Conclusion

 

Conclusion

   The purpose of this blog post to understand the factor affecting for employee motivation and benefit of employee motivation. Adding further, consider management should adjust their motivation techniques. There are few conclusions.

   Motivation is an internal feeling which can be understood only by the Manager since he is in close contact with the employees. Needs wants and desires are inter-related and they are the driving force to act. These needs can be understood by the Manager and can frame motivation plans accordingly Motivation therefore is a continuous process since the motivation process is based on needs which are unlimited (Hong, J., Yang, S., Wang, L., Chiou, E., Su, F. and Huang, S.,1995).

   The process has to be continued throughout and can summarize by saying that motivation is important both to an individual and a business (Korzynski, 2013).

Motivation is important to an individual as:

•      Motivation will help to achieve personal goals.
•          If an individual is motivated, he will have job satisfaction.
•          Motivation will help in self-development of individual.
•          An individual would always gain by working with a dynamic team.

Motivation is important to a business as:

•          The more motivated the employees are, the more empowered the team is.
•          The more is the teamwork and individual employee contribution, more profitable and successful in the business.
•          During the period of amendments, there will be more adaptability and creativity.
•          Motivation will lead to an optimistic and challenging attitude at the workplace.

   Organization should give good salary, reward, recognition, job security and create good work environment to increase employee’s motivation level and efficiency (Wiley, 1997). Management need to implement combination of Hygiene and Motivation factors to motivate employees (Dartey-Baah and Amoako, 2011). 

Research has shown that employees who are highly motivated are likely to:

•          Have fewer absences from work
•          Deliver higher levels of performance
•          Work harder when workplace demands are high
•          Be loyal to their organization, resulting in a reduction in staff turnover
•          Deliver higher levels of customer service, resulting in greater customer retention.
•          Given these benefits, it is clear that highly motivated employees are likely to have a positive impact on your bottom line.

 

   Management should implement new work environment and modern communication system to improve employee’s motivation and productivity. Focus on new generation therefore, organization need to arrange product and online training's for young and modern employees to retain them (Korzynski, 2013).Management should give freedom to carry out activities as a result, it generate higher performance and increase business performance.

    Employees look for employment with another organizations and they compare benefits that get with other organizations therefor, it is very important to retain critical employees to achieve organization objectives.If organization can introduce flexible work schedule based on employees workload they can increase the productivity and maintain higher motivation level (Ramlall, 2003).

  As a conclusion which needs to be taken into consideration by various organizations in order to enhance the business performance. In the phase of anti-globalization era, a company can be effective in fulfill the desire of the employees. Which can assist the human resource department to understand about the various factors associated with the motivation factors of the workers. Then after doing the entire study it can be concluded that in positive and affirmative way it is a fact that the motivated employees can bring the desirable success for the various business organization to reach over the targeted (Faisal,A., 2017).

References

 

Dartey-Baah, K. and Amoako, G.K. (2011).Application of Frederick Herzberg’s Two-Factor Theory in Assessing and Understanding Employee Motivation at Work: A Ghanaian Perspective. European Journal of Business and Management, Vol 3, No.9.

Faisal,A,(2017). - The Impact of Employee Motivation on Organizational Commitmen European Journal of Business and Management.

Hong, J., Yang, S., Wang, L., Chiou, E., Su, F. and Huang, s. (1995), "Impact of employee benefits on work motivation and productivity", International Journal of Career Management, Vol. 7 No. 6, pp. 10-14. https://doi.org/10.1108/0955621951009806

Korzynski, P. (2013). Employee motivation in new working environment. International Journal of Academic Research, 5(5), pp.184-188.

Ramlall,S.(2003). Organizational Application Managing Employee Retention as a Strategy for Increasing Organizational Competitiveness.Applied H.R.M. Research,Vol 8,No.2,pp.63.72.

Wiley,C.(1997). What motivates employees according to over 40 years of motivation surveys. International Journal of Manpower. Vol. 18 Iss 3 pp. 263 – 280.