Factors of Employee Motivation
Factors of Employee
Motivation
Motivation
is an important stimulus that influences human behavior
Intrinsic Motivation
Intrinsic
motivation occurs when people believe that their work is important,
interesting, and challenging, and that it provides them with a reasonable
degree of autonomy (freedom to act), opportunities to achieve and advance, and
opportunities to use and develop their skills and abilities
An
individual is motivated by internal desires when they engage in intrinsic
motivation.
Intrinsic
motivation is defined as internal desires to complete a specific task. People
engage in certain activities because they find them enjoyable, help them
develop a skill, or are morally correct
Variety
of skills, task identity, task significance, autonomy, and feedback According
to Pink (2009), there are three steps that managers can take to improve motivation
1 Autonomy
– encourage people to set their own schedule and focus on getting work done not
how it is done
2
Mastery – help people to
identify the steps they can take to improve and ask them to identify how they
will know they are making progress
3 Purpose
– when giving instructions explain the why as well as the how
Extrinsic Motivation
When
things are done to or for people in order to motivate them, this is extrinsic
motivation
Extrinsic
motivation, on the other hand, is a type of motivation in which an individual
is motivated by desires outside of themselves
Extrinsic
motivation refers to factors that are external to the individual and unrelated
to the task at hand
References
Armstrong, M., 2014. Armstrong’s handbook of
human resource management practice. 13 ed. London: Library of Congress
Cataloging-in-Publication Data.
B. Reena, M. M. P. C.
R. H. B. P., 2010. Motivation: Extrinsic and Intrinsic. Motivation:
Extrinsic and Intrinsic, 10:12(2010), pp. 146-152.
Jain, ,. D. A.,
Gupta, D. B. & Meenakshi, D. B., 2019. International Journal of
Engineering and Management Research. A Study of Employee Motivation in
Organization, 9(6), pp. 65-68.
VARMA, D., 2017.
International Journal of Social Science & Interdisciplinary Research. IMPORTANCE
OF EMPLOYEE MOTIVATION & JOB SATISFACTION FOR ORGANIZATIONAL PERFORMANCE,
6(2)(2017), pp. 10-20.
Agreed, As a different perspective, Different motivational factors including hygiene factors, such as, job satisfaction, rewards, leadership styles and communication have an impact on employee performance (Potgieter and Tait, 2013).
ReplyDeleteAgreed with you, and also employees are motivated by factors such as salary increases and a pleasant working environment (Jain, et al., 2019)
DeleteAgreed with the content. Further, The secret to motivate employee’s self-worth at work is understanding and inspiring them. Employees can learn through training how their work fits within the structure, mission, and goals of their employer. When workers see the value of their labor, they frequently become more motivated. However, incentive training may not be the same as instruction in fundamental skills(Chintalloo and Mahadeo, 2013).
ReplyDeleteThank you for your comment & also training is both focused on and evaluated against an individual's current job; training refers to bridging the gap between current performance and desired performance (Garavan, 1997) (Oluwaseun, 2018)
DeleteAccording to research, rewards increase employee motivation, which in turn directly affects how well they perform (Kalimullah, et al., 2010). Rewards are management techniques that, in theory, increase a company's effectiveness by changing the behavior of an individual or a group. All organizations use salaries, promotion, bonuses, and other forms of compensation to incentivize and reward exceptional work from their employees. Effective managers must take into account remuneration structures, which should take into account the value the organization places on each job, payment based on performance, personal or special allowances, fringe benefits, pensions (Rukhmani et al 2010).
ReplyDeleteAdding to your comment Ranga, furthermore It is a widely held and not unreasonable belief that increased job satisfaction leads to increased performance. The entire human relations movement, led by Mayo (1933) and supported by Roethlisberger and Dixon (1939) research, was based on the belief that increasing worker satisfaction, primarily through pleasant and supportive supervision and meeting their social needs, could increase productivity (Armstrong, 2014)
DeleteAgreed Farhan, Intrinsic rewards elicit a positive emotional reaction and work to motivate employees to continue to improve as well as make lasting behavioral changes when needed (Ryan and Deci, 2020)
ReplyDeleteThank you for your comment & furthermore, a variety of factors motivate an employee, determining what is most valuable and important to the employee. As a rule, this is a combination of factors that, when combined, form a map or set of employee motivators. These factors are classified as external and internal (Jain, et al., 2019)
DeleteAccording to (Legault, 2016) Intrinsic motivation (IM) refers to behaviors that are inherently satisfying or enjoyable. Extrinsic motivation (EM) refers to the performance of a behavior that is fundamentally dependent on achieving an outcome that is separable from the action itself.
ReplyDeleteAnd also, Upul instead of being motivated by the desire to look better and feel better, imagine Bob was under pressure from his significant other to slim down and improve his physical appearance so that she would be more drawn to him (Jain, et al., 2019) Extrinsic motivation is demonstrated by the fact that this weight originates (Jain, et al., 2019)
DeleteAgreed Farhan, Further, extrinsic motivation is about behavior inclined by obtaining external rewards Praise or positive feedback, money, and the absence of punishment are examples of extrinsic rewards. Deci [2009] posits that intrinsic motivation is the enthusiasm to do something simply for the pleasure of that particular activity. Examples of intrinsic factors are work enrichment, recognition, growth, and achievement. Linz [1990] noted that quite a number of studies have found a positive relationship between intrinsic motivation and job performance and between intrinsic motivation and job satisfaction. This is significant to organizations in today's competitive business environment because intrinsically motivated employees perform better and, therefore, more productive and satisfied employees remain loyal to their organization hence low turnover.
