Operational
definition of variables is given below:
a) Employee
Engagement: ‘Engagement represents the energy, effort, and initiative
employees bring to their jobs’. Engagement is about motivating employees to go
the extra mile in the workplace. It is about encouraging employees to have a
passion for their work, and identifying the organization as more than a place
to earn money (Mohanan, Sequeira and Kumar, 2012).
b) Motivation: Motivation is defined as
the process that initiates, guides and maintains goal-oriented behaviours.
Motivation is what causes us to act. It involves the biological, emotional,
social and cognitive forces that activate behaviour (Mohanan, Sequeira and Kumar, 2012).
Based
on Mariza (2016) Employee motivation and engagement are critical sources for
employees’ high performance both in manufacturing and services companies. Such
motivation and engagement must be generated by effective leadership with clear
managerial concepts are critical to influence the employee behaviour to bring
company to success performance. Motivation has an important role in encouraging
someone to do the work to achieve their personal or group or company goals.
Also the executive leaders and managers of the companies need to apply
effective methods or approaches to influence the employee motivation in order
to achieve better performance (Mariza, 2016).
The
three components of motivation as listed by Arnold et al (1991) are :
1.
direction –
what a person is trying to do;
2.
effort – how hard a person is
trying;
3.
persistence – how
long a person keeps on trying.
As an example, an employee’s job is less than the minimum wage that employee unlikely to continue to be motivated until a reasonable wage is given. Also, if the employees’ health is in good condition Herzberg believes that the salary increases will not bring lasting motivation (Armache, 2014).
Video 4:
Motivating Employees in Management
Source:
(Gregg Learning, 2018)
Above mentioned video explains about the methods of motivating employees and describes that the Motivation Refers to a person's internal or external forces and these forces inspire people's enthusiasm and perseverance to pursue a certain action. Employee's enthusiasm can affect productivity. Part of the manager's job is to guide positivity into the process of achieving organizational goals.
THEORITICAL
FRAMEWORK
Approaches
to motivation are underpinned by motivation theory. The most influential
theories are classified as follows:
Instrumentality
Theory: In fact, reward and
punishment are the best means of shaping behaviour. Suppose that if rewards and
penalties are directly linked to their performance, people will be motivated to
work. Tool theory stems from scientific management methods (Taylor,1911).
Content
Theory: which focuses on the content of
motivation. It states that motivation is essentially about taking action to satisfy
needs and identifies the main needs that influence behaviour. This kind of
motivation theory is called the theory of two elements content. Based on
seemingly simple idea that motivation can be divided into health factors and
motivation factors often referred to as “two needs systems” (Ball, 2003).
Figure
4: Motivation Model
Source:
Porter and Lawler (1968)
According to (Poter and Lawler, 1968) emphasized, mere effort is not enough. Effective effort and to produce the desired performance. The two variables additional to effort that affect task achievement are :
1. Ability – Individual characteristics such as intelligence, knowledge, skills
2. Role perceptions – what the individual wants to do or think they are required to do.
List of References :
Armache, J.,
2014. Ways and Means To Keep Employees Motivated, Productive, and Loyal.
Leadership & Organizational Management Journal, 2014(2). [online].Availableat<https://s3.amazonaws.com/academia.edu.documents/52566956/kullll.pdf
Ball, J., 2003. Understanding Herzberg’s motivation theory.
ACCA on the Web: http://
accaglobal.com/my/en/student/acca-qual-student-journey/qual-resource/acca-qualification/f1/technical-articles/herzbergs-motivation.
html
Mariza, I. (2016) ‘The impact of employees’ motivation and
engagement on employees’ performance of manufacturing companies in Jakarta
Indonesia’, International Journal of Applied Business and Economic Research,
14(15), pp. 10611–10628.
Mohanan, M., Sequeira, A. H. and Kumar, M. S. S. (2012) ‘Employee Engagement and Motivation : A Case Study’, SSRN Electronic Journal. doi: 10.2139/ssrn.2114214.
