IMPACT OF EMPLOYEE MOTIVATION -2nd blog
IMPACT OF EMPLOYEE MOTIVATION
Figure 1(Lindner,
J.R., 1998)
(Bartol and Martin, 1998)
consider motivation a powerful tool that reinforces behavior and triggers the
tendency to continue. In other words, motivation is an internal drive to
satisfy an unsatisfied need and to achieve a certain goal. It is also a
procedure that begins through a physiological or psychological need that
stimulates a performance set by an objective.
TYPES OF EMPLOYEE MOTIVATION
There are two types
of motivation methods which are
1. Intrinsic
Motivation
2. Extrinsic
Motivation
INTRINSIC MOTIVATION
Intrinsic motivation means that an individual is motivated from his own
beliefs which includes Acceptance, Curiosity, Honor, and desire to achieve success.as
well as the intrinsic motivation has to be kept in limited level (Armstrong,
2006)
EXTRINSIC MOTIVATION
Its means individual motivation is stimulated by the external factors
such as rewards and recognitions as well as the extrinsic motivations promote willingness
in a person to learn new skill set.
EMPLOYEE MOTIVATION WAYS
Ø Employee satisfaction Surveys
Ø Employee Motivation Surveys
Ø Create an amazing work environment
Ø Focus on intrinsic rewards
Ø Provide Flexibility
Ø Thank personally, timely, often and sincerely
Ø Opportunity to show off a winning call
Ø Request for special project work
IMPORTANCE OF MOTIVATION
Ø More productivity
Ø Less stress
Ø Improved quality
Ø More trust
Ø Less absenteeism
Ø More creativity
Ø Higher retention rates
SECTOR: - APPAREL
HERZBERGS TWO FACTOR THEORY
The Herzberg two factor theory used to explain the employee motivation
in the apparel industry and which help to levels the motivation of the work
place.
The presence of motivating factors encourages employees to work hard and
increase the efficiency of the workers and increase the productivity of the
firm.
Recognition, Growth, Achievements, Responsibility and work itself are
the major motivators and Security, Company policies, Salary, Work condition,
and Supervisor are the Hygiene factors of the organization. Employee motivation
will be very high when the high motivation and high hygiene according to the
Herzberg theory.
CONCLUSION
Employee motivation in the apparel industry mainly depend on the
motivating factors and the availability of hygiene factors. Employee motivation
will provide the better production in the apparel industry and reduce the
wastages and increase the turnover of the firm.
REFERENCES
Lindner, J.R., 1998. Understanding
employee motivation. Journal of extension, 36(3),
pp.1-8.
Bartol, K.M. and
Martin, D.C., 1998. Applicant referent information at hiring interview and
subsequent turnover among part-time workers. Journal of Vocational
Behavior, 53(3), pp.334-352.
Armstrong, M., 2006 Human Resource Practice 10th ed. London; Kogan Page
Limited
Herzberg,
F., 1966. Work and the nature of man. Cleveland: World Pub. Co.
If you want to sustain the high level of performance there is need of close attention to the best way of motivation. Individual or employees could be motivated through the rewards, leadership, incentives etc. Employees performance and motivation depend on the factors like performance appraisal, employee satisfaction, training and development, job security,
ReplyDeleteIf one could achieve and sustain employee motivation, very less will will to focus. The employees will deliver results the organization can reach highest levels.
ReplyDeleteinterested article and fact is all the company and organization required to do Motivation to keep worker satisfaction
ReplyDeleteTimely worth topic and also one of the common subjects that peoples are always talking about. I just doubt one point which is "availability of hygiene factors " how can this take a very important part of motivation? Appreciate it if you can give us a bit more information on the same. Thank you!
ReplyDeletePeople will stay with in the organization if they have a reason to. So if the organization want to keep their good people and keep them motivated, it’s worth starting an incentive program. Maybe it’s a quarterly bonus. Maybe it’s a commission structure that’s better than the competition. Maybe it’s offering to foot the bill for additional credentials. Or maybe it’s even profit-sharing in your company. Its worth to read this article. Thanks
ReplyDeleteAccording to the Theory of Needs by David McClelland, there are three main drivers for motivation: a need for achievement, need for affiliation and need for power.
ReplyDeleteMotivated Employees do things without any command and always deliver more than expected.
ReplyDelete