Other Methods of Motivation

Other Methods of Motivation

There are two main methods of motivating employees: financial motivation and non-financial motivation. A quarterly study by McKinsey found that seventy percent of organizations plan to use or plan a motivational program (Dewhurst, Gutridge and Mohr, 2009). Many managers still believe that money is everything. Through research most people except non-financial gifts or recognition have been shown to serve as a better motivator than money (Dewhurst, Gutridge and Mohr, 2009) Gifts can be obtained either financially or non-financially, independently or group.

There are positive and negative aspects to workplace groups. Group benefits can be positive because employees have a common bond, and groups are more effective and increased communication between employees and top management due to team environment. Some examples are given below for financial and non-financial rewards (Dewhurst, Gutridge and Mohr, 2009).

•     Create a friendly work environment

Employees spend a large amount of time of their lives for working in the office. (Graham, 1999).Therefore, need to make the office environment as look like friendly and appealing as possible.

•     Acknowledge  employees’ achievement

Everyone wants to be recognized for something they have done; be it for work or personal achievement. Accepting a job from top management means more to an employee (Graham, 1999).

• Rewarding employees

The rewards must be meaningful and be given for an action that the manager wants repeated by other employees. To make a reward meaningful, it should be specific to the person receiving it, and it should have thought put into it. It will mean more to a person if they know the reward is sentimental and meant for them. Employees should not be given a reward for a good effort, but instead on a stellar job on a project or action. It is also important to recognize the employees that are behind the scenes and doing the background work. Without these people, the organization would not stay afloat (Graham, 1999).

·        Positive communication is the key

Everyone communicates on the job and it can be the easiest thing management can do with employees sometime each day to speak a word with your employees and discussions from concerns to comments (Graham, 1999).This will not only make employees happy, but will also give employees the essential insight into your business.

·        Encourage friendly competition

A little competition among the employees is healthy (Graham, 1999). A competitive environment is a productive environment. Encourage employees to participate in competitions or challenges as it is healthy and may actually lead to increased camaraderie. Friendly competition amongst teams helps with employee engagement and employee participation.

·        Encourage creativity

A new generation employees have innovative techniques and it will encourage to make creativity of work environment with effective and efficiency (Barbuto, 2007).

·        Encourage teamwork

Teamwork is a main way to achieve the goals of an organization it would encourage/motivate by the top management the organization will achieve goals in the target time period easily (Barbuto, 2007).

·        Welcome all ideas

According to the ideas of an employee’s it will create the new opportunity/diversity for the institution in future/present. Since management would encourage/welcome the ideas to improve the business or something it will motivate the employees (Barbuto, 2007).

Financial rewards are short-term motivation for employees and then forgotten in the career of the employee. This method does not take much time to manage, but it does not have a lasting impact on employees

The most common financial reward is a monetary bonus or salary increase. More than half of the employees surveyed in 2009 by the Human Resources Management Society states benefits and compensation were important ("2009 employee job satisfaction"). With the recent economy, compensation may be more important, but it will not serve as a strong motivator for everyone. A cash bonus is a permanent salary to encourage employees to work hard and meet company goals additional payment on top (Hodder Education, 2009). A bonus, motivates the employee to understand exactly what the corporate objectives are, as well as being a profitable employee and making sure the goals are met.

Another form of financial motivation is organizations that offer employees to participate in a profit sharing program. Profit sharing, as its name implies, allows employees to get a share of their profits above their regular wages. This type of motivation is commonly used in the service sector because it is difficult to calculate the employee's profit contribution to the company (Hodder Education, 2009).All organizations are following above mentioned motivation techniques to satisfy the employees and to achieve the organization's goals.

List of References:

Baldoni, J., (2005). Motivation Secrets. Great Motivation Secrets of Great Leaders. [Online] http://govleaders.org/motivation_secrets.htm.

Burton,K.,(2012). A Study of Motivation., Indiana University.

Graham ,S(1999) what employers must do to Motivation. in African Americans

Homans, G.C. (1958) Social Behavior as Exchange the American Journal of Sociology, Vol. 63, No.6, Emile.

Kamalian, A. R., Yaghoubi, N. M., & Moloudi, J., (2010) Survey of Relationship between Organizational Justice and Empowerment (A Case Study). European Journal of Economics, Finance and Administrative Sciences.

Benefits of motivation

Benefits of motivation

Motivation satisfies the needs of individuals as well as groups. Every individual or group of individuals join an organization to fulfill certain personal needs. The motivation function of the manager serves to help such fulfillment. Motivation also promotes job satisfaction. When an employee’s needs are sufficiently fulfilled, he/she is on the whole happy. His/her job satisfaction is more direct concern. It is the key factor in other important consequences. Managers, in general, are satisfied with jobs which are challenging in character and involve some creative thinking. An individual’s contribution to output is the resultant of two variables-his/her capacity for work and his/her willingness to work.

Deploy human resources into action

Every concern requires physical, financial and human resources to accomplish the goals. It is through the motivation that human resources can be utilized by making full use of it. This can be done by building a willingness in employees to work. This will help the enterprise in securing the best possible utilization of resources (Solomon, R. L. 1980).

