Objectives, Importance and Basic Principles of Motivation

Objectives, Importance and Basic Principles of Motivation

There is main three objectives of employee motivation:
i. To invigorate employees towards defined results, goals or outcomes
ii. To allow employees to accomplish more than mediocre or agreeable performance levels and
iii.To grasp the higher future of individuals


Based on those three objectives of employee motivation, basic three principles are drafted as follows:
i. All employees are motivated
ii. Employees do things for their reasons and
iii.Organization cannot motivate employees by force- organization has to perform in a manner for them to be motivated (Ali & Ahmed, 2009)


Once, organization is removed demotivated employees within their firm, labor turnover, late attendance and absenteeism, interpersonal conflicts and industrial disputes have been reduced while increasing productivity and increase in quality of work output. All these results will have been made some important advantages to both employer and employee. This is because, employee motivation is ensured that better usage of resources while reducing the wastage. Mainly, employee motivation bridges the gap among capacity to work and the willingness to work of a worker. Once having satisfied employee to the firm, grievances and misconducts will be reduced. Cooperation and team spirit, knowledge, skills and attitudes have been changes favorably beyond the demotivated employee. Mainly, motivated employee wants to accept the organizational change instead of resistance to change because they like to commit with newest atmosphere to their current situation in an innovative manner. Specially, cordial relationship between employer and employee will have been created due to reduction of conflicts and misunderstandings among them (Carr & Tang, 2005).



References

Abbah, M. T., 2014. Employee Motivation: The Key to Effective Organizational Management in Nigeria. Journal of Business and Management, 16(4).

Abelson, M. & Baysinger, B., 1984. Optimal and dysfunctional turnover: Toward an organizational level model. Academy of Management Review, 9(2), pp. 331-341.

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, 5(4), pp. 270-279.

Armstrong, M., 2009. Armstrong´s handbook of human resource management practice. London: Kogan Page.

Asgarkhani, S., 2003. Herzberg's two-factor theory of motivation applied to the motivational techniques within financial institutions,. Michigan: Eastern Michigan University.

Carr, A. E. & Tang, T. L., 2005. Sabbaticals and Employee Motivation: Benefits, Concerns and Implications. Journal of Education for Business.

David, K. & John, W., 2002. Organizational Behaviour. London: Tata Mcgraw Hill Pub. Co. Ltd.

Dell & Twila, 2005. Motivating at work. London: Free Press.

Dugguh, S. I., 2014. Using Motivation Theories to Enhance Productivity in Cement Manufacturing Companies in Nigeria: An Overview. The International Journal of Social Science, 20(1).

Griffin, R. W. & Moorhead, G., 2007. Organizational Behavior: Managing People and Organizations, 8th ed.. 8th ed. New York: Houghton Mifflin Company.

Islam, R. & Ismail, A. Z., 2008. Employee motivation: a Malaysian perspective. International Journal of Commerce and Management, 18(4), pp. 344-362.

Kabungaidze, T., Mahlatshana, N. & Ngirande, H., 2013. The impact of job satisfaction and some demographic variables on employee turnover intentions. International Journal of Business Administration, 4(1), pp. 53-65.

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

Manzoor, Q., 2012. Impact of Employees Motivation on Organizational Effectiveness. Business Management and Strategy, 3(3).

Namhoon, K., 2009. Human Resource Planning. 1st ed. New Jersey: New York Publishers.

Neckermann, S. & Kosfeld, M., 2008. Working for Nothing? The Effect of Non-Material Awards on Employee Performance. Frankfurt: Goethe-University.

Pinder, C. C., 2008. Work Motivation in Organizational Behaviour. London: Psychology Press.

Scott, A. et al., 2006. Job satisfaction and quitting intentions: a structural model of British general practitioners. British Journal of Industrial Relations, 44(3), pp. 519-540.

Strong, R. & Harder, A., 2009. Implications of Maintenance and Motivation Factors on Extension Agent Turnover. Journal of Extension, 47(1).

 

 

 

Comments

  1. Danushi SeneviratneSeptember 1, 2022 at 7:52 AM

    Bartol and Martin (1998) describe motivation as a power that strengthens behavior, gives route to behavior, and triggers the tendency to continue (Farhad et al, 2011). This explanation identifies that in order to attain assured targets; individuals must be satisfactorily energetic and be clear about their destinations. In view of Bedeian, (1993) it is an internal drives to satisfy an unsatisfied need and the will to accomplish. Motivation is a procedure that initiates through a physiological or psychological want that stimulates a performance that is intended at an objective. It is the concluding product of interface among personality behavior and organizational distinctiveness (IRCO). It symbolizes those psychological procedures that foundations the stimulation, route, and determination of deliberate actions that are target oriented (Farhad et al, 2011). Also motivation is a progression of moving and supporting goal-directed behavior (Chowdhury.M.S, 2007). It is an internal strength that drives individuals to pull off personal and organizational goals (Reena et al, 2009).

