Factors Affecting Employee Motivation

 

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 organization. The example for recognizing employees’ positive behaviors are “thank you” letter or giving some gift.

 

Motivating your employees has many benefits and does not have to be difficult or cost the earth, however it does require a balance of a few factors. Here are 5 factors we feel are key to creating motivated employees:

 

·     Reward and recognition                          

·     Development

·     Leadership 

·       Work life balance

·       Work environment

Regarding the intangible environment, motivated employees value engagement and communication. Engagement is achieved through many different factors such as, giving regular feedback, development and daily challenges. Effective communication is created through a continuous open dialogue, dependent on trust. Honest and open communication throughout the business is the foundation of creating a workplace where all employees can thrive.

To conclude, motivated employees can aid in increasing productivity, engagement and even profit among other benefits! It is important not to take motivated employees for granted and continue to nurture them and ensure that they feel motivated and valued to do their best work for the organization.  Gemma (2019)

Leadership style and behavior play major roll in any organizations. If the employees trust organization and leadership, they will deliver maximum work efficiency (Baldoni, 2005). According to Chaudhry and Javed (2012), Implementation of Correct leadership style and method increase the turnover rate of any organization further, leadership style is good for the employee to increase their motivation level. 

 

Empowering provides significant pride in the work force. Employees execute new ideas to improve productivity and feel they are also responsible for any decision (Yazdani, Yaghoubi and Giri, 2011). Trust is defined as the understanding each other’s. If and organization wants to achieve goals, trust and relationship plays a major role. Trusting employees increase productivity and never leave the company because employees are motivated (Hassan, Dollard and Winefield, 2010). Training is necessary tactic for motivating employees. An organization has to carryout training related to new process, technologies (Tella, Ayeni and Popoola, 2007).

 

In this modern world, employees have been become strong factor of any type of organization where the employee put their efforts to achieve organizational objectives. Whereas, the factors that affect employee’s motivation is becoming a set of organizational strategy. Motivation is a factor that helps the employees to continue job proficiently. Motivation and job satisfaction both are the most important matter in private and public sector. Job satisfaction is the people attitude and feelings towards job that they perform. Pay promotion benefits work environment and relationship with coworkers are element of the job satisfaction. One of the most important things to motivate employees their hard work should be recognized. If an employee continues his effort without any hurdles to produce exceptional results, he should be recognized. The most important assets for the organization are motivated employees.

 

 

 

 

References

 

·                Ali, R.,Ahmed, M.S.,(2009).The Impact Of Reward And Recognition Programs On Employee’s Motivation And Satisfaction: An Empirical Study. International Review of Business Research Papers Vol. 5 No. 4 June 2009 Pp.270-279.

·                Baldoni, J., (2005). Motivation Secrets. Great Motivation Secrets of Great Leaders online . Avialabel at:http://govleaders.org/motivation_secrets.htm.

·                Chaudhry, A.Q., Javed,H.,(2012). Impact of Transactional and Laissez Faire Leadership Style on Motivation. International Journal of Business and Social Science, Vol. 3 No. 7.

·                Danish, R. and Usman, A. (2010). Impact of Reward and Recognition on Job Satisfaction and Motivation: An Empirical study from Pakistan. International Journal of Business and Management, 5(2).

·                Gemma Chadwick (2019) 5 Factors that affect employee motivation. Online Available at https://www.penguins.co.uk/incentive-travel-blog/5-factors-that-affect-employee-motivation

·                Hassan, Z., Dollard, M.F., Winefield, A.H., (2010). “Work Family Conflict in East vs.Western Countries”, in cross-cultural management: An International journal, vol.17 issue 1. pp.30-41.

·                 Kim,D.(2006). Employee Motivation: “Just Ask Your Employees”. Seoul Journal of Business,Volume 12, Number 1.

·                 Leete, L. (2000). Wage equity and employee motivation in nonprofit and for-profit organizations. Journal of Economic Behavior & Organization, 43(4), pp.423-446.

·                Sara, P. (2004). Learning and skills for sustainable development: developing a sustainability literate Society. Forum for the future.

·                Tella,A.,Ayeni,C.O.,Popoola,S.O.,(2007).Work Motivation, Job Satisfaction, and Organisational Commitment of Library Personnel in Academic and Research Libraries in Oyo State, Nigeria. Library Philosophy and Practice.

·                Yazdani, B. O., Yaghoubi, N. M., & Giri, E. S., (2011). Factors affecting the Empowerment of Employees.European Journal of Social Sciences, 20 (2), 267-274.