Employee Motivation

 Employee Motivation

 

Employees that lack motivation may be an issue for any organization, and poor employee performance can have far- reaching consequences. The capacity to create a stimulating work environment is critical, and plans must include how motivation affects employee happiness and performance. All managers must be able to motivate their personnel, which necessitates a thorough understanding of motivation. Employees who appear to be disengaged are frequently labeled as lazy by inexperienced bosses. Such a description implies that a person is always weak or uninspired. But this is just not the case. The explanation for this is that motivation is the consequence of an individual’s engagement with their environment. People’s motivation levels are likely to vary depending on the courses they take each term.

The processes that account for an individual’s intensity, direction, and persistence of effort toward achieving a goal are referred to as motivation. While general motivation is concerned with making an effort toward any goal, we’ll focus on organizational goals because we’re only interested in work-related behavior (Robbins, 2005). It is currently the subject in Organizations since everyone wants to get through their financial and human resources. Effective employee motivation in the workplace, and thus effective management and leadership require an awareness and appreciation of this (Shahzadi, Javed, Pirzada, Nasreen, & Khanam, 2014).

 

The Motivation Process

 

Types of Motivation

There are two sorts of motivation.

ü Intrinsic - Intrinsic motivation is described as doing something for the pure pleasure of it rather than because of some secondary benefit.

ü Extrinsic - Extrinsic motivation includes completing a task or behaving in a certain way for reasons other than self- interest, such as avoiding punishment or earning a reward.

Ex: you’re learning Japanese because you want to learn new things, not because it’s a necessity of your current employment.

(Meyer & Allen, 1991) The variable that have a direct impact on employee motivation are as follows: Training is the formal process by which a person develops information, skills, and competences, the psychological element that arouses an organism to activity toward a desired goal is motivation, which is the direction and intensity of one’s effort. Organizations that implement training strategies have an impact on employee motivation and commitment to the organization, either directly or indirectly.

 Conclusion

Employees become more effective when motivated. As a result, they make the highest decision by using product components and other resources.

References

Meyer, J., & Allen, N. (1991). A three component conceptualization of organizational commitment. Human Resource Management Review, Vol.No1 , 61-90.

Robbins, P. S. (2005). Organizational Behavior. Pearson Education.

Shahzadi, I., Javed, A., Pirzada, S. S., Nasreen, S., & Khanam, F. (2014). Impact of employee motivation on employee performance. European Journal of Business and Management 6 (23) , 159-166.