In recent years, how to improve employee motivation has become one of the most discussed topics in our daily social news. Working demands differ significantly around the world. People working in different kinds of industries obtain different rewards. Most of the time, the employee’s motivation depends on the local government policies and the customs of their society. This includes, for example, employee competitive salary, year-end bonuses and company stock dividends, paid annual leave, employee lunches and break times, paid social insurance and regular vocational skills training. There are also some welfare factors such as free employee traveling, free books and gym membership, monthly team building and communication activities, a comfortable …show more content…
The theory says that mainly about the degree of motivation comes from the employees themselves and the reference object the proportion of harvest and subjective feeling. And the theory is a study the relationship between man 's motivation and his perceptions. Adams 's Managing Employee Performance and Reward(Adams 1965) focuses on the rationality and fairness of wage distribution and affect of the quality of working enthusiasm of workers production. When employees has made achievements and were paid, they were not only concerned about the absolute amount of their income, but also with the relative the work they had done. Various comparisons has to be made in order to determine whether he reward is reasonable, and the results of the comparison will directly affect the future enthusiasm. In addition, regardless of position, employees who want to feel their contributions and performance are rewards and were paid. If employees feel less paid then it will lead to a feeling of hostility towards the organization or perhaps their colleagues, it is a may result in poor performance of employees at work. It is subtle variable, also played a fair sense of the important role. It is just an idea that honors work performance and appreciates employees who create a sense of satisfaction that helps employees feel comfortable and results in simple behaviors. Criticism has pointed to both the practical application of hypotheses and equity theory. Critics also argue that one might think of equity or inequality not only in relation to specific inputs and outcomes, but also in terms of determining the overall system of these inputs and outputs. Thus, in a business environment, one may feel that his or her compensation is fair to other employees, but we can see the entire compensation system as unfair (Carrell and Dietrich, 1978,p.
Rewards can have a positive influence on work motivation and performance. They contribute to fundamental human needs such as esteem or self-actualization, create a basis for communication amongst co-workers, and push employees to complete work related tasks. Rewards such as recognition, monetary payments, and privileges have many advantages and uses but also have some drawbacks. An example of a drawback of rewards is when the rewards reduces intrinsic motivation, this relates to the overjustification effect.
The motivation of employees is the key crucial element in any organization. Employers should be able to implement all the strategies for motivation to increase the worker's performance. Motivation has got a lot of influences in performance levels and productivity in any organization. The example of motivation ways is through rewards, promotion, job recognition and others. The key factors to motivation also can include useful communication, supervision, career progression, interpersonal relations, recognition, money and also control. These factors influence the healthy performance behaviors of employees.
Employee Motivation Employee motivation is a key factor within a successful organization. or business. The quality of work that people express is often a result. of the motivation they possess. Companies have a variety of ways to motivate their employees, as well as keep them satisfied.
An employee’s productivity and motivation derives from many different aspects. Some individuals have a higher productivity in the work place simply because they are motivated by the place itself, probably they feel comfortable in the place of work or they are treated with the upmost respect and love their jobs. Others in the other hand are more influenced by the liquid compensation, these will perform a better role and become more productive when there is more money involved. In this research paper we will learn whether employees are motivated by appraisals or by money, I will research if an employee works harder when there is a bonus or a raise at hand, or if the dedication and the hard work that they bring into the company is because they love what they do and they just need to be recognized, perhaps they just need the push and the motivation from their employers to become more
Why do we work? For most of us, it’s because we have to or for the money. There are a lot of people out there who goes into work that they don’t want to do and we are familiar with volunteers who work harder and done their jobs better than a paid staff. Having a better understanding of what motivates employees in the work place will help most organizations get the most out of the workers who work for them.
According to the equity theory people (employees) subjectively determine the attitude of the consideration received for their efforts and then relate it to the remuneration of other people doing similar work. If this comparison indicates imbalance and injustice, a person believes that his colleague for the same work received a greater award. As a result, it is necessary to motivate the employee to ...
