Introduction
Many theories have emerged on ways of motivating workers as a solution to the low productivity in the working place. Since the world war, issues in the workplace have emerged, such as equality, gender discrimination, poor interpersonal and interpersonal relationships, and job dissatisfaction among other issues. Over the decades, motivation of employees has been seen as one of the most effective solutions to improve productivity in the working place. Today, many employees embrace various methods that motivate their work force such as rewards, provision of good working condition, job security, and eliminating any factor that would cause job dissatisfaction to employees. Employee motivation cannot be ignored today or in the future because a motivated workforce determines the growth and development of the nation. Additionally the report on motivation of employees, prepares the entire student fraternity, regardless of the degree undertaken, to employee challenges in the working place and how to effectively deal with them. Moreover, since some students will be employees in the future, the report seeks to enlighten such students on the importance motivating employees, especially in regard to work productivity and reduction of labor turnover.
Background information
Motivation of employee began when a number of most influential theorist and philosophers tried to understand human behavior. In simpler words, the influential thinkers were trying to find out explanation of actions done by different people under different factors and condition. Some of the theorists that greatly contribute to the future report are namely Abraham Maslow, Frederick Herzberg, and Victor Vroom among many (Lauby 2005). Unfortunately, the philosophers did not have the privilege of using modern science to explain human behavior instead they used vigilant and educated investigation that included direct observation. However, their works have been widely used in the past and in future research, including the future report that this proposal seeks permission because the theories are supported by empirical evidence. Fortunately, today, philosophers can use many fields, including biology, neuroscience among subject to understand and explain human behavior thorough, detailed investigation of the works of the human brain. Therefore, any employee should beware that it difficult to protest the known wisdom, supported by enough evidence that motivating workers improve job performance in all the organization excluding none (Jason 2013). The report will focus on the importance of employee motivation in improvement of job productivity while reducing dissatisfaction and labor turnover as well explain why employees opt to work in certain companies and not in others.
Problem statement
For an organization to remain competitive in its field, while minimizing losses, it requires a working force that is productive, qualified and have the will to work. Additionally, any student that will aim at employing workers in the future ought to know that productivity is vital for an organization to remain competitive in its field. However, some employee lacks the knowledge of how best they can improve worker productivity and attract qualified employees to work in their organization. This is why there is an increased gap between multinational companies and those that have low production and increased labor turnover. Moreover, most of the low production companies are determined to improve productivity and develop to the big multinational corporations. If such companies do not find a solution to their decreased productivity and aim at improving their status, in a few years, their existence will be unheard of. An old technique that has been used for a long time now, employee motivation, can help improve productivity and reduce issues such as labor turnover to job dissatisfaction. This research report is focused on the importance of incorporating employee motivation in the working place. The research will investigate and report on the accuracy, safety, efficiency of employee motivation and implementation of the same to solve employee issues in the working place.
Audience
This report will target students as its primary audience. Most of the students know that the motivation is important because even for them to attain good grades there must be factors that motivate them to achieve their goals in school as well as in life. However, since most students see themselves as employees rather than employers, the report seeks to impact students with the importance of employee motivation if they wish to become employers in the future. Precisely, however, the report will be targeting English department students who were in their last year in college because there will be the next employers and employees in a couple of years. Most English students in their final year are busy improving their grades so that they can attain a degree with honors, and they might find it time consuming to read through the important content of the report on motivation. Moreover, some might see the report as “crossing the bridge” before they're there yet and will tend to undermine the importance of preparing for employee and employer attitude in the future. However, the report will evidently explain the importance of early preparation for future employment since every student, especially in their last year came that far so as to finally secure an employment place after certification. Additionally, the English department last year students will also learn the difference between good working conditions and bad working conditions and this will be important factors to consider when applying for a job vacancy.
Literature Review
Motivation is defined as the set of psychological processes that lead to the arousal, direction and persistence of voluntary actions that are goal directed . Motivation may be also defined as the inherent desire of an individual to satisfy his unsatisfied needs . In the context of an organization, motivation may refer to the willingness of an employee to achieve the organizational goals and objectives . Motivation of employees is critical in organizations to ensure employee satisfaction and productivity.
Various theories of employee motivation have been proposed in the past by leading research authors in the field of organizational behavior that have contributed in defining the factors that may affect employee motivation at work place. Some of these theories have been discussed here.
Maslow Hierarchy of Needs
According to the theory of Maslow Hierarchy of Needs, the needs of the employees may be arranged in the form of a hierarchy and the satisfaction of needs at each level leads to the desire for the higher level of needs . The basic types of needs that form the base or first level of the Maslow hierarchy of needs pyramid include the physiological needs of hunger and thirst. The next higher needs include the safety or security needs of shelter, protection from danger, employee benefit programs and insurance and retirement benefits. The satisfaction of the physiological and safety needs lead to the higher needs of belongingness, self-esteem needs and those of self-actualization .
