Employee
Motivation
Assignment 01- Definition
of Motivation
The
word motivation has been derived by the Latin word ‘movere’. The meaning of
this Latin word is ‘to move’ (Tanksy 2003). According to the study conducted by
Guay et al. (2010), motivation is known as the reasons which are underlying the
behavior. Further Gredler et al. 2004 as cited in Guay et al., 2010, defines
that motivation as an attribute which moves individuals to do something or not
to do something.
Motivation
can also be described as the incentives and disincentives that induce initial
and sustained engagement in employees’ work (Hynds & McDonald, 2010).
Motivation
is a multidimensional and complex topic to be discussed under research. Motivation
is used in any organization as a powerful management tool. Through theories of
motivation, many researches have introduced multiple factors of motivation
(Sulaiman et al. 2014).
There
are two specific terms under motivation: ‘Intrinsic and Extrinsic Motivation’. Deci
et al. (1999) explains intrinsic motivation as a special kind of a motivation
that is animated by individuals’ own enjoyment, pursuits or pleasure. According
to the authors, intrinsic motivation is trying to strengthen and sustain certain
activities through satisfactions embedded in effective volitional action.
https://www.youtube.com/watch?v=lWMbRF1ZIfI
However,
scholars have identified a major difference in intrinsic motivation and
extrinsic motivation. Extrinsic motivation is governed by reinforcement
contingencies. (Deci et al., 1999). According to the study of Deci et al.
(1999), intrinsic motivation is more effective than the extrinsic motivation.
Motivation
is consisting of different set of beliefs, values, desires, perceptions as well
as actions which are interconnected with each. Accordingly, different
approaches to motivation can focus on cognitive behaviors, non-cognitive
aspects or both. Cognitive aspects are using strategy and Monitoring.
Non-cognitive aspects are beliefs, different attitudes and various perceptions
of individuals (Gottfried, 1990). Turner (1995) states motivation is a similar
concept to cognitive engagement. It is defined as utilizing self-regulated
learning strategies such as planning and monitoring.
References
Deci,
E. L., Koestner, R., & Ryan, R. M. (1999). A meta-analytic review of
experiments examining the effects of extrinsic rewards on intrinsic motivation.
Psychological Bulletin, 125(6), 627–668.
Gottfried,
A. E. (1990). Academic intrinsic motivation in young elementary school
children. Journal of Educational Psychology, 82(3), 525–538.
Guay,
F., Chanal, J., Ratelle, C. F., Marsh, H. W., Larose, S., & Boivin, M.
(2010). Intrinsic, identified, and controlled types of motivation for school
subjects in young elementary school children. British Journal of Educational
Psychology, 80(4), 711–735.
Hynds,
A. & McDonald, L. (2010). Motivating teachers to improve learning for
culturally diverse students in New Zealand: Promoting Maori and Pacific Islands
student achievement. Professional Development in Education, 36(3):525-540.
Sulaiman,
M., Ahmad, K., BaraaSbaih, B., & Kamil, M, N. (2014). The perspective of Muslim
employees towards motivation and career success. Journal of Social Sciences
and Humanities, 9(1), 45-62.
Tansky,
J. (2003). Foundations of Management and Human Resources, McGraw Hill.
Turner,
J. C. (1995). The influence of classroom contexts on young children’s
motivation for literacy. Reading Research Quarterly, 30(3),
410–441.
Chaturika, According to Bagraim et al. (2007), the concept motivation refers to the force within us that arouses (intensity), directs and sustains our behavior.
ReplyDeleteSo according to the above citation there are 3 components of motivation, which is direction, intensity and persistency. The combination of these 3 components will give birth to effective motivation.
Yes thanks for the commenting Amal. But here I have mentioned how the Motivation Word has been born.
DeleteMotivation as defined by Robbins (1993) is the “willingness to exert high levels of effort toward organizational goals, conditioned by the effort’s ability to satisfy some individual need.
ReplyDeleteThere have been various definitions and theories for employee motivation. Pinder ( 2008), stated that the motivation can be explain as the method which reflect employees persistence ,direction and intensity therefor, motivated employees deliver the maximum commitment to work that is win-win situation.
DeleteEmployee motivation is a very important fact that which has a big impact on Employee turnover and retention in an organization. The four most important indicators are factors that are somewhat amenable to change. For example, increasing training opportunities, improving the physical working conditions and environment through improved physical structures, equipment, and materials, may help improve these important working conditions. Other highly discordant factors included opportunity to advance, good employment benefits, time for family life, good income, and being based in a good location (Peters et al, 2010).