Motivation is the force that transforms and uplifts people to be productive and perform in their jobs. Maximizing employee’s motivation is a necessary and vital to successfully accomplish the organization’s targets and objectives. However, this is a considerable challenge to any organizations managers, due to the complexity of motivation and the fact that, there is no ready made solution or an answer to what motivates people to work well (Mullins,2002).
The term “motivation” is often utilized interchangeably with the word “drive” when considering an individual’s work performance. According to Robbins and Judge (2009), motivation refers to the “processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal” (p. 175). There are multiple external factors that may influence an individual’s work performance. Understanding individual motivation will promote financial stability within an organization while fostering cohesiveness amongst coworkers. Herein this discussion, motivation in the workplace will be summarized with additional research related to the goal-setting theory and the self-efficacy theory.
The majority of people on earth work either with or without salary (housewives, volunteers). Why some of them work more and others less? Why some of them are happy in their jobs and others are not? The questions were puzzled managers and psychologists who, through the understanding of employee incentives want to steer their behavior to reach the objectives of the organization. The following essay will consider two basic motivation theories that attempt to answer the above questions.
It is important for manager to understand that what motivates the individuals. There are different kinds of motivation theories which reveal that individuals are motivated by different factors. For example there is extrinsic motivation and intrinsic motivation (Amabile, 1993). Extrinsic motivation refers to the motivation that one has for the extrinsic rewards such as pay, status, power, etc. Then there are intrinsic motivating factors such as the chance to exercise one’s skills, the opportunity to learn and personal development. Research suggests that various factors motivate employees in a different degree depending on their nature. It would therefore be important for the manager to understand that what are the motivating factors for individual employees and then provide them incentives accordingly so that they can work in a more productive fashion. Once the individuals work with greater excitement and vigour it would automatically lead to better performance.
I was formerly employed by a supplier of automobile parts where in addition to using compensation as a means of motivation; they too were dedicated in ensuring their employees had maximum job satisfaction. This was achieved by giving autonomy in their job functions and assigning significa...
A job analysis can be very useful when training employees, as the illustrated duties and skills required can then be used to assist the employer in providing the necessary training programs, tools and facilities for the job (Lynn, 2007). Business leaders are often faced with a number of challenges when it comes to employee management including; an employee’s acceptance into the organization and overseeing quality of work. Employee motivation is another element that organizations should consider in running an effective business.
Employee Motivation Employee engagement is a key business driver for organizational success. High levels of engagement in domestic and global firms promote retention of talent, foster customer loyalty and improve organizational performance and stakeholder value. A complex concept, engagement is influenced by many factors--from workplace culture, organizational communication and managerial styles to trust and respect, leadership and company reputation. For today's different generations, access to training and career opportunities, work/life balance and empowerment to make decisions are important. Thus, to foster a culture of engagement, HR leads the way to design, measure and evaluate proactive workplace policies and practices that help attract and retain talent with skills and competencies necessary for growth and sustainability. The challenge today is not just retaining talented people, but fully engaging them, capturing their minds and hearts at each stage of their work lives. Employee engagement has emerged as a critical driver of business success in today's competitive marketplace. Further, employee engagement can be a deciding factor in organizational success. Not only does engagement have the potential to significantly affect employee retention, productivity and loyalty, it is also a key link to customer satisfaction, company reputation and overall stakeholder value. Thus, to gain a competitive edge, organizations are turning to HR to set the agenda for employee engagement and commitment. Employee engagement is defined as "the extent to which employees commit to something or someone in their organization, how hard they work and how long they stay as a result of that commitment." Research shows that the connection between an...
Employee performance defines the individual performance and behavior. It is essential to understand that performance is not merely a tasks and work need to be done to receive bonus or pay increase. Main objective is to enhance the skills set of an individual while helping the business performance (Baker, 1999).
Ability in in turn depends on education, experience and training and its improvement is a slow and long process. On the other hand motivation can be improved quickly. There are many options and an uninitiated manager may even know where to start. As a guideline seven strategies for motivation.