IMPORTANCE OF MOTIVATION
Motivation enables people to convert physical and financial resources into useful products and services. It helps the organization to get the best out of its human resources.
Motivation triggers employees to perform their job energetically. Employee performance and
the outcome is not only based on the skill and ability of individuals but also on enthusiasm and willingness.
Motivation is an action that links the overall efficiency and output of any work-related activity made by individuals. This action keeps on reducing the entire cost of the operation and tasks involved in the organization. The organization should understand the
priorities and needs of their employees, design suitable compensation and other
incentive systems, and ensure the accomplishment of stated goals comprehensively.
If employees are not motivated appropriately, the basic functions of management such as planning, organizing, and staffing functions will not be translated into the desired action.
Motivation engages and makes employees bind closer to their organization.
MOTIVATION AND JOB PERFORMANCE
Performance has been defined by the level of an individual‟s work achievement after having exerted effort. The level of performance of employees relies not only on their actual skills but also on the level of motivation each person exhibits. Some researchers believe that performance is ultimately an individual phenomenon with environmental variables influencing performance primarily through their effect on the individual determinants of performance, ability, and motivation. However, motivation is an inner drive or an external inducement to behave in a particular way, typically leading to rewards.
Performance is considered to be a function of ability and motivation, thus:
Job performance=f (ability) (motivation)
Ability, in turn, depends on education, experience, and training, and its improvement is a slow and long process. On the other hand, motivation can be improved quickly. There are many options, and an initiated manager may not even know where to start.
- As a guideline, there are
broadly seven strategies for motivation such as positive reinforcement, effective discipline
and punishment, treating people fairly, satisfying employee needs, setting work-related goals
restructuring jobs and base rewards on job performance.
An effective performance management action is an important tool for employee motivation for optimal performance. However, it is not enough condition for effective performance.
Management. The most important issue with any performance management system is how
critically it is taken and how it is used by management and employees.
Performance management is all about perfection, synchronizing, upgrading to stockholders and owners. The expansion of performance management is clearly huge; hence, performance management must be viewed within an enterprise to improve employee motivation for high performance. Efficient management of performance required a strong apprehension of the performance domain. Apprehending the obligation and projects that are part of the job description within a company or organization.
EMPLOYEE MOTIVATION FACTORS
1. Reward and recognition
2. Working environment
3. Job security
4. Promotion
5. Training and development
6. Performance appraisal
REWARD AND RECOGNITION
Flynn (1998) argued that rewards and recognition programs keep high spirits among employees, boost their morale, and create employee engagement.
The basic purpose of
recognition and reward program is to define a system to pay and communicate it to the employees so that they can link their reward to their performance which ultimately leads to employee engagement. The rewards include the financial rewards, pay, benefits, promotions, and incentives that satisfy the employees. Still,
recognition must be given to committed employees to keep them motivated, appreciated, and committed.
PROMOTION
Promotion is always a dream of an employee in any organization. Some workers succeed in fulfilling their dream, whereas others do not. The reason behind this success or failure is their performance. Heads of organizations should promote their employee's grades based on their performance, making the right evaluation.
WORKING ENVIRONMENT
Every organization strives to achieve some internal objectives such as low sick leave, reduction in employee turnover, improved employee productivity and performance and these
elements can only be achieved through a good and healthy working conditions.
JOB SECURITY
It was found that when employees have feeling security in their job he is interested in
investing more time and effort in the organization and also tend to have long term
commitment to the management which can also be termed as employee motivation and performance.
TRAINING AND DEVELOPMENT
Training programs have an important role in improving employee performance. This has
also motivated many organizations to invest in training and developmental programs for their employees.
PERFORMANCE APPRAISAL
An employer usually reaches an agreement with the employee. He states each of the expected employees ‟s goals, objectives, and task targets, and they are regularly made aware. However, it is noted to be that abovementioned agreement in a usual
organization procedure conducted regularly rather than as a non-financial motivator for employee motivation and performance.
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