EMPLOYEES WORK MOTIVATION AND ITS EFFECTS ON THEIR PERFORMANCE AND BUSINESS PRODUCTIVITY.
INTRODUCTION
In the recent century, the most concern of any organization is to extend their profit and client satisfaction. In order for these organization to achieve these goals, they sometimes send their workers for awareness sessions, trainings and seminars as they are the face of the organizations. workers are considered quality to the assembly of the business. Due to writer studies analysis conducted by Elton mayonnaise from 1924 to 1932, modified this fashion of thinking (Dickson, 2003). However, organization thinks employee are just an asset, but this study suggested that employee is not just an asset, in fact they are the most contributor emotional factors for business production. Nevertheless, study suggested that employee don’t seem to be driven by money alone and employee behavior is linked to their attitudes. (Dickson, 2003).
To outline motivation, it's a side that's approached by totally different work levels, from senior to junior levels, within any organization. it's the manager role to begin the motivation method and open the door for employee to feature their inputs on what will extremely motivates them and this will be a method to achieve business goals through individual motivational drive. Furthermore, Gardener and Lambert (1972), outlined motivation as moving workers toward doing the task and achieving the goal through rewards. On the opposite hand, Steers and Porter (1987) declared that employment motivation could be an issue that changes employee’s means of operating and behavior including the culture of the company. Allscheid & Cellar (1996) declared that so as to be smart in something within the organization, the sole talent needed is motivation. Therefore, motivation is a talent that is needed to try to do any job or task. Also, Anne (1994) outlined motivation as a method that pulls, controls, and sustains bound behaviors and conjointly explored that every worker has totally different desires and wishes which implies the motivation factors is different from each employee to another. Supported that, many motivation theories ought to be wonting to bear in mind of just about all employee’s desires. Many motivation theories are mentioned within the study to clarify what may have an effect on motivation.
Moreover, Hislop (2003) well-defined motivation as a reasonably force that pushes workers to try to do things that could be a result of the individual needs, being contented so that they have the inspiration to complete and proceed with the task. Additionally, motivated workers are required and needed in our quick dynamic workplaces and markets. Employee facilitate organizations survival by playacting the task and work needed with their full latent; although workers are going to be a lot of productive (Yongsun, Barbara, and Christy, 2002). Placing the right workers within the right positions, enhance their skills and quantity of work they can generate, which will lead them to target and focus on the business missions and objectives (Yongsun, Barbara, and Christy, 2002). Without motivation, nothing exclusive can ever occur that will lead any organization to get high productivity, high performance and even high profit.
This study will specialize in understanding the connection between employee motivation and employee performance. This paper will analyze the foremost motivation and approaches usually followed and used. Understanding these approaches can assist any organization to form effective call regarding the sort of motivation approach to be used effectively. This paper will explore why workers ought to be driven, investigate the usually used motivation theories and approach, examine the impact of various approaches of motivation on employee performance within the organization and also the impact of performance in business productivity and look into the practices that inspire employees within the industries oil and gas service and their worker performance.
WHY EMPLOYEERS NEEDS TO MOTIVATE EMPLOYEES
Continuity and performance of any organization depends on it employees and key assets, with the abilities of managers to be able to create a motivating environment for their workers. However, while it is challenge for manger to keep their workers and employee satisfied and motivated, manager needs to be aware about the requirement and needs their employee looks for.
The fundamental goal and worry of any organizations is to make the advantage from individuals who are feeling emphatically toward the work and persuade unsatisfied employees, keeping in mind the end goal to wind up with a win– win circumstance for both the organization and employees.
According to Urichuck (2002), motivated employee builds solid organization culture, it will also increase the productivity and leadership, capability of the organization to achieve it main goals, mission and objectives. Employee day to day loyalty increases whenever they feel they have a strategic partnership with the organization. Buttner and moore (1997) states happy workers make productive workers, whenever an employer attitude improves by 5%, customer self-satisfaction will immediately follow by 1.3% which will lead to increased revenue. I.e. motivated worker generate more than other and also increases customer satisfaction.
MOTIVATION THEORIES
There has been some different motivation theory developed by both psychologist and behavior scientists in the past. However, ERG theory, Abraham Maslow theory, two factor theories of Fredrick Herzberg and acquired need theory of David McClelland will be examined.
