Articles on employees motivation pdf

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Log In Sign Up. Download Free PDF. The Importance of Employee Motivation. Hor Dom. Download PDF. A short summary of this paper. The Importance of Employee Motivation The Importance of Employee Motivation Over the years, a number of theories have been published regarding employee motivation and its function in the workplace.

Consistent to all theories is one single, undeniable fact: Motivating employees directly contributes to increased performance and efficiency. According to the Journal of American Academy of Business, there are four main principles of employee motivation: need, equity, expectation and job design. These principles represent the motivating factors that drive employee performance and can be addressed in a variety of ways.

Solutions include, but are not limited to, financial incentives cash, merchandise, travel , fringe benefits company car, private health-care , and non-financial incentives job enlargement, competitive leaderboards. WHY do motivational incentives encourage better employee performance? Motivational incentives are a driving force behind employee performance because of the nature of business and the goal-oriented atmosphere of the workplace.

To better understand this, we need to take a look at an example of how motivation functions. If you are a player on a basketball team, your goal, your motivation, is to win. Movie passes fall under the heading with gift cards, so your choices are unlimited.

Coffee This one may be the oldest trick in the book of how to motivate employees. Most offices have some sort of coffee making capabilities. Surprise the staff, take a coffee order and pick it up or schedule it for the next morning.

Lunch Schedule a potluck or provide lunch for staff. Providing lunches impress, but the scheduled luncheons provide something to look forward to. Ask the staff for suggestions for an added touch. Birthday acknowledgement There is something about birthdays and the workplace that go hand in hand. It's a good way to break up the day with a little fun. Many managers pick up the cost themselves.

While others arrange a schedule for the year. One employee is responsible for another employees birthday. Word of the day It can really have fun with this one. Have staff come up with some bizarre words. Designate times throughout the day to use the specific word. If you want to really have some fun turn the word into a chant. Make time for employees Another way of how to motivate employees is just make time for your staff.

Listen to what they have to say. Learn a little about them and show them that you are interested. Spending a little time will provide employees the sense that they are more than just a number.

Inspirational stories There are many stories that one can find to talk about. Movies, books and even current events. Whatever story you choose, try to make it relatable. Inspirational sayings Use these simple sayings throughout the day, but don't overdo it.

Inspirational sayings can be found in motivational posters that you could hang around the office. These poster are most effective in sales types of offices. The main reason for their success is that they get you to think and focus on the task.

Companies in India with a human face reach out to its employees in the time of crisis, supporting them and even taking care of the medical expenses of the ailing members in their family. Gone are the days when employees only looked for high paying jobs in a ruthless office set up.

A friendly working environment, special healthcare facilities, flexible work hours, work from home options, women- friendly policies and support among the team members keep employees highly motivated in these companies. Companies should ensure this by appreciating, recognizing and rewarding your employees. It is a highly effective and proven strategy for improving employee engagement and business output. Employers need to actively engage with their current and future employees, and positive reinforcements are the best way to ensure a powerful employer brand.

Google India When it comes to facilities, working environment and benefits, work-life balance, very few companies can compete with Google. The company makes sure the employees get the right environment to grow to their true potential. With a creative and colourful ambience, offices are designed to promote fun-filled innovation as the company believes it is crucial for employees to think creatively and give their best.

Marriott's history of taking care of its employees dated back to its early days, when its founder, JW Marriott, counseled the company's employees individually on their personal problems at his first hotel. He valued their presence, kept them posted about the latest happenings in Marriott and gave them excellent training. JW Marriott always ensured that employees who joined the company felt themselves a part of the Marriott family. American Express India Promoting talent, growth and positive relationship with employees makes American Express one of the best companies to work for in India.

American Express takes great pride in fostering a work environment that encourages different backgrounds, talents and perspectives to thrive. Godrej Consumer Products From building leaders, spotting talent at campuses, flexible work options and encouraging more women to join the workforce, Godrej Consumer Products builds an environment that nurtures talent at every stage.

The company conducts workshops and trainings on professional development. This paper concludes that employee motivation is an intricate and sophisticated subject; however, contemporary managers must face and deal with it to obtain organizational success.

To enhance understanding of employee motivation, managers must recognize the imperativeness of employee motivation, its concepts, and differences in individual needs. Subsequently managers need to be aware of a variety of employee motivational factors and the changes in priorities of these factors overtime. Moreover, managers have to learn previous or current motivational programs, examples, and theories behind them because understanding of these fundamentals can enhance their ability to identify rewards system that can be matched with employee needs.

The top management gives orders to employees to accomplish different tasks. Therefore, employee input must be valued and included throughout in other to achieve effective organizational management. At one time, employees were considered just another input into the production of goods and services.

What perhaps changed this way of thinking about employees was research, referred to as the Hawthorne Studies, conducted by Elton Mayo from to Dickson, This study found employees are not motivated solely by money and employee behavior is linked to their attitudes Dickson, Adeyinka T.