TEDx Talks (2016) Stop trying to Motivate Your Employees | Kerry Goyeeteel [onlline]. Available at: <https://www.youtube.com/watch?v=7IhVUedc1a4.>. [Accessed on 21 April 2020].
Taylor,
F W (1911) Principles of Scientific Management, New York, Harper (republished)
Employee motivation means how devoted an employee is to his job, how engaged he feels with company’s goals and how empowered he feels in his daily work (Ashley Donohoe, 2018). Motivation is the method which reflect employee’s determination, direction and passion (Pinder 2008). Employees in an organization, not motivated completely by money and employee behaviour is link to their attitudes (Dickson 1973). The most encouraging motivation is self-motivation therefor, Employee can apply this for personal life or organization to achieve objects and targets (Diamond and Diamond, 2010).
ReplyDeleteHi Chamila, thank you for your feedback regarding Employee Motivation and ability to to carry out and perform the tasks. Further I would like to add an empowered employee will have a voice, and companies must ensure that mechanisms are in place to make sure their voices are heard. Secondly, engaging line managers, who ensure proper supervision and feedback is provided is also a driver of employee engagement (Ward, 2018).
DeleteAdding to your blog that Randall.E.Berkson (2012) implies in research that Communication was found to be a contributing factor in motivating employees, and a company with effective communication will help make employees feel more involved and appreciated. If employees have a greater respect for their company and are satisfied with the way information is relayed to them, they will be more motivated in the workplace and their work will improve. The amount of communication between managers and employees is very critical, and overall employee motivation can depend on how much they feel the manager cares about them as individuals and values their work as well.
ReplyDeleteThanks Isuru for your comment. Employee motivation at work is regarded as an essential drive as it generates effort and action towards work-related activities, such as the willingness of the employee to spend the energy to achieve a common goal or recompense. A motivated employee shows enthusiasm for the work and a strong determination to carry out and perform the tasks (Moran 2013).
DeleteMotivated employees improve an organization’s productivity and competitive advantage. They are more highly engaged, can better handle the unease that comes with uncertainty, generally make for better problem solvers, and are more innovative, creative, and customer-focused. (Schaufenbue, 2015).
ReplyDeleteHi Ranga, I agree with you. but according to Armstrong, (2014) Motivation is the force that energizes, directs and sustains behaviour. High performance is achieved by well-motivated people who are prepared to exercise discretionary effort, ie independently do more than is expected of them. Even in fairly basic roles,
DeleteRogers (2005) stated, 'employees who lack job satisfaction are likely to withdraw from job involvement and not be motivated to make broader contributions or set higher goals'. Dissatisfaction and, poor performance could be prevented by satisfying the hygiene needs however, to bring in productivity improvements sought by organizations, satisfaction of the motivational factors was required (Stello, 2011).
ReplyDeleteThank you Thilini, for your comment. Fairly constructive article. Motivated employee is an asset to the organisation. Using a well-established motivational strategy could result in a more positive outcome from the employees. Motivational Strategies and practises considers as the catalysts for enhancing employee engagement.(De Vito, L. et al, 2016).
DeleteMotivation, Ability, Role receptions and situational factors are key factors of behavior and performance. If the mentioned factors are at a low level, employees are unable to achieve the target performance. Employee rewards and recognition system that acknowledge employee input into the organizational goals are required for high-performing productivity (Safiullah, 2014).
ReplyDeleteThank you Malinga, adding more to it, if rewards and recognition takes place properly in any organisation, employees fall in love with the atmosphere and performance level increases (Danish & Usman, 2010).
DeleteOrganization’s success alone is not what makes its employees happy: instead, happiness itself makes employees more effective (Kolar, 2015). Motivated employees exhibit an innate penchant for building up optimistic voluntary behaviors and hold fast to them (Armstrong, 2014). They set direction and decide how best to pursue. Once they do the positive impact is ample to all stakeholders such as; Higher productivity, more innovation, low absenteeism, low staff turnover and the list goes on (Wijesundara, L 2018).
