MOTIVATION IN THE WORKPLACE: KEY CONCEPTS FOR MANAGERS

    

The global business environment is rapidly changing, and organizations that adapt to this change are likely to survive. One major challenge is managing workforce turnover due to industrial worker migration, which can be attributed to lack of motivation and commitment (Singh, & Tiwari, 2011).

Employees’ motivation is super important for the growth of organizations, and it enhances employee’s productivity and effectiveness. Consequently, it provides a sustainable company and happy employee. It means we need a strategic plan for employees’ motivation and their productivity. In my perspective, we need to pinpoint exact plan for sustainable working place and create healthy workforce. Moreover, rank and file workers are very important for the company’s economic and social landscape. It is worth mentioning that enhance the sharing and caring society.

Theories of motivation:

Maslow's hierarchy of needs suggests that physiological needs are the most fundamental, and higher motivation is useless without food and shelter. In the workplace, employees feel secure when their needs are met, with survival needs at the lowest and imaginative and cerebral self-actualization needs at the top. 

Herzberg's Herzberg motivation theory, also known as the two-factor theory or Hertzberg hygiene theory, suggests that job satisfaction significantly influences employee behavior. Although certain hygiene factors are necessary for employee satisfaction, Herzberg believed that salary increases alone won't motivate the workforce. Instead, businesses should focus on acknowledging staff accomplishments and providing opportunities for development. His theory suggests that job satisfaction and dissatisfaction are not correlated.

Thus, there was a similarity between Maslow and Herzberg's ideas of motivation.

Types of Motivation: 

1. 1.     Intrinsic Motivation - Intrinsic Motivation is a motivating style when a person is driven by their own inner wants.

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   2.     Extrinsic Motivation - Extrinsic motivation is a type of motivation where an individual is driven by external desires. Intrinsic Motivation

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   3.     Positive Motivation - Positive motivation is the actual act of encouraging individuals to perform their work optimally and enhance their presentation.

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   4.     Negative Motivation - Negative motivation aims to manage negative work endeavors by creating a sense of dread for laborers due to lack of good execution.

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   5.     Reward-Based Motivation or Incentive Motivation - Incentive motivation, is a strategy where individuals or others are expected to receive a reward for achieving a specific goal.

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   6.     Fear-Based Motivation - "Inspire Self-Responsibility" (Fear of disappointment inspires self-inspiration, ensuring vision achievement without causing disappointment)

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   7.     Achievement-Based Motivation - Titles and positions are crucial in our lives, and those driven to acquire them often experience achievement-based motivation.

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Here are some important criteria and tactics for Motivate Employees in today's workplace:

Every leader and organization know how crucial it is to have a happy workplace. Making a good work culture doesn't happen quickly; it takes time. There's no exact way to figure out how long it'll take to make employees more motivated. But using good motivation techniques will make a big difference, even if it takes a while. Along the same lines, I have listed the following strategies for employees’ motivation.

Strategies for Motivating Employees

1.  Provide a safe and comfortable environment – It makes a trustworthy working atmosphere.            
2.   Seek out their opinion before significant changes occur - Here we put an emphasis on      employees.
3.   Offer incentives & don’t wait for Christmas to give a bonus or a gift – This will create motivation and morale in the employees.
4.   Provide plenty of opportunities for advancement or more responsibility – We expect commitment and help to achieve the company’s goal.
5.   Employee of the month – You can do that monthly and give them cash price. Then it will create others’ enthusiasm.
6.   Discipline in private – This will secure their privacy and self -esteem.
7.   Work life balance – We create sharing and caring philosophy.
8.   Don’t neglect a good training program or on-boarding program – This will be creating self-assured and self-developed person.
9.   Offering sponsorships for further education and career development – Financial Incentive or Educational Loans
10.   Giving enviable perks for employees – (Ex: Extra day off occasionally, Parental leave, caregiving support, work option to accommodate divers lifestyles and responsibility)

Our sole purpose is making a strategic plan for employees’ motivation.  Consequently, we are expecting to ramp up the healthy working landscape and create more enthusiastic employees. Furthermore, we will be creating genuine commitment and trustworthiness over the company. Recently, employers and employees are experiencing severe global economic slowdown. It seems that we need to implement a sustainable strategic plan for Employees Motivation. Lastly, we can create a happy and thriving workforce.

 

References

Mcleod, S. (2024) Simple psychology. Maslow’s Hierarchy Of Needs (Online).

Maslow's Hierarchy of Needs (simplypsychology.org) /  Accessed on 30th March 2024.

Details, Author's & Rahman, Mayeesha. (2020). Employee Motivation: The Need for Organizational Support to Foster Work-Life Balance. 2226-8235.

Singh, A. (2017) Employee Motivation: A Study on Modern Workplace, pp.71-74 (Online) Available at

(PDF) EMPLOYEE MOTIVATION: A STUDY ON MODERN WORKPLACE MOTIVATION | IJESMR Journal - Academia.edu. Access on 30th March 2024.

Jain, Dr & Gupta, Dr & Bindal, Dr. (2019). A Study of Employee Motivation in Organization. International Journal of Engineering and Management Research. 09. 65-68. 10.31033/ijemr.9.6.11. 

Alshmemri, M., Shahwan-Akl, L., & Maude, P. (2017). Herzberg’s two-factor theory. Life Science Journal, 14(5), 12-16.

Anderson, A. (2014). Maslow's hierarchy of needs. The Prairie Light Review, 36(2), pp. 7.

Varma, Chandrakant. (2018). IMPORTANCE OF EMPLOYEE MOTIVATION & JOB SATISFACTION FOR ORGANIZATIONAL PERFORMANCE.