Improves level of efficiency of employees

The level of a subordinate or an employee does not only depend upon their qualifications and abilities. For getting the best of their work performance, the gap between ability and willingness has to be filled which helps in improving the level of performance of subordinates Solomon, R. L. (1980). This will result into-

·        Increase in productivity

·        Reducing cost of operations

·        Improving overall efficiency

Leads to the achievement of organizational goals

According to (Faisal 2017).the goals of an enterprise can be achieved only when the following factors take place:-

·        There is the best possible utilization of resources

·        There is a co-operative work environment

·        The whole employees are goal-directed and they act in a purposive manner

·  Goals can be achieved if co-ordination and co-operation takes place simultaneously which can be effectively done through motivation.

Builds friendly relationship

Motivation is an important factor which brings employees satisfaction. This can be done by keeping into mind and framing an incentive plan for the benefit of the employees. This could initiate the following things (Faisal 2017):

·        Monetary and non-monetary incentives

·        Promotion opportunities for employees

·        Disincentives for inefficient employees

According to (Faisal 2017).In order to build a cordial, friendly atmosphere in a concern, the above steps should be taken by a manager. This would help in:

·        Effective co-operation which brings stability,

·        Industrial dispute and unrest in employees will reduce,

·    The employees will be adaptable to the changes and there will be no resistance to the change,

·        This will help in providing a smooth and sound concern in which individual interests will coincide with the organizational interests,

·        This will result in profit maximization through increased productivity.

Leads to the stability of workforce

Stability of workforce is very important from the point of view of reputation and goodwill of a concern. The employees can remain loyal to the enterprise only when they have a feeling of participation in the management. The skills and efficiency of employees will always be of advantage to employees as well as employees  (Faisal 2017). This will lead to a good public image in the market which will attract competent and qualified people into a concern. As it is said, “Old is gold” which suffices with the role of motivation here, the older the people, more the experience and their adjustment into a concern which can be of benefit to the enterprise (Faisal 2017).

List of References:

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

Kamalian, A. R., Yaghoubi, N. M., & Moloudi, J., (2010) Survey of Relationship between Organizational Justice and Empowerment (A Case Study). European Journal of Economics, Finance and Administrative Sciences.

Conclusion

Conclusion

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. The process has to be continued throughout and can summarize by saying that motivation is important both to an individual and a business. Motivation is important to an individual as:

·        Motivation will help him achieve his 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.

Similarly, motivation is important to a business as:

1.     The more motivated the employees are, the more empowered the team is.

2.  The more is the teamwork and individual employee contribution, more profitable and successful in the business.

3.     During the period of amendments, there will be more adaptability and creativity.

4.     Motivation will lead to an optimistic and challenging attitude at the workplace.

Research has shown that employees who are highly motivated are likely to:
          ü have fewer absences from work

ü deliver higher levels of performance

ü Work harder when workplace demands are high

ü be loyal to their organization, resulting in a reduction in staff turnover

ü Deliver higher levels of customer service, resulting in greater customer retention.

ü Given these benefits, it is clear that highly motivated employees are likely to have a positive impact on your bottom line.

People seek security and the underlying needs are fundamental to people’s existence. After these needs are satisfied, people will focus more on job performance. People also see social systems, so the sociability aspect of effective organizations cannot be neglected. Last but not least, personal growth is also important to people, as self-actualization and the need for achievement and growth are vet powerful needs that influence the development of effective organizations. Management should evaluate the employee suggestion scheme and use the feedback from the workforce to improve the organizational environment and fulfill their needs and skills. People are different and they are motivated by diverse needs, such as physiological needs, safety requirements and self-actualization needs. Thus, focusing on employees at every level of the workforce and analyzing each department of the organization will provide detailed accurate information regarding the needs of employees.

A motivated and qualified workforce is essential for any company that wants to increase productivity and customer satisfaction. In this context, motivation means the willingness of an individual to do efforts and take action towards organizational goals. The challenge for any manager is to find the means to create and sustain employee motivation. On one hand, managers should focus on reducing job dissatisfaction (working conditions, salary, supervision, relationship with colleagues), while on the other hand should use motivating factors such as achievement, recognition, responsibility and the work itself. Employee participation and empowerment do not only enhance efficiency, growth and innovation but they also increase employee motivation and trust in the Organization. If employees feel appreciated for their work and are involved in decision-making, their enhanced enthusiasm, and motivation will lead to better productivity and loyalty

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.

Need theories revolve around the fulfillment of an internal state that makes certain outcomes appear attractive these theories form the basic foundations of motivation theories, and are the most straightforward. There are three main needs theories: Maslow’s Pyramid Hierarchy of Needs Maslow’s theory states that people have a pyramide hierarchy of needs that they will satisfy from bottom to top. There are deficiency needs, that will stifle any other movement if they’re not satisfied, and growth needs, that can be progressively satisfied once the basics have been covered. Alderfer’s ERG Model Alderfer’s model condenses Maslow’s five human needs into three categories: Existence (material and physiological), Relatedness (social and external esteem) and Growth (internal esteem and self actualization). McClelland’s Achievement Motivation Theory McClelland’s acquired needs theory states that an individual’s specific needs are acquired over time according to one’s life experiences. He described three types of motivational need: achievement motivation authority/power motivation and affiliation motivation

List of References:

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

Kamalian, A. R., Yaghoubi, N. M., & Moloudi, J., (2010) Survey of Relationship between Organizational Justice and Empowerment (A Case Study). European Journal of Economics, Finance and Administrative Sciences.