Abraham Maslow hierarchy theory of needs focus on psychological needs of employees, there are 5 different level of needs which employee needs to be content at work. Employee can only move up the ladder only when he or she is satisfied with the previous level.
Physiological needs: this are needs that all individual need in-order to live. This are air, food, water and shelter. (Mary & Ann, 2011) stated that If this basic are not gathered, employee won’t be able to go through the next stages.
Safety needs: this is when employee feel safe and secure like job security, medical insurance.
Social needs: these needs related to relations with other like Belonging and love. This deals with have friends and feeling accepted by others.
Esteem needs; this need is feeling of being important. There is internal esteem where achievement and respect are needed and external esteem is where recognition and social status come through achievement.
Self-actualization needs: this is when employee thinks of reaching the full potential. Vance & Pravin (1976) stated that it is not entirely reached. Example of this needs are wisdom, justices and truth. Organization can motivate and satisfy their employee in different ways. Number one factor is money which can satisfy employee physiological essentials as well as safety needs. Social needs can be met when employee workplace is easy to communicate and get along with other. Companies can also build good relationship with employee from different level by entertainment activities, which will satisfy social needs, love etc. Rewards & recognition either verbal will enhance employee self-esteem. challenging job also enrich employee self-actualization needs.
ERG Theory; this theory is described into existence needs, relatedness and growth.
Existence needs are safety and physiological needs, and these needs are basic like shelter and food. While relatedness needs are the belonging and social needs. This contain the ambition individual for preserving significant interpersonal connection, recognition and getting public reputation. Growth include need for personal growth, self-development and advancement. ERG theory stated that employer shouldn’t focus only on one need at a time because it will not effectively moti
vate the employee (Ryan & Deci, 2000).
Two factor theories of Fredrick Herzberg
Fredrik theory was introduced in 1959 with 2 motivation dynamics, both factors are hygiene and motivators. This theory explicates what motivate employee by identifying individual desires and needs. The satisfaction factor is the motivator while the hygiene is the dissatisfaction factor.
Hygiene factors are organization interrelated, such as job security and salary, procedures and policies, while dissatisfaction occurs when these factors doesn’t exist in the workplace. It shortens the physiological needs that employee expected and need to be contented.
However, (Bradley, 2003) stated that satisfaction is determined by motivator factors, these are essential factor like responsibility, personal growth and sense of achievement that motivates employee for a greater performance.
1961 David McClelland acquired theory of needs recognized the needs for employee motivation at a workplace. Such as need for achievement, need for affiliation and need for power.
Need for achievement is when employee with extreme need for achievement produce the best to achieve challenging objectives and goals. Taking on tasks is a personality for need for achievement. Need for affiliation is more of people oriented rather than task oriented, even has needs and desires for building relationship with society. However, need for power is someone who want to direct the employee and give order in a managerial level.
Comparison of all motivational theories discussed.
Maslow Need
Hierarchy Theory ERG
Theory Fredrick Two Factor
Theory David McClelland Acquired Needs Theory
Self-actualization Growth Motivators Power
Esteem Relatedness Achievement
Social
Safety Existence Hygiene Affiliation
Physiological
Motivation Approaches and It Effect on Employee Satisfaction and Performance.
Praise is an effective method used to motivate individuals, saying thank you and encouraging individuals will be the most common way of motivating workers. This is said from the heart and easy to use. Saying thank you in front of another employee while looking into their eye really means a lot. Employees value being recognized for doing a great job and emotion of being valve as an individual. This praise carries a greater motivational effect throughout the production and commitment to the organization. Praise is important when motivating people, it also the most powerful of human needs, in order to get the best performance from any employees, praise can be a top motivation tactic. Employee tend to perform even better whenever manager praise and appreciate their work which leads to better business productivity. The more praise from the manager drives the employee task to be easier and more productive.
