2007), Work Motivation, Job
Satisfaction, and Organisational Commitment of Library Personnel in
Academic and Research Libraries in Oyo State, Nigeria. Library Philosophy and
Practice,9, 2, 13.
Thomas,
K. B., & Velthouse, B. A. (1990), Cognition Elements of Empowerment: An
"Interpretive" Model of Intrinsic Task Motivation, Academy of
Management Review, 15, 666-681.
In the nutshell, Motivation does not only encourage productive performance but also show employees how much the company cares. Perhaps the most vital impact of employee motivation is that of increased productivity or performance. This according to literature on the subject is the central aim of adopting employee motivational programmed thus, if you can increase employee motivation, Productivity inevitably will follow suit (Ryan, 2011).
ReplyDeleteThanks Janaka for your valuable comment. Motivation is the method which reflect employee’s determination, direction and passion (Pinder 2008). Employees in an organization, not motivated completely by money 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).
DeleteAccording to Armstrong, there are two types of motivation as intrinsic motivation and extrinsic motivation.If employee feels that his work is important, interesting and challenging and it is provides him to act freedom is intrinsic motivation. When motivating by offering rewards such incentives, payment increments, performance recognition by awarding, or even punishment can be recognized as extrinsic motivation,, ( Armstrong, M / 2014 , 13 th edition, p 163 )
ReplyDeleteThanks Thusitha for your valuable comment. In order to prevent dissatisfaction, management needs to continue to observe competitors’ salaries and keep their staff’s salaries in line with competitors. Furthermore, Lam et al. (2001), state that rewards (including salary) affected positively to job satisfaction as it played a dominant factor in motivating employees. Aguinis et al. (2013), stated that monetary rewards can be a very powerful determinant of employee motivation and achievement which, in turn, can advance to important returns in terms of firm-level performance.
DeleteEmployees who are able to relate their tasks to a broader context and feel that they can make a difference have higher levels of motivation and are more likely to be engaged (Kerstin Alfes et al,2010)
ReplyDeleteThanks Mihiran 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). 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).
DeleteRegardless of the psychological, spiritual or physical needs, or how it fits-in with the person’s views, intrinsic motivation occurs without external rewards.The reward is actually the opportunity to learn, grow, explore, and actualize our potential. For example, an employee reads because they’re curious and interested about the topics.
ReplyDeleteExtrinsic, on the other hand, is defined as “not part of the essential nature of someone or something; coming or operating from outside.” As such, this behavior is influenced by external rewards like money, prizes, or praise.
In other words, the employee does something because they’re receiving an outside reward. For instance, someone working in manufacturing may not find routine tasks enjoyable. But, because they’re receiving a paycheck, they’re motivated to complete those tasks.(Rampton, J. 2017)
Thank you Melissa for your valuable comment. McClelland’s (1985) need theory, claims that employees are motivates when their need for power, affiliation and achievement are activated. Every employee is particularly motivated by a predominant need and consequently experiences different stimuli as rewarding to a different extent. In that regard, need theory offers both a set of well-defined internal motivation factors (needs), particularly developed for the workplace and congruent external motivation factors (rewards).
DeleteIt can be also use in motivation the expectancy theory proposes that employees’ behavior depends over the outcome the action. It suggests the aspects that when employees want hike in their salary increment they start working in longer hours. In this theory there have three main factors that are the expectancy, instrumentality and valence. In a workplace this theory can be executed by the authority, by giving reward to the employees for their good performance (Purvis et al. 2015)
ReplyDeleteThanks Isuru for your valuable comment. In expectancy theory, people are motivated to do something because they think their actions will lead to their desired outcome (Redmond, 2014). Expectancy theory proposes that work motivation is dependent upon the perceived association between performance and outcomes and individuals modify their behaviour based on their calculation of anticipated outcomes (Chen & Fang, 2008). In other words, it can help explain why a person performs at a particular level.
DeleteThe motivated employees surely are the ones who will take the organization right the top in today's competitive business world. Vanek (2012), explains that in the 21st Century, it is the Human resource, more or less the ones with knowledge and higher productivity are the biggest assets the organizations possess.
ReplyDeleteThanks Sohan for your valuable comment. 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.
DeleteThough money is a powerful motivator, it does not always drive employee satisfaction, especially in manufacturing industries as the workload also play a major role. Therefore as an organization, one should invest in getting to know employees and understanding their needs because it directly affects the level of job fulfilment through which it affects the overall performance (Purcell, 2001)
ReplyDeleteOrganizations in this dynamic globalized world are continuously trying to develop and motivate their
ReplyDeleteemployees to help achieve enhanced performance with various Human Resource applications and practices.
Reward management system is the highly used practice for the enterprises to achieve the desired goals (Güngör,
2011).
According 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
ReplyDeleteautonomy 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).
Employees will generally put in their best effort into the tasks they are assigned when they are motivated to work ((Mathis, R., and Jackson, J. 2000). Motivation can also facilitate the self-development of an employee to enable them to reach their personal goals and employee satisfaction must be there which can lead to positive growth for the company (R, H., 2020).
ReplyDelete