There are number of factors
that account for low job motivation. Therefore, managers are looking for
solutions and techniques to increase their employee’s motivation (Hosseini, 2014). This can be done by reward payments, written acknowledgement, or job
rotation. An awareness of individual differences can help managers to know
their employees better and thus take some actions with the aim of meeting their
needs, keeping in mind that some employees are more appropriate for sales jobs,
some for administrative jobs, and some for-research works (Hosseini, 2014).
Money being the ultimate
or sole motivating force was first proposed by Taylor (1911). With such
misconception, certain managers either focus or tend to have a bias for
monetary rewards (Cynthia, 2011). According to
Sara et al (2004) Money is the main motivational factor, no other benefits come
even close to it. Employees want to earn good salary for their
work load.
The success of every
organization depends on its employee’s drive to thrive through their efforts,
commitment, engagement, practice and persistence (Naile, 2014). Thus, motivation is an
important topic because leadership competencies include the ability to motivate
employees as one of the crucial duties or jobs (Naile, 2014). Leadership begins with the initial effort made to recruit a new
employee proceeds through the entire induction process and continues every day
until the employee departs the organization. This process is cultivated by a
manager/leader, motivating new employees and it highlights, once again, the
importance of leadership to an organization (Naile, 2014).
Figure 1.0 Leadership styles and Motivation
Source: (Rajbanshi, 2020)
Figure1.0 illustrate how Laissez -faire,
Transactional and Transformational leadership are related to employee attitude towards
motivation. Here Laissez-faire, Transactional and Transformational leadership
styles are the independent variables and Motivation is the dependent variable.
Motivation of employees depends upon the kinds of leadership practiced on them,
Laissez-faire, Transactional or Transformational (Rajbanshi, 2020).
Source: (WorkSafe Victoria, 2020)
Video 1.0 illustrate external and internal
motivation factors like Poor support, poor organizational change management,
Organizational Justice, Role clarity, Workplace relationship, Law Recognition
Reward, Remote and isolated work. Employer must provide and maintain a working
environment that is safe and without risk to mental and physical health of the
employee.
In health care sectors which i worked some experienced staff retention is low due to some motivational issues.Due to the management policies some employees de motivated. Also due to the communications issues in departments new recruited staff turnover getting high. So company must look in to the factors affecting the motivation.
References
Cynthia, E. and Frank, K.D (2011) Rewards as Motivation for Employee Performance.[Online] Available from http://www.diva-portal.org/smash/get/diva2:832968/FULLTEXT01.pdf [Accessed 21 March 2022].
Hosseini, S. (2014) Factors Affecting Employee Motivation. Management and Administrative Sciences Review.[Online]. Available from https://www.academia.edu/download/44660271/252-557-1-SM.pdf [Accessed 21 March 2022].
Naile, I., & Selesho, J. (2014). The Role of Leadership in Employee Motivation. Mediterranean Journal of Social Sciences, 5(3), 175. [Online]. Available from https://www.mcser.org/journal/index.php/mjss/article/view/2131/2118. [Accessed 21 March 2022].
Rajbanshi, B. (2020) Impact of Laissez-Faire, Transactional
and Transformational Leadership, JBFEM, 3(2), pp. 55-68.
Sara, P. (2004). Learning and skills for
sustainable development: developing a sustainability literate society: guidance
for higher education institutions, Forum for the
Future.org
Hi Chulanga, I agree with the contents of the post. As it is emphasised by Dobre, O. I. (2013), apart from the financial factor, non-financial factors such as rewards, social recognition and performance feedbacks also positively influence on motivation.
ReplyDeleteI agree with above comments.Keeping the employee motivation, commitment and job involvement up, is always rewarding to a business; as motivated and committed employees are more productive (Denton, 1987).
DeleteHi Chulanga, I agree with the contents of this post. I would like to add few more things to it. According to Parashakti, Fahlevi, Ekhsan and Hadinata explain facts in the working environment that can directly affect employee motivation. For example, infrastructure at workplace, workplace lighting, workroom air circulation, workplace cleanliness, and relations between employees at work. These factors also directly affect employee motivation (Parashakti, Fahlevi, Ekhsan and Hadinata, 2020).
ReplyDeleteYes.Agreed with you Dinith.Satisfied employee Strive to increase the productivity, creativity and maintain good rapport in workplace therefore, the workplace environment must be able to attract, motivate and retain creative employees (Baloch,2009)
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ReplyDeleteDear Chulanga, I agreed with above post. In addition to above, It is also important that there is a proper job design for motivation. Employees would be motivated if there is Job enlargement (expanding the content of job to add new responsibilities), Job enrichment (vertical expansion of the job) and Job rotation (systematic moving of people from one job to another). (IPM, 2010).
ReplyDeleteAgreed with you hashali.There is no doubt that work design is important, so it is not surprising that it has received considerable research attention (Parker, Morgeson, & Johns, 2017).
DeleteHi Chulanga. I fully agree that leadership influences motivation. According to Njambi (2014), motivation is solely a leadership behaviour. It arises from wanting to do what is right for people as well as for the organisation.
ReplyDeletethanks for the comment Ashanthi.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).
DeleteI concur with you Chulanga ,Employees who are motivated are more productive.
ReplyDeleteManagers must understand what motivates people in the context of their jobs in order to be effective.Motivating staff is undoubtedly the most difficult of all the tasks a manager must perform.This is partly due to the fact that what motivates employees is continuously changing (Bowen & Radhakrishna, 1991).
Agreed with you maheshani.Motivation is an important topic because leadership competencies include the ability to motivate employees as one of the crucial duties or jobs (Naile, 2014).
DeleteHello Chulanga. A very good description on motivation. I would also like to add some insight on it specially on the difference of unmotivated and motivated staff. Unmotivated employees are likely to spend little or no effort in their jobs, avoid the workplace as much as possible, exit the organization if given the opportunity and produce low quality work. On the other hand, employees who feel motivated to work are likely to be persistent, creative and productive, turning out high quality work that they willingly undertake (Gante,2020). So having a motivated work force is critical to the success of any organization.
ReplyDeleteThanks for the comment Udana.
DeleteDear Chulanga. Fully agreed with your post. Motivation is operationally defined in this paper as the inner force that drives individuals to achieve personal and organizational goals (Bedeian, 1993).
ReplyDelete