Salary/wages is another temporary approach used whereby studies and researches proved that payment and money are important to employee relation, other motivators believe earning lot of money helps to push toward motivation. Shaw and Denny (1980) state that financial activities such as increase in salaries positively affect employee productivity rate from 9%-17%, which is obvious that whenever employee are satisfied and motivated, it also adds value to the entire business. Employees tend to feel better with good salaries instead of praises, however praise is important for employee motivation but salaries increasing are more important because salaries increase productivity, for example working overtime with increased pay motivate some employee. Another example is that whereby employee get high performance even with a good praises and encouragement, he or she tend to expect whether the performance will be support by salaries increase.
Recognition is another useful tool to recognize employee hard work and job done, this increase performance and business productivity. According to Pinar (2011), recognized employee works harder and put all their effort toward the job at hand. They tend to display all the skills and abilities they have to make the company as successful as it can be, employee recognition is a way of communication that power and recompenses the results individuals build for your business.
Communication is important for motivation approach, it directly affect employee satisfaction and motivation. Management needs to communicate with it employee, face to face is better than sending out emails. Building a solid relationship starts with communication whereby employee takes decision toward their work and job important because mangers delivered the message in person. Managers that communicate honestly, openly and transparent with employee tend to have a good relationship and this drive the employee motivation and work input into higher standards. Other approach consists of drive-reduction approach, incentive approach and cognitive approach and leadership skills.
Impact of approaches of motivation on employee performance and behavior
Employee performance is defined as how individual is performing and working. It not about getting work or tasks done for bonuses, but it an ongoing process whereby the central objective is improving business and individual performance(Baker,1999). Employee performance can be used in an organization to determine the productivity and abilities of employee, it is also used to evaluate employee effectiveness in an organization through performance appraisal which look into strengths and weakness of individual to determine how to improve them. Motivation helps to improve Individuals power at work, (Bradley, 2004) stated that there is an obvious relationship between employee performance and motivation, whereby whenever an employee is motivated they perform better and better performance lead to high achievement which lead to greater motivation. When employee is satisfied and motivated, they tend to do job openly. However, organization need to provide employee with whatever is required for them to develop themselves. Giving complex responsibilities motivate some employee, this sort of employee work hard to achieve the goals and objective of the task, this also make them feel connected to the business where their abilities is more effective. These employees are productive, stable, innovative and work with high quality and full potential. Although unmotivated employee is likely to spend little time with no effort at work, they tend to afford the work at much as they can, leave the company as soon as opportunity become available and produce low quality of work. When an Experienced employee leaves a company affect the workloads, as long as employees are satisfied and happy, they will have the desire to create a reputation that help on performance.
Impact of Employee Performance on Business Productivity
When an employee feels secure, satisfied and trust it employer, the employee work harder which will improve business productivity and Business productivity depends on employee job satisfaction. (Philip, 1958). When employer recognized, appreciate and respect it employee, high productivity outcome will occur and increase in revenue and profit with less turn over. If employee is giving a good environment and all the tools to work with, increase productivity. Motivation is the key to maintain high quality and stability of work in any business. Employee with high level of loyalty, that is achieved through motivation has a positive link with business productivity. Example; The service profit chain where it was concluded that there is a direct connection between loyalty, customer satisfaction and financial result.
CONCLUSION
In conclusion, motivated employee doesn’t only influence work performance but it affects the entire business productivity and organization performance. Each member in an organization has some expectation and obligation from the company whenever they got on board. Most of the employee might not be aware of how to approach the expectation. in order to be a great motivator, you have to be a great leader t
o discover what really motivate different types of employees, and this is needed to cultivate the essential needs of the employee. Organization management need to understand that financial and money allowances motivate employee to an extent, other motivation factor approaches like management support, appreciation and recognition need to be considered in order to boast employee satisfaction and increase business productivity.
Furthermore, managers need to choose the utmost appropriate motivation theory that works best for their company. Maslow hierarchy of needs will be suitable since nearly every employee has different needs than the other. Following a motivation theory will make the roadmap and the procedure clear in face of the division and management. Whenever an employee is motivated financially and getting all the psychological and basic needs like water, food and shelter, management needs to motivate that sort of employee with second phase in the pyramid which is safety needs, whenever they are satisfied on this, they need to move to the upper level until they get to the top of the pyramid. This type of theory will definitely lead to high motivated people and performance which will lead to enhance productivity.