Employee Motivation & Its Impact to the Employee Performance

 

Introduction of Employee Motivation:

There are numerous motives why employee motivation is important. Mainly as it permits control to satisfy the company’s goals. Without an inspired team of workers, groups may be located in a totally volatile position.

Motivated personnel can cause expanded productiveness and permit an organization to obtain better degrees of output. Imagine having an employee who isn't inspired at work. They will likely use the time at their table browsing the internet for private pride or maybe searching out every other process. This is a waste of your time and resources.

Importance of Employee Motivation:

Employee motivation is an important element on the place of work which results in the overall performance of the Organization. Motivating personnel desires to be an everyday routine.

Having an inspired team of workers is the dream of any Chief Executive Officer (CEO). The cause is an inspired employee plays responsibilities with obligation. The term ‘motivation’ derives from the Latin phrase for movement. A purpose is a cause for doing something. Motivation is the power and route of behaviour and the elements that affect humans to act in positive ways (Armstrong, 2009).

Employees who've excessive degree of motivation obtain excessive degree of process overall performance. Motivation techniques purpose to create a running surroundings and to broaden rules and practices with a purpose to offer for better degrees of overall performance from employees (Armstrong, 2009).

Factors Affecting Motivation Strategies:

The undermentioned table shows the elements affecting motivational techniques and the HR contribution. Ultimate end result is excessive degree of worker process overall performance.

Factors affecting motivation strategies	The HR contribution
People are more likely to be motivated if they work in an environment in which they are valued for what they are and what they do. This means paying attention to the basic need for recognition.	Encourage the development of performance management processes that provide opportunities to agree expectations and to recognize accomplishments
Encourage the development of performance management processes that provide opportunities to agree expectations and to recognize accomplishments	Develop total reward systems that provide opportunities for both financial and non-financial rewards to recognize achievements. Bear in mind, however, that financial rewards systems are not necessarily appropriate and the lessons of expectancy, goal and equity theory need to be taken into account in designing and operating them. Pay particular attention to recognition as a means of motivation. Develop intrinsic motivation by paying attention to job design, ensuring that managers are aware of its importance and their role in designing intrinsically motivating jobs.
Some people will be much more motivated by money than others. It cannot be assumed that money motivates everyone in the same way and to the same extent	Avoid the introduction of a performance related pay scheme in the belief that it will miraculously transform everyone overnight into well-motivated, high-performing individuals.
The need for work that provides people with the means to achieve their goals, a reasonable degree of autonomy, and scope for the use of skills and competences.	Advise on processes for the design of jobs that take account of the factors affecting the motivation to work, providing for job enrichment in the shape of variety, decision making responsibility and as much control as possible in carrying out the work.
The need for the opportunity to grow by developing abilities and careers.	Provide facilities and opportunities for learning through such means as personal development planning processes as well as more formal training. Develop career planning processes.

 

Influencing Factors on Employee Motivation:

High-overall performance operating is ready enhancing overall performance through people. This may be performed thru the improvement and implementation of an excessive-overall performance tradition related to excessive-overall performance work structures wherein overall performance control performs an essential part (Armstrong & Taylor, 2017).

• Realistic Job Preview (RJP) –

Realistic Job Preview (RJP) is a famous recruitment procedure. Realistic activity preview is a way that gives activity applicants with a “realistic” view of what they must assume from the business enterprise and RJP ought to doubtlessly convey the expectancies of potential personnel “right all the way down to earth” (Iddagoda and Opatha, 2018).

Breaugh and Starke (2000) point out that unrealistic excessive expectancies approximately the business enterprise make tougher for the employee to integrating into the business enterprise and this ends in decrease activity delight and growth turnover.

• Pay for Performance –

Pay for overall performance is carefully connected with character overall performance. Appelbaum and Mackenzie (1996) noted that a few cost-aware organizations agree with that through pay for overall performance, personnel gets motivated, and additionally the business enterprise can manipulate the payroll expenses.

• Extensive Training –

Dessler (2009) mentions that each new and gift employees want to gain knowledge of as and while it's miles required. Also, Dessler (2009) additionally states that training is the method of coaching the brand new worker the simple capabilities that he/she wishes to carry out his/her activity. Training must offer knowledge, capabilities and attitudes to the applicable personnel as and while it's miles needed. The final end result is a excessive stage of organizational overall performance from employee activity overall performance. According to Birdi et al., (2008) state that widespread training gives quite a number improvement possibilities for all personnel in preference to training people once in a while to fulfill particular activity wishes. Extensive training approach presenting regular training to the worker that covers a wide location which includes knowledge, capabilities and attitudes.

Role of Strategic Motivation:

Well-articulated strategy, motivation and management take the enterprise forward. In an business enterprise there are bodily assets which include work stations and machines etc. in addition to the informational assets. Without the human resource (employee) those assets are idle. It is the leader’s obligation to put in force a strategic plan for growing motivation. Strategy is a game plan. The phrase ‘strategy’ has the foundation from the Greek phrase stratēgikós, because of this that the artwork of the general. Leader must have a sport plan inspire people accordingly. Consider approximately intrinsic motivation, and extrinsic motivation and act accordingly. Intrinsic motivation is motivation that follows now no longer from outside elements which include status, however instead from authentic interest and ambition. Extrinsic motivation is praise driven behavior. Employee who's greater closer to extrinsic motivation likes praise, repute and economic rewards. Leader must additionally problem whether or not economic and non-economic rewards primarily based totally at the maximum dominating motivational issue to a specific worker. There are numerous theories assist give an explanation for how employees are motivated. These theories as an example McGregor’s Theory X and Theory Y, Maslow's Hierarchy of Needs, Adams' Equity Theory, Herzberg issue principle and McClelland principle etc. offer guidelines on the way to growth motivation with inside the business enterprise. Understanding which principle best fits for which employee facilitates to enhance employee productivity, reduce absenteeism and growth worker activity overall performance.

 

Bibliography:

Al-Ajlouni, M. I. (2020). Can high-performance work systems (HPWS) promote organizational innovation? Employee perspective-taking, engagement and creativity in a moderated mediation model. Employee Relations: The International Journal

Appelbaum, E. Gittell, J.H., & Leana, C. (2015). High-performance work practices and sustainable economic growth. EPRN.

Armstrong, M., & Taylor, S. (2017). Armstrong's handbook of human resource management practice (14^th ed). Kogan Page Publishers.

Iddagoda, Y.A., Opatha, H.H.D.N.P. & Gunawardana, K.D., (2016). Towards a Conceptualization and an Operationalization of the Construct of Employee Engagement. International Business Research, 9(2), p.85.