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.