ReplyDeleteThank you for your input Asitha! I Agreed, employee engagement could be considered one of the most critical metrics (and also on of the hardest to measure, I would add) relating to the people aspect of an organization. Killham, E. and Krueger, J. (2006) found in their studies, that creativity on the job was more than 03 times higher with engaged employees as compared to those who are not. Creativity brings out innovative ideas to solutions, giving the organization a definite competitive advantage.
DeleteAccording to Robinson et al (2004), engagement is one step ahead of commitment. Employee is more willing to engage in work, more motivated, if he believes he can reach the performance (Mortan & LAZĂR , 2013).
ReplyDeleteRumesh I agree with you but according to Armstrong, (2014) Motivation is the force that energizes, directs and sustains behaviour. High performance is achieved by well-motivated people who are prepared to exercise discretionary effort, ie independently do more than is expected of them. Even in fairly basic roles,
DeleteAgreed.When employees are ‘engaged’, they stand up for their company because they are proud to be a part of it. Also find solutions to problems and create ideas to improve the productivity of the organization (Allen, 2014).
ReplyDeleteJanaka I agree with you. but according to Armstrong, (2014) Motivation is the force that energizes, directs and sustains behaviour. High performance is achieved by well-motivated people who are prepared to exercise discretionary effort, ie independently do more than is expected of them. Even in fairly basic roles,
DeletePromotion is an extrinsic factor of motivation which is used in any organization, as an example a case study of employee engagement and motivation has identified that 84 percent of the employees in the Delta One Group which has emerged as a leading inventor, innovator in India feel it is a factor to increase the motivation of the employees only 18 percent feels it is not relevant in motivating employees (Mohanan et al, 2012).
ReplyDeleteHi Eranga, Agreed. Employee engagement is expected to have a direct impact on improving job performance which is a prerequisite for organizational revenue. Work-specific energy and determination engagement helps employees maximize their work potential (Gruman and Saks, 2011).
DeleteWhile agreeing with you and wish to comment, according to the Vance (2006) Job and task design, Recruitment, Selection, Training, Compensation, Performance management and Career development. will affect employees’ level of engagements.
ReplyDeleteEvery organization knows the importance of engaging and motivating its people to perform and this has gained more prominence with time. But what is less commonly recognized is that
ReplyDeleteemployees want to be engaged in work where they feel that they are contributing in a positive way to something larger than themselves(Ramlall, 2004).
Corporate management should treat employees as their most valuable asset, and in order to get the best and highest out of this valuable asset, management needs to know what motivates them as much as employees give the best thing for the organization (Vaněk et al., 2012).
ReplyDeleteEmployee motivation is very important for organizations as every concern requires physical, financial and human resources to accomplish the goals. It is through motivation that the human resources can be utilized by making full use of it. This can be done by building willingness in employees to work. This will help the enterprise in securing best possible utilization of resources. It results into increase in productivity, reducing cost of operations, and improving overall efficiency (Shazadi et al, 2014).
ReplyDeleteRecognition can be tied to more than just performance. Celebrate strong effort when employees go above and beyond. This helps them develop emotional connections to the workplace that fuel future performance (Vance 2006)
ReplyDeleteWhat role do organizations play in promoting engagement amongst their employees, especially during times of economic hardships? (Deal,2007) states that employers should rely less on extrinsic factors of the job, such as pay and benefits, and focus more on building an atmosphere of development and growth
ReplyDeleteSome employees now seek short‐term careers in different organizations with the expectation that they will commit for the short‐term and move on from jobs that are not satisfying, or simply use experience gained in one role as a stepping stone to another job (Bates, 2004). Organizations want people to put in extra effort and generate innovative ideas to improve services and save money (Skapinker, 2005).
ReplyDeleteEngaged employees work effectively and efficiently for the organization And the technology adds more fun to the employee engagement and the team-building of the employees. As employees are virtually connected with each other through digital platforms. Driving online employee engagement activities could be one of the most important factors for the organizations
ReplyDeleteAre you interested in sustaining and growing employee engagement at work? Motivate and boost your employees productivity with our 50+ Online employee engagement activities.
ReplyDelete