O, Popoola, S. Adi, D. Unpublished MPA Thesis. School University of Maiduguri Nigeria. Ajibola, E. How to Motivate the Nigerian Workers. Nigerian Journal of Management. Anka, L. Journal of Institute of Management Specialist, 3 5. Annamalai, T. European Journalof Social Sciences, 13 14 , Atkinson, J. An Introduction to Motivation. Baldoni, J. Motivation Secret.

Great Motivation Secret of Great Leaders www page. Bartol, K. Management, McGraw Hill. Baumeister, R. Business Dictionary. Campbell, D. Motivation Theory in Industrial and Organizational Psychology. Dunnette Ed. Chicago: Rand McNally. Constant, D. Dickson, W. Hawthorne experiments. Heyel ed. NewYork: Van Nostrand Reinhold.

Dwan, S. Juggling Management Basic. NZ Business, 17 5 , Herzberg, F. Harvard business review, pp. Harter, J. Journal of applied psychology, 87 2 , Hassan, Z. Hecht, M. What Happens in the Management: Principles and practice? New York. Hill, C. Horhby, A. Oxford advanced learners dictionary. Oxford University press. Behaviour ends the moment tension is released. However satisfaction of one needs leads to feeling of another need, either same need after some time or different need and goal directed behaviour goes on.

Thus goal directed behaviour is a continuous process. However if the need is not satisfies because of some reasons, the person may feel frustration which can be defined as accumulation of tension due to non fulfillment of needs. At this stage the individual will try to modify his behavior to eliminate factors for non fulfillment of his needs.

For example, putting more force need satisfactions. Maslow developed the hierarchy of needs consisting of five hierarchic classes. According to Maslow, people are motivated by unsatisfied needs.

If there are deficits on this level, all behavior will be oriented to satisfy this deficit. Essentially, if you have not slept or eaten adequately, you won't be interested in your self-esteem desires. Subsequently we have the second level, which awakens a need for security. After securing those two levels, the motives shift to the social sphere, the third level.

Psychological requirements comprise the fourth level, while the top of the hierarchy consists of self-realization and self-actualization. Only unsatisfied needs influence behavior, satisfied needs do not.

The further the progress up the hierarchy, the more individuality, humanness and psychological health a person will show. Herzberg's two-factor Hygiene —Motivation theory Frederick Herzberg's two-factor theory concludes that certain factors in the workplace result in job satisfaction, but if absent, they don't lead to dissatisfaction but no satisfaction.

Herzberg concluded that job satisfaction and dissatisfaction were the products of two separate factors: motivating factors satisfiers and hygiene factors dissatisfiers. Some motivating factors satisfiers were: Achievement, recognition, work itself, responsibility, advancement, and growth.

Some hygiene factors dissatisfiers were: company policy, supervision, working conditions, interpersonal relations, salary, status, job security, and personal life. The traditional view, known as Theory X holds people have inherent dislike of work.

Although workers may view it as a necessity, they will avoid it whenever possible. In this view most people prefer to be directed and to avoid responsibility. As a result, the work is of secondary importance, and managers should push employees to work. Theory Y is more optimistic. It assumes that work is as natural as play or rest. In theory Y people want to work and can derive a great of satisfaction from work.

In this view people have the capacity to accept- even seek- responsibility and to apply imagination, inequality, ingenuity, and creativity to organizational problems. This theory posits that there are three groups of core need — existence, relatedness, and growth, hence the label: ERG theory.

The existence group is concerned with providing our basic material existence requirements. They include the items that Maslow considered to be physiological and safety needs. The second group of needs is those of relatedness- the desire we have for maintaining important personal relationships.

These social and status desires require interaction with others if they are to be satisfied, and they align with Maslow's social need and the external component of Maslow's esteem classification. Finally, Alderfer isolates growth needs as an intrinsic desire for personal development.

Maslow's categories are broken down into many different parts and there are a lot of needs. The ERG categories are broader and cover more than just certain areas. As a person grows, the existence, relatedness, and growth for all desires continue to grow.

All these needs should be fulfilled to greater wholeness as a human being. These include the intrinsic component from Maslow's esteem category and the characteristics included under self- actualization. Self-Determination theory Propounded by Edward L. Deci and Richard M. SDT identifies three needs that, if satisfied, allow optimal function and growth: competence, relatedness, and autonomy. These three psychological needs motivate the self to initiate specific behaviour and mental nutriments that are essential for psychological health and well-being.

When these needs are satisfied, there are positive consequences, such as well-being and growth, leading people to be motivated, productive and happy. Goal-Setting Theory Goal setting theory focuses on the process of setting goals themselves.

According to psychologist Edwin Locke the natural human inclination to set and strive for goals is useful only if the individual both understands and accepts a particular goal. Furthermore workers will not be motivated if they do not possess goal and the skills needed to achieve a goal. According to goal setting theory, individual are motivated when they behave in ways that move them to certain clear goals, that they accept and can reasonably expect to attain. Research shows that when goals are specific and challenging, they function more effectively as motivating factors in both individual and group performance Research also indicate that motivation and commitment are higher when employees participate in the setting goals.

Vroom in According to Vroom people will be motivated to do thing to achieve some goals to the extent they expect that certain actions on their part will help them to achieve the goal. Which is based from the following hence the equation.