ReplyDeleteThanks Naomi. When it comes to the turnover 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 employees to increase their motivation level.
DeleteAdding further to your literature review and the comment above by Amal Ishantha Dissanayeke , as to simplify, I would like to bring about ‘‘path-goal model’’ by Futrell (1975) that explains the relationship between reward system (Financial or non financial) and motivation to employee performance. The concept states that ‘‘if a worker sees high productivity as a path leading to the attainment of one or more of his personal goals, he will tend to be a high producer. Simultaniously, if he sees low productivity as a path to the achievement of his goals, he will tend to be low producer.
ReplyDeleteFutrell, C. M. (1975), ‘‘Salesman’s Reward Systems: A Comparative Approach’’, Journal of Academy of Marketing
Science, 3(4), pp.328-346.
Thanks Ruwani. Along with them, intrinsic factors such as; recognition, skill variety, trust, fairness of treatment, work life balance, meaningful work, empowerment and task significance plays a part in employee motivation (Caroline, 2014). but finally the valance would be the organization goal achievement.
DeleteMotivation is the process of directing a person's inner drivers and behaviors toward certain goals, as well as committing one's energies to achieve those goals (Gupta, 2000).
ReplyDeleteThere have been various definitions and theories for employee motivation. Pinder ( 2008), stated that the motivation can be explain as the method which reflect employees persistence ,direction and intensity therefor, motivated employees deliver the maximum commitment to work.
DeleteEmployee motivation is not just to maintain the turnover but also there are other adverse effects of dissatisfaction like absenteeism, low performance, lower morale, low contribution to the team, less coordination, and less orientation towards organizational objectives that could affect the organization’s capacity to compete in the highly competitive business environment (VARMA, 2017).
ReplyDeleteYes Harshani. Strong and Harder (2009), emphasis motivation and sustenance factors increase employee satisfaction such as better salary, training, position, but organization must make sure these factors are sufficient. If not, then employees will leave the organization further, employee satisfaction increase organization turnover.
DeleteEmployees are performing an activity for its own sake rather than from the desire for some external reward. The behavior itself is its own reward (Scott Snell, George Bohlander, 2012).
ReplyDeleteAgreed, Also The most widely accepted theory of job satisfaction was proposed by Locke (1976), who defined job satisfaction as “a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences”. As per Bernstein & Nash (2008) Job satisfaction has emotional, cognitive, and behavioral components. The emotional component refers to job-related feelings such as boredom, anxiety, acknowledgement and excitement. The cognitive component of job satisfaction pertains to beliefs regarding one's job whether it is respectable, mentally demanding / challenging and rewarding. Finally, the behavioral component includes people's actions in relation to their work such as tardiness, working late, faking illness in order to avoid work.
DeleteEmployee motivation reflects the job satisfaction therefor, satisfied employees deliver the maximum commitment to work and unsatisfied employees not deliver the maximum commitment (Dartey-Baah and Amoako, 2011). Strong and Harder (2009), emphasis motivation and sustenance factors increase employee satisfaction such as better salary, training, position, but organization must make sure these factors are sufficient. If not, then employees will leave the organization further, employee satisfaction increase organization turnover.
ReplyDeleteYes Piyumi. Motivation is considered a key driver of performance because it is linked to numerous benefits at work (Pinder 2008). Motivated employees are more engaged in their work (Rich 2006), their performance is of higher quality (Cerasoli et al. 2014) and they profit more from occupational training (Massenberg et al. 2015). Additionally, they are more strongly committed to their work, work longer hours, pick more challenging goals to achieve (Becker et al. 2015), and are more willing to share knowledge at the workplace (Lin2007). Due to its positive consequences, motivation plays a central role in the field of management, both in theory and management practice.
DeleteAccording to Ochola, (2018) Employee motivation may have a substantial impact on an organization's effectiveness and It is true that worried, weary, and demoralized hearts and/or minds are related with low performance, but a motivated one remains focused on organizational goals, resulting in increased productivity and performance.
ReplyDeleteReference
Ochola, G. (2018). Mini review JOJ scin Employee Motivation, An Organizational Performance Improvement Strategy (A Review on Influence of Employee Motivation on Organizational Performance).
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.
ReplyDeleteThanks Upul. employee motivation, it can thought of as the willingness to expend energy and the impulse an individual has in his job to achieve organizational goals (Thompson, 2018). Employee motivation is directly related to an employee's level of engagement and empowerment towards his job (Thompson, 2018).
ReplyDelete