Some motivational methods that could affect productivity are job engagement, goal-setting, and reinforcement. Knowing the connection between motivation and productivity can be crucial for employees to increase productivity levels. When employees are motivated they will work more efficiently and raise overall productivity. The first step for employers is choosing how to motivate their employees. Forms of Motivation There are many ways to motivate employees to increase their productivity.
The use of reward systems not only enhances the company but it gives the employee a feeling of personal connection and investment into the company. Building a reward system can be a great asset to the company, by allowing the employees to feel that they are a part of the company. Reward systems are an important tool and key concept to managing an organization effectively. Reward systems have been evolving and growing throughout the years, but there are many types that have always been there. Base pay is the most common, which is an employee’s base wages and salary that they are paid on hourly, weekly, monthly, or annually (Luthans, 2011, p.94).
Procedural equity refers to the decision made regarding the allocation of pay by looking at the fairness in the processes and procedures. Employees received rewards which satisfy their needs and expectations (individual go... ... middle of paper ... ...ng the organization productivity (Lawler, 2003). The importance in conducting this study is actually to oversee whether the equity systems are considered during assessing the employee performance. If the equity systems linked with the performance, most of the organization must be used equity systems in setting their compensation rate. It is learnt that, money is one of motivator factor which may increase the employee credibility level in performing well.
An effective human resource management can always add value to an organization. It goes without saying that monetary always acts as a useful motivator in the workplace, managers can use pay to motivate employees to increase productivity and attain their work goals. Remuneration can be used to motivate from the bottom level of the organization to the top management, even CEOs, it stimulates people to work hard to achieve organizational goals, acts as an inducement to attract people to join and remain with an organization (Weddell et al. 2013 p250). The growing trend that employees reward by cash compensation when they meet or exceed performance goals set and in fact that subordinates tend to be more satisfied and motivated when rewarded by their supervisor (Yammatino et al., 1990).
Praise could be shown in the organization newsletter or in meetings. When managers take time to meet and recognize employees who have performed well, it plays a big role in enhancing employees’ performance (Torrington & Hall, 2006). Organizations should reward employees more often. This greatly improves performance compared to having the rewards maybe only once a year. This is because frequent rewards are easily linked to the performance.
In other words, it is what gives employees the initiative to perform well. One way of accomplishing this task is by enhancing employee engagement, which is defined having “high levels of personal investment in the work tasks performed on the job” (DuBrin 105). Motivation is the key to job satisfaction, creativity, and an all around better work environment. Furthermore, when workers are willing to exert high levels of effort toward organizational goals, it becomes profitable for the company. Statistics show that high employee motivation increases profitability, productivity, and customer satisfaction ratings.
Amanda Richardson says it should be the foundation of the company (Richardson, Huffington Post). The reason for this is that there is a higher chance of productivity going up, profits increasing and employees becoming more engaged. Let’s bring it back on how organizational behavior originated. Organizational behaviors view the interaction of people within a setting. This can help organizations maximize the output of work from the employees.
The second one is when the company works with personal growth as a motivator. This can change the way employees think about work, making them more capable, which can give them a significant purpose in coming to work along with maximizing employees motivation The credibility of the research is something that cannot be taken for granted but needs to be a conscious reflection of the one conducting the study. Validity briefly means that data reflects the truth and reality. Regarding the research methods to obtain data the validity addresses the issue whether or not you have attached the appropriate indicators and to what degree accurate results are obtained.8 All of our respondents were part of the reward system we examined, meaning that they had or should have had sufficient knowledge about the questions we asked. Furthermore, since they all knew the context of the interview (rewards and motivation), they were prepared to talk about these subjects.
ii) Performance related pay (PRP), offering additional payments for individual or team performance according to a range of possible performance criteria. iii) Organization performance pay, based on the profitability of the firm: example value added schemes, profit sharing schemes and employee shareholding. Effectiveness of Performance: Variable pay is the most effective methods to increase employee motivation and increase their productivity through overtime payment, payment with best performance and profit sharing as organizational growth. c) Indirect pay or benefits: non-cash items or services. These may include deferred pay in the form of pension contributions, legal entitlements.
What Are Some Forms of Motivation That Can Be Used To Increase Productivity? There are many ways to motivate employees to increase their productivity. It is important for employers to find what will best motivate their employees. An employee who is motivated by wealth will produce more when they receive pay-for-performance incentives, where employees who are motivated by recognition will produce more if offered more responsibility or a greater title (Michaelson, 2005, p.236). Four types of motivation that help