    ReplyDelete
    Replies
    1. Suneth WijesingheSeptember 2, 2022 at 1:59 PM

      thank you for your comment, i agree with this, yes in order to reach a goal we need to do it with pride then only we can achieve the best result. To keep the employee satisfaction in a high level surely they need a great motivation.

      Delete
    2. Suneth WijesingheSeptember 5, 2022 at 5:21 PM

      Employee motivation for organisational tasks is greatly enhanced by recognition and empowerment. Employees are internally happy with their job, organisation, and organisational environment when they are recognised for their efforts and given a voice in decision making. As a result, their motivation and excitement to complete tasks grows (Manzoor, 2012).

      Delete
  2. Virosha AriyawanshaSeptember 2, 2022 at 4:22 AM

    Motivation can help a worker achieve personal goals and aid in an individual's selfdevelopment. When a worker achieves some initial goals, they realize the clear link between effort and results, which motivates them to continue performing at a high level. Worker satisfaction is critical for every company because it can lead to progress or regress. Employees will not be prepared to meet their goals if there is no incentive plan in place. Thus, managers should seek to empower them through opportunities for advancement, monetary and nonmonetary rewards, or disincentives for inefficient employees. Managers must understand why their employees behave the way they do. A motivator is something that drives or compels people to take action in order to meet a need ( Raj, 2017).

    ReplyDelete
    Replies
    1. Suneth WIjesingheSeptember 2, 2022 at 2:04 PM

      yes i agree with you. if there is no further advancement for them to grow within the organization they are less like to stay longer with the company. Allowing career advancement with in the organization allow employees to increase their performance and this will benefit to the organization as well as for the individual.

      Delete
    2. Suneth WijesingheSeptember 5, 2022 at 5:40 PM

      A completely new method of working, collaborating, and motivating is being created by new communication technologies, globalisation, and the current generation of connected, mobile employees. Numerous academics discuss various changes that will affect the workplace in the future and the development of employees. The three main categories of these changes are generational, organisational, and technological (Korzynski, 2013).

      Delete
  3. Isuri PinnaduwaSeptember 2, 2022 at 10:46 AM

    Each employee possesses their own internal motivation as evidenced by their application for employment, subsequent interview, and retrospectively, review of their degrees and certifications. Accordingly, people are already sufficiently motivated, our task as managers are to unleash that motivation (Goyette, 2016).

    ReplyDelete
    Replies
    1. Suneth WijesingheSeptember 5, 2022 at 5:53 PM

      In addition to what you said , Leaders must not lose sight of the fact that the millennial generation, also known as Generation Y or Millenials, is made up of people who frequently use social media and want two-way, dynamic interaction from peers and executives. Leaders in companies with a growing proportion of millennial employees should pay particular attention to advanced communication tools since failing to do so may make it difficult for them to connect with and inspire young workers (Korzynski, 2013).

      Delete
  4. Suneth WIjesingheSeptember 2, 2022 at 2:07 PM

    Yes everyone has a some kind of a motivation with in them, manager needs to play a key role in uniting that from their employees and get the best performance to increase the productivity.

    ReplyDelete
  5. Dulshan EdirisuriyaSeptember 3, 2022 at 10:15 PM

    hi Suneth,
    Employee motivation, retention and attraction is 3 different but interconnected concepts. The employers those who can motivate, attract and retain the employees are the successful employers. They should have developed strategies to motivate and retain the employees. Motivational strategies are used to boost employees for a short period of time. According to Harvard Management update (1998), 90% managers believe that employee turnover is due to monetary issues. Kaye and Evans (2000) has shown that employee turnover is due to money and perks. But employees would like to accept challenging tasks, to have good managers, better opportunities for learning and development.
    (Sandhya and Kumar, 2011)

    ReplyDelete
    Replies
    1. Suneth WijesingheSeptember 5, 2022 at 5:59 PM

      Ultimately, because the social aspect of motivation is so important in motivation theories as well as in the online environment, leaders must engage in a variety of online activities to establish a bond with their employees and thus exert a positive influence on their motivation (Korzynski, 2013).

      Delete
  6. Sithija HewageSeptember 17, 2022 at 3:32 AM

    Brilliant article Suneth, It is the organizational behavior represented by the organizational senior management which effects the level motivation and satisfaction through its beliefs, principle and underlying values which are closely followed by organization (Roos, Van Eeden, 2008). Organizations core potential lies in its motivated and satisfied employees who consistently contribute towards organization goals and objective. Effective HRM system could be a great deal of assistance in keeping employee morale high (Kumar and Garg, 2011).

    ReplyDelete
  7. Saleem Mutaliph September 19, 2022 at 2:03 AM

    Keeping the employees motivated and retaining them is one of the key challenge for an organization, The term motivation derived from the Latin word movere, meaning to move (Kretiner, 1998). Motivation
    represents “those psychological process that cause the arousal, direction, and persistence of voluntary actions that
    are goal oriented (Mitchell, 1982)

    ReplyDelete

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