Patterns of Employee Motivation - Research Paper Example

 Patterns of Employee Motivation Employees are one of the most crucial assets of any organization. The success and performance of a business is greatly dependent on the staff or workforce it carries. Motivated staff leads the organization towards its goals more smoothly and efficiently (Ramasamay, 2005). Researchers have long been engaged in finding out ways to asses and evaluate the concept of motivation in the workplaces. Their interest is developed as a result of a number of researches and experimental studies that concluded the benefits of motivation and commitment in the workforce (Pinder, 1998). The motivated taskforce not only help in achieving the organizational tasks accurately but also assure the long term success of the firm. Pinder (1998) asserts that motivation is an energizing force. It gives energy to the workforce in moving ahead with the same pace. Different organizations have different patterns of employee motivation. The process of employee motivation is difficult for the distinct patterns of human behavior. This paper aims to analyze the motivating factors of employees in organizations, including a discussion on practical and realistic ways of motivating a diverse workforce in an organization. In order to successfully implement a motivational plan for employees, it is important to understand and know the behavioral patterns of the employees. It is not an easy task to individually assess and analyze the behavioral pattern of each employee. However, researchers have helped in making decisions about the behavioral patterns by providing three broad categories. The first category involves the ‘self-actualized’ employees who are never de-motivated and have high spirits and passion to achieve the goals. It involves an estimated 10 percent of the total workforce. The second category involves ‘fence sitters’, who can be motivated using the motivational techniques and skills. The largest group of workforce belongs to this category (i.e. around 80%). The third category involves the remaining 10 percent employees who are difficult to be managed and motivated. These employees do not intend to achieve anything over and above their current performance. In other words they do not have any intention to get motivated and improve their performance. The importance of categorizing the employees is the fact that the middle category (i.e. 80-90%) of the employees get motivated to improve their performance by the way self-actualized employees are treated and rewarded (Subburaj. 2005). The most important factor to consider before implementing any technique of employee motivation is to understand the nature of the workforce, categorize employees in to groups and apply appropriate motivational techniques for each group. This process is, however, time consuming but is fruitful in taking full advantage of the motivational techniques. Employees’ behaviors play a vital role in making the best motivational plan for them. The name of Frederick Herzberg is of paramount importance in understanding the motivational factors that contribute to employee work satisfaction and excellent performance. The hygiene and motivational factors theory by Herzberg follows Maslow’s concept and concentrates on the human needs at work. His theory can be classified into 2 broader categories i.e. Hygiene needs and motivational needs. Hygiene needs are linked to the job security, compensation, policies, rules and so on. These factors, however, are not directly related to the motivation level of employees but help on strengthening trust and association between employees and the organization. The motivational factors include Recognition, achievement, advancement, growth and Responsibility (Podmoroff, 2005). Managers and supervisors tend to believe that employees quit jobs mainly for the reason of dissatisfaction over salaries (Kaye and Jordan-Evans, 1999). However, Herman (1999) concludes that salary and monetary benefits are more likely to attract individuals towards the organization than encouraging them to leave. Thomas (2000) and O’Malley (2000) further illuminate the employees’ concept of an ideal organization in detail. Both studies provide a number of factors that result in a motivated, committed and satisfied workforce. These factors include friendly and safe working environment, performance appraisals, individual values, monetary and non-monetary rewards, records of achievements and other incentives. Silverthorne (2005) describe three major factors that contribute to employee motivation in Russia. These include “promotion and growth, feeling in on things, and interesting work (p 110)”. For the American employees, Silverthorne (2005) concludes that the three most important motivational factors are appreciation, job nature and job security. For Taiwanese, job security, good wages and promotion and growth, form the three main factors of employee motivation. Silverthorne’s study is a valuable tool to understand that employees from different backgrounds expect different behaviors and attitudes. Their job satisfaction requirements vary as well as their motivational needs. Hence, it takes more than a single technique or factor to motivate today’s diversified workforce. The research conducted is helpful in understanding the ways in which employees may be treated to be satisfied with the workplace. Employee motivation is closely related to the factors that result in employees’ job satisfaction. Hence, in order to achieve employee satisfaction and attain a motivated workforce, managers and leaders need to understand the personal and workplace needs of the employees. As suggested by the research, there is a need to pay proper attention towards the expectations of the employees. The first step in motivating the staff is to satisfy their job related security needs and job protections requirements. A comfortable and flexible working environment is required to satisfy the employees of their workplace and practical and realistic rules are also a need to maintain discipline at workplaces. Once employees are satisfied with their working conditions and rules, there is a need to encourage them and persuade them on improving their performance. Loyalty is the key factor which is required to make the motivational plans work for the employees. Employee loyalty leads to loyal efforts and create more fruitful results for the business. Goals must be set and defined to the employees clearly so they get aware of their responsibilities. Goal setting plays a vital role in motivating the staff. Goals must be set realistically but must not be too easy to be achieved. Goals must be challenging so that employees take more interest in their job and put more efforts in attaining those goals. Rewards, performance appraisals, compensatory awards and other benefits on achieving the targets may lead to more goal oriented workforce. The motivational level of employees may be high when they are aware of the rewards, promotion or benefit they may achieve by meeting the goals set by their managers. Moreover, loyalty which is created by close relationships, communication and trust is also an important factor in motivating the employees. Once a loyal workforce is created it becomes easier to motivate them. Motivating an employee is the most important task for the company as employee motivation can lead to increased efficiency by the employee and this can prove to be beneficial for the company. Employee motivation can be achieved through several processes. The most significant one is the incentive based motivation which would encourage the employees to work towards a goal so that they can get the respective incentive. Performance based appraisals are also very helpful in these kinds of situations. It is this performance based appraisals which would encourage the employee to take part in discussions and decisions of the company and would hence give a platform to the company for a variable number of decisions. Monetary rewards can also prove to be helpful in motivating the employees. An increased participation of the employees in the decisions of the company can make somewhat obvious to the employees that the company cares for them. This care and warmth by the company is necessary for employee motivation. Packages such as healthcare and housing are also quite beneficial to motivate employees towards work. It is necessary that the company shows it to the employees that it does not leave them secluded when they are going through hard times. To prove this the company can give retirement packages to employees who are retiring and can provide benefits to the employees who have become disabled. This would prove to be very encouraging for other employees working in the company (Podmoroff 2005; Malley 2000). Bibliography: Silverthorne, C. P. (2005). Organizational psychology in cross-cultural perspective. New York, N.Y: New York University Press. Pinder, C. C. (1998). Motivation in work organizations. Upper Saddle River, NJ: Prentice Hall. Podmoroff, D. (2005). 365 ways to motivate and reward your employees every day-- with little or no money. Ocala, Fla: Atlantic Pub. Group. Ramasamy, S. (2005). Total quality management. New Delhi: Tata McGraw-Hill. Kay, B. and Jordan-Evans. (1999). Love ‘em or lose ‘em—Getting good people to stay. San Francisco: Berrett-Koehler Publishers, Inc. Herman, R. E. (1999). Keeping good people—Strategies for solving the #1 problem facing business today. Winchester, VA: Oakhill Press. Thomas, K. W. (2000). Intrinsic motivation at work—Building energy and commitment. San Francisco: Berrett-Koehler. O’Malley, M. N. (2000). Creating Commitment—How to attract and retain talented employees by building relationships that last. New York: John Wiley and Sons, Inc. Read More