Employee motivation

  Using Motivation to Improve Employee Performances The term "motivation" is used to describe the internal and external forces that drive an individual to carry out their duties and work toward their goals (Robbins & Jugde, 2015). The formation of motivation is the result of a dynamic interaction between conscious and unconscious elements  (Walters, 2010) . Need severity, the worth of rewards for achieving goals, employee and peer expectations, and so on all play a role. Leadership experts agree that motivation is a hard subject to grasp. The challenge arises because most managers just think that money is the only thing that drives their staff  (Christopher G. Reddick, 2008) . Contrarily, both internal and extrinsic benefits, like as recognition and praise, play a role in keeping people engaged and committed to their work. Therefore, it is difficult for managers to understand what drives their staff members. Extrinsic benefits like higher pay, perks like corpor...

    Application of Herzberg’s two factor theory in employee motivation.   Dartey-Baah and Amoako (2011), emphasis that Herzberg divided motivation in to two factors: Motivator and Hygiene’s further, two factors determine employee’s satisfaction or dissatisfaction about their job.  Shermerhorn (2001), emphasizing that Herzberg's two-factor theory of clarifies the motivational effects of the work environment. Motivation factors such as recognition, achievement, responsibility, growth, opportunities  and promotion make high motivation and high satisfaction further, Hygiene factors include salary, Working Conditions, Job Security, personal life, Company policies and administration  create general satisfaction. Kim (2006).Herzberg says best way to motivate the employees is to give challenging work that they can take responsibility. Leach and Westbrook (2000) Figure1 :  Two Factor Theory of Motivation      ...

  Application of Maslow’s theory in the employee motivation According to Smith & Cronje (1992), the way Maslow’s theory is explained relies on the fact that people want to increase what they want to achieve in life and their needs are prioritized according to their importance. Deriving from the hierarchy of needs by Maslow, content theories of job satisfaction revolve around employees’ needs and the factors that bring them a reasonable degree of satisfaction (Saif et al., 2012). Based on the basic physical, biological, social and psychological needs of human beings, Maslow came up with a five-stage theory that places the needs of the individual in different categories and prioritizes their attainment. (Jerome 2013). Emphasis that Maslow’s satisfaction theory demonstrates what motivate employees further, stimulate and reinforce the behavior. Organization need to know where employees are on the Maslow’s need pyramid in order to motivate them (Iguisi 2009). Employee likes to w...

  Benefits of Employee Motivation Motivated personnel correlate with an organization’s performance; motivation is intangible, difficult to quantify and incredibly tough to regulate since it is impacted by various causes, but relatively simple to facilitate if done right  (Anne Bruce, 1998) . Motivation may be contagious. If one individual is actively perceived to be happy and engaged at work, morale will increase and enthusiasm spreads across the company. Increased creativity is an essential component for a company's capacity to innovate is the motivation of its personnel. Innovation is crucial for maintaining a firm long term, hence cultivating creativity and drive in your workplace is vital. Motivated personnel will be deeply involved in the success of the firm; consequently, they will frequently be accountable for producing new ideas and improving corporate performance. Employee motivation and engagement are integrally related. Employee motivation levels have a direct ...

  Factors Affecting Employee Motivation   Money is the main motivational factor; no other benefits come even close to it. Employees want to earn   good salary for their work load (Sara et al, 2004). According to Leete (2000), wages equally link to the employees motivation further wages should similar to same designation in the same organization or other employees in other organizations.       Reward and recognition directly affect the performance of employees. Organizations should implement promotion, bonus, increment and appreciation method to retain high performance employees (Ali  and ahmed, 2009). Recognition help employees to feel valued, it boost desire for more recognition and built loyalty (Crampton, 2016).According to Danish and Usman (2010), Employees expect the appreciation and states for their performance. Kim (2006), emphasis reward and recognition encouraging employees’ positive behavior of the organizatio...