Factors Affecting Employee Motivation

 

Factors Affecting Employee Motivation

   Human beings, whether in industrial or business organizations, are seen as one of the important factors for the attainment of the organizational goals. As such, motivating factors inside humans must be recognized in order to enhance efficiency and productivity and then embark on satisfying their needs to improve their efficiency. If the reasons for employees’ dissatisfaction become clear it is possible to make more efforts to enhance their working conditions and make them more satisfied since when people feel satisfaction with their jobs they will unconsciously perform their job more carefully and they will be pleased by doing so (Golzadeh, E. 2010).

1.      Money - This is the main motivational factor to the employees. They want to earn   good salary for their work load (Sara, P., 2004). Wages equally link to the employees motivation further wages should similar to same designation in the same organization or other employees in other organizations (Leete, L., 2000).

2.      Reward and recognition – This is directly affect the performance of employees. Organizations should implement promotion, bonus, Increment and appreciation method to retain high performance employees (Ali, R. and Ahmed, M.S., 2009). Recognition help employees to feel valued, it boost desire for more recognition and built loyalty (Crampton, 2016). Employees expect the appreciation and states for their performance (Danish and Usman, 2010). Emphasis reward and recognition encouraging employees’ positive behavior of the organization (Kim, 2006).

3.      Leadership style and behavior – This factor play major roll in any organizations. If the employees trust organization and leadership, they will deliver maximum work efficiency (Baldoni, 2005). Implementation of Correct leadership style and method increase the turnover rate of any organization further, leadership style is good for the employees to increase their motivation level (Chaudhry and Javed, 2012).

4.      Trust and relationship - Empowering provides significant pride in the work force. Employees execute new ideas to improve productivity and feel they are also responsible for any decision (Yazdani, Yaghoubi and Giri, 2011). Trust is defined as the understanding each other. If organization wants to achieve goals, trust and relationship plays a major role. Trusting employees increase productivity and never leave the company because employees are motivated (Hassan, Dollard and Winefield, 2010). Training is necessary tactic for motivating employees. An organization has to carryout training related to new process, technologies (Tella, Ayeni and Popoola, 2007).

Example - Bakhshi Ali Abadi et al. (2004) performed a descriptive study on “Factors improving job motivation among the faculty members of Rafsanjani University of Medical Sciences”. The participants were all 82 faculty members of Rafsanjani University of Medical Sciences who completed a 40 item questionnaire developed by the researchers based on Herzberg’s two factorial theory with an acceptable level of reliability and validity. The data were analyzed through absolute and relative frequencies and Chi-square test using SPSS Software. 

   The results indicated that 81% of the participants regarded external factors and 72% considered intrinsic factors as job motivational factors. The most important extrinsic factors affecting job motivation were salary, job security, workplace conditions, the quality of communication with others, supervision, and policies governing the workplace and the most significant intrinsic factors were the nature of job, appreciating employees, job development, and job success, respectively. According to the participants, extrinsic (health) factors were more important than intrinsic (motivational) factors in creating job motivation. This finding is not consistent with Herzberg’s theories. It was also noted that salary and job security are the most important predictors of job motivation.

References

Ali, R.,Ahmed, M.S.,(2009).The Impact Of Reward And Recognition Programs On Employee’s Motivation And Satisfaction: An Empirical Study. International Review of Business Research Papers Vol. 5 No. 4 June 2009 Pp.270-279.

Bakhshi Ali Abadi, H.; D. Norouzi; and Z.S. Hosseini. 2004. “Factors Affecting Job Motivation among the Faculty Members of Rafsanjan University of Medical Sciences”. Iranian Journal of Medical Sciences 4, no. 12.

Baldoni, J., (2005). Motivation Secrets. Great Motivation Secrets of Great Leaders [online] . Avialabel at:http://govleaders.org/motivation_secrets.htm [Accessed on 26 September 2019].

Chaudhry, A.Q., Javed,H.,(2012). Impact of Transactional and Laissez Faire Leadership Style on Motivation. International Journal of Business and Social Science, Vol. 3 No. 7.

Crampton, D. (2016). 5 Strategies for Motivating Employees [online].Available at:https://www.youtube.com/watch?v=kBSVYt18vkY [Accessed on 1st May 2022].

Danish, R. and Usman, A. (2010). Impact of Reward and Recognition on Job Satisfaction and Motivation: An Empirical study from Pakistan. International Journal of Business and Management, 5(2).

Golzadeh, E. 2010. “Factors Affecting Employee Job Motivation in Organizations”. Management Central Website.

Hassan, Z., Dollard, M.F., Winefield, A.H., (2010). “Work Family Conflict in East vs.Western Countries”, in cross-cultural management: An International journal, vol.17 issue 1. pp.30-41.

Kim,D.(2006). Employee Motivation: “Just Ask Your Employees”. Seoul Journal of Business,Volume 12, Number 1.

Leete, L. (2000). Wage equity and employee motivation in nonprofit and for-profit organizations. Journal of Economic Behavior & Organization, 43(4), pp.423-446.

Sara, P. (2004). Learning and skills for sustainable development: developing a sustainability literate Society. Forum for the future.

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.

Yazdani, B. O., Yaghoubi, N. M., & Giri, E. S., (2011). Factors affecting the Empowerment of Employees.European Journal of Social Sciences, 20 (2), 267-274.

Comments

  1. Nilushi FernandoMay 5, 2022 at 12:51 AM

    Hi Hashini . According to Armstrong and Taylor (2014) motivation as the psychological effect on people to behave in one direction. Reward and recognition support to enhance the performance of employees. To retain high performance employees Promotion, bonus, increment and appreciation methods should be implemented. (Ali and ahmed, 2009).

    ReplyDelete
    Replies
    1. Hashini WijayaratneMay 5, 2022 at 12:46 PM

      Thank You Nilushi, Further adding to the comments, effective managers have the ability to motivate those they work with to behave in a specific, goal-directed way. Motivation is defined as energizing, directing and sustaining employee efforts. A motivated team should be energized and excited about performing tasks. They should be focused on doing what is important for the organization. Managers want a sustained effort from their employees so that they work hard whether or not the boss is present (Evens, 2010).

      Delete
  2. Ashanthi RajapakseMay 6, 2022 at 9:32 AM

    Hi Hashini. Further adding to the post, motivation can help a worker achieve his or her personal goals and aid in the development of an individual. Once that person achieves some basic objectives, they will see the direct correlation between effort and outcomes, which will encourage them to stay motivated (Ganta, 2014).

    ReplyDelete
    Replies
    1. Hashini WijayaratneMay 6, 2022 at 1:36 PM

      Hi Ashanthi, I agree with the feedback. Along with them, intrinsic factors such as; recognition, skill variety, trust, fairness of treatment, work life balance, meaningful work, empowerment and task significance plays a part in employee motivation (Caroline, 2014)

      Delete

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