Employee Motivation is a extensively practiced exercise across all corporate sectors and the idea of motivation is derived from a Latin word “movere” which means “to move” and motivation is what moves the employees from weariness to attention (Mohsen et al., 2004).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). Reward systems accomplish the drive to acquire, culture accomplish the drive to bond, job design accomplish the drive to comprehend, and performance management and resource allocation processes manage the drive to defend (Lawrence & Nohria, 2002). If the organization manage to retain employees through employee motivational systems, organizational performance will maximized.
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). Moreover, employee engagement almost always advances to
higher productivity and it is an umbrella that classify many
different concepts like attitudes, behaviour, dispositions relevant to the
performance of the individual or the organization as whole (Mone & London,2010).
For that reason, organizations give more attention and resources into employee
motivation. Employee motivation is important to an organization in many ways.
Some of them are,
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. The reward systems must provide competitive employee remuneration relative to the industry. As a result of that, these reward systems improve employee engagement and gratification (Lawrence and Nohria, 2002).
- Motivation improves performance level of employees
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). Motivation can be improved through the training and help employees to upgrade their knowledge and skills, and develop positive behaviour through learning experience that is expected to help employees to achieve exceptional performance (Buckly & Caple, 2009). The top motivators for employees were; good remuneration, good working conditions and appreciation for a job well done (Charles & Marchall, 1992).
- Helps in achieving the organizational goals
Motivation is very important in the achievement of every organization’s growth (Geomani, 2012). Highly committed and loyal employees are very significant in order to achieve organizational goals (Locke & Latham, 1990). Motivate employees in order to survive and complete in high-powered corporate environment successfully as motivation puts human resources in to 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).
- Motivation creates supportive work environment
Employees
with strong motivational commitment are likely to develop emotional bond to
their organization and feel happy with greater aspirations to make meaningful
contributions (Sagoo, Behera, and Tripathy, 2010). As per Mowday et al.,
(1982), commitment means the bond and loyalty and they have described three (03)
aspects of commitment;
· A recognition with the goals and values of the organization.
- An aspiration to belong to the organization.
- An enthusiasm to display efforts on behalf of the organization.
- Reduction in employees’ turnover
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).
- Motivation helps the managers to introduce changes
In
modern days, Companies are operating in a very changeable environment, so it
needs to change its manager’s role, and extend its employee’s capabilities,
responsibilities and power; in order to deal with such changes (Alkhaffaf,
2011).
Employees
with higher degree of dedication toward the organization are perceived to be
more productive, amicable, have better loyalty towards their work, and possess
higher responsibility and job satisfaction (Karim & Rehman, 2012).
In
consumer durable industry, employee motivation plays a crucial role. This
industry mainly build upon on Consumer behaviour and aspects. Because of that, delivering
a better customer service is very important. Skilled, smart and supportive
staff will decide the future of the organization. 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).
Here
is an example for customer service excellence delivered through motivated
employees who are prepared to go the extra mile to satisfy clients, that result
in positive world of mouth and repeat business.
{Source
– Social Media on Carolyn Melissa Wijegoonerathne > The EFPS (Electronic
Position Fixing System) Community}.
Reference:
Alkhaffaf, M. (2011), The impact of empowering employees on organizational development: A case study of Jordan ICT Sector, Journal of US-China Public Administration, 8, 7, 808-814.
Azeem, S. M., & Akhtar, N. (2014). Job satisfaction and organizational commitment among public sector employees in Saudi Arabia. International Journal of Business and Social Science, 5(7), 127-133.
Buckley, R., & Caple, J. (2009). The theory and practice of training. Kogan Page Publishers.
Charles, K. R., & Marshall, L. H. (1992), Motivational preferences of Caribbean hotel workers: an exploratory study, International Journal of Contemporary Hospitality Management, 4, 3.
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Geomani, (2012), Impact of Motivation on Employee Job Performance, p 46.
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Karim, F., & Rehman, O. (2012). Impact of job satisfaction, perceived organizational justice and employee empowerment on organizational commitment in semi-government organizations of Pakistan. Journal of Business Studies Quarterly, 3(4), 92-104.
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