ReplyDeleteThank you for your valuable comment. Add furthermore Derrick, Internal recruitment saves money while increasing employee satisfaction and morale. Spend some time on recruiting or encourage current employees before looking for talent outside the company (Abdullah & Rahman, 2015) (hamza, et al., 2021)
DeleteFarhan, interesting article. Further research also shows that if an employee is rewarded through the organization their behaviour is not affected when it comes to knowledge sharing among employees. However, if an employee is motivated intrinsically they are more likely to share their knowledge, attitudes, and intentions to a better work place environment (Lin, 2007).
ReplyDeleteAgree with you Dehara & add more further, Incentive motivation, also known as reward-based motivation, is a type of motivation in which you or others are aware that they will be rewarded if a specific goal is met (Jain, et al., 2019) Because there will be something to look forward to at the end of an errand, individuals will frequently turn out to be increasingly determined to oversee the undertaking in order to get whatever has been guaranteed (Jain, et al., 2019) The greater the prize, the more grounded the inspiration! (Jain, et al., 2019)
DeleteThis is an interesting article and agreed with your points. The organization can easily achieve goals with motivated employees. I went through another research paper by CAROLINE Njambi C. (2014), that explains how extrinsic factors such as pay, fringe benefits, work environment, work conditions, job security, and intrinsic factor in the desire of an individual to perform his work well can affect to increase the employees' motivation.
ReplyDeleteAgree with you Visithag & in another way Job satisfaction can boost intrinsic motivation design. Katz (1964) proposed that jobs be in themselves provide enough variety, complexity, and challenge and skill to engage the participants' abilities worker (Armstrong, 2014)
DeleteGood article Farhan. Intrinsic motivation denotes the performance of an action out of interest, whereas, extrinsic motivation arises from external or socially created reason (Legault, 2016)
ReplyDeleteThank you for valuable comments & also Extrinsic motivators can have both immediate and long-term effects, powerful effect, but it will not last forever (Armstrong, 2014) The intrinsic motivators are those that are concerned with 'Working Life Quality' (a phrase and a movement) that arose from this concept), are very likely to have because they have a more profound and long-term impact inherent in people and work - and are not imposed from without in the form of incentive pay (Armstrong, 2014)
DeleteI agree with your content and i would like to add that monetary compensation, leadership style, job enrichment, organizational information management and quality of work environment influences motivation (Njambi, 2014)
ReplyDeleteAnd also, Hemantraj Job satisfaction can boost intrinsic motivation design. Katz (1964) proposed that jobs be in themselves provide enough variety, complexity, and challenge and skill to engage the participants' abilities worker (Armstrong, 2014)
DeleteInteresting article Farhan. Furthermore, communication skills, crisis management, interpersonal relations, decision-making, conflict management, error management, risk-taking, reward management, trust, supervision, and guidance affected the motivational climate in the workplace from the perspective of the employees. According to the research, involving employees in decision-making will increase their motivation (Vioasami et al., 2001)
ReplyDeleteAgree with you Miyuru & furthermore, Incentive motivation, also known as reward-based motivation, is a type of motivation in which you or others are aware that they will be rewarded if a specific goal is met (Jain, et al., 2019) Because there will be something to look forward to at the end of an errand, individuals will frequently turn out to be increasingly determined to oversee the undertaking in order to get whatever has been guaranteed (Jain, et al., 2019) The greater the prize, the more grounded the inspiration! (Jain, et al., 2019)
DeleteAgree with you & furthermore according to Yoder, Recruitment is the process of identifying sources of manpower to meet the staffing schedule's requirements and implementing effective measures to attract that manpower in sufficient numbers to facilitate effective workforce selection (Gupta & Kumar, 2014)
ReplyDeleteAgreed with your content Farhan. Additionally, Mal (2019) states that there are nine factors to impact everyone's motivation. They are salary, non-monetary incentives, relationship with colleagues, relationship with leadership, company’s culture, learning and development opportunities, processes within the company, personal life and performing meaningful work.
ReplyDeleteAnd also incentive motivation, also known as reward-based motivation, is a type of motivation in which you or others are aware that they will be rewarded if a specific goal is met (Jain, et al., 2019) Because there will be something to look forward to at the end of an errand, individuals will frequently turn out to be increasingly determined to oversee the undertaking in order to get whatever has been guaranteed (Jain, et al., 2019) The greater the prize, the more grounded the inspiration! (Jain, et al., 2019)
DeleteInteresting blog. Abzari and Sadri (2011) argued that if there is high motivation,
ReplyDeleteemployees work harder, the workplace becomes more joyful, absenteeism will be reduced, satisfaction will be enhanced, workplace rules and regulations will be observed, and employees will do their best to actualize the organization's goals and strategies. According to Abbah (2014), employees with high motivation are thought to have better work performance, and overall resulting in a better, more productive and effective institutional performance.
While forwarding a credit let me add a few points Farhan. Adams (1965) stated employees will attempt to restore equity through various means, some of which may be counter-productive to organizational goals and objectives. For instance, employees who feel their work is not being appreciated may work less or undervalue the work of other employees.
ReplyDeleteAccordingly, sometimes a small appreciation, and recognition would do a BIG motivational feeling in the mindset of employees.