Figure 1 Maslow Hierarchy of Needs
Vroom’s Expectancy Theory
According to the expectancy theory of motivation proposed by Victor H Vroom, people are motivated to perform certain tasks if they feel in the worth of the goal and that their efforts shall be suitably rewarded for the achievement of the goal . According to this theory, the people’s motivation to complete a task is determined by the value they assign to the outcome of their effort (whether positive or negative) multiplied by the confidence they have that their efforts shall lead to the attainment of the goals .
Force= Valence X Expectancy
Force represents the strength of a person’s motivation, valence is the strength of the person’s motivation of the outcome and expectancy is the probability that certain actions shall lead to the desired outcomes . The Vroom’s theory of motivation is in agreement with the concept of Management by Objectives (MBO).
Path Goal Theory
According to the path goal theory of the motivation, it is the responsibility of the leader to increase the motivation of the sub-ordinates to achieve the personal and organizational goals and objectives . A leader increased the motivation of the follower by increasing the rewards for the followers or clarifying the path to the followers . Path clarification means that the leaders work in close coordination with the followers to help them understand what behaviors may lead to the attainment of the goals .
Figure 2 Role of Leader in Path Goal Theory of Motivation
Two Factor Theory
The two factor theory of motivation proposed by Frederick Herzberg proposes two factors for employee satisfaction in a work environment that are the motivation factors and hygiene factors . The work motivation factors are closely related to work content or job profile and the work, hygiene factors are related to the work environment . According to this theory, the managers should work on providing their employees with a safe, positive and healthy work environment. After these conditions are met, the various methods of motivation may be used to increase the motivation level of the employees .
Figure 3 Two Factor Theory of Motivation
Equity Theory of Motivation
According to the equity theory of motivation, people may be motivated to complete certain tasks based on the perceived outputs and the required inputs . According to this theory, people tend to match their inputs or efforts needed to complete a certain task with the outputs in the form of rewards and recognition on the completion of the task .
Reinforcement Theory of Motivation
According to the reinforcement theory of motivation, the motivation of an individual is related to the behavior that is in turn based on the consequences . This theory is based on the law of effect, according to which a behavior that is followed by positive consequences is likely to occur more frequently than the behavior that is followed by negative consequences . The less occurrence of behavior due to unfavorable consequences in called reinforcement process .
Four options may be used to modify the behavior of the employees through reinforcement theory:
Positive reinforcement refers to increasing the frequency of a behavior by increasing the favorable outcomes associated with the behavior .
Negative reinforcement refers to the decrease in the frequency of the behavior by removing something displeasurable after the behavior is performed .
Extinction refers to decrease in the frequency of the behavior by removing the consequence that reinforces it. .
Punishment leads to the decrease in the frequency of a behavior by introducing an adverse consequence immediately after the behavior .
Figure 4 Reinforcement Theory of Motivation
Research Methodology
The research methodology of the present paper is exploratory research based on the secondary data analysis. Secondary data sources include books, online journals and articles that provide information about motivation theories and the application of motivation concept in the workplace. Secondary data analysis has been used so as to save time and cost for the research. Only data from reliable and authentic sources has been considered so as to maintain the accuracy and validity of the data.
Observations
Research studies have indicated the importance of employee motivation in increasing the performance of the organizations. Organizations employ various motivational methods by improving employee engagement and implementing employee empowerment to increase the motivation of employees in organizations . Intrinsic motivation that is based on the inherent satisfaction of the employees as an important role in motivating the employees towards the work in comparison to the extrinsic motivation methods such as financial rewards and incentives . Intrinsic motivation is highly related to employee satisfaction and employee loyalty towards the organization .
Research studies have also indicated a close relationship between employee reward systems, employee training programs and employee commitment with employee motivation . Employee reward systems have a positive impact on the employee motivation. The impact of employee training programs on employee motivation is also positive. Motivation also plays a crucial role in increasing employee commitment towards the organization.
Discussion and Results
On the basis of the research literature review and observations, it may be correct to interpret that the concept of motivation has a wide application in current organizations. Due to the high level of globalization and rising competition, a highly motivated workforce is considered an important source of competitive advantage for organizations. Organizations employ various methods of employee motivation such as the intrinsic employee motivation methods through the satisfaction of the employees in their work profiles and the extrinsic methods of employee motivation such as as financial rewards. These motivational methods can be linked to the various theories of motivation discussed in the literature review. The financial rewards and employee benefit programs tend to satisfy the financial needs of the employees in the light of the Maslow Hierarchy of Needs and also tend to motivate employees to perform better on the basis of the path goal theory of motivation. The role of work environment is essential to retain the employees and serves to satisfy the higher needs of employees.
Conclusion
Organizations can implement various techniques for employee motivation to increase the commitment of employees in organizations. Employee motivation is essential to reduce the employee turnover rates in organizations and also increase the employee commitment and employee satisfaction.
Works Cited
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