In the recent years, employers have recognised that the success of business is closely influenced by the motivation and professional capacity of their workforces. Accordingly, companies are faced with the challenge of increasing the level of employee commitment, job satisfaction and motivation (Greene, 2001). In this regard, it is important for companies to take into consideration the impact of employee needs, morale and expectations and to negotiate appropriate work arrangements for motivating employees as part of performance recognition.
The following paper presents a discussion on the importance of employee motivation in the workplace. The discussion is mainly based on ...view middle of the document...
However, managers fail to understand the significance of the motivation in accomplishing organizational goals and objectives. Even when they understand the importance of motivation, they lack the necessary skills and knowledge to create an enabling environment, which fosters employee motivation and satisfaction (Borland & Tseng, 2004).
According to Greene (2001) besides the moral benefits of altruistic approach to treating employees as human beings and respecting their dignity in all forms, motivating employees makes them more productive, innovative and royal. Jenkins, Mitra, Gupta and Shaw (2001) have concurred with this argument and have explained that extrinsic forms of employee motivation such as good compensation and rewards are key to performance improvement. Essentially, the trick for getting the best out of employees is for the management to figure out how to inspire motivation at the workplace. To create a work atmosphere in which employees are motivated requires an evaluation of intrinsically satisfying and extrinsically encouraging factors.
Rynes, Schwab and Heneman (2001) have explained that improved organizational performance is a product of two factors: ability and motivation. Ability is in turn influenced by various factors which include education, experience, training and its continuous improvement. Unlike motivation which is achieved rapidly, ability takes a long time to achieve.
Among the reinforcement strategies, positive reinforcement should be a central part of any managers’ motivational strategy. As E.L. Thorndike’s law of effect states that behaviour followed by pleasant consequences is likely to be repeated (Schermerhorn et al, 2011). Well-motivated employees are needed in the rapidly changing, competition-paced work places. Such employees are an essential requirement for organizations to compete effectively for the future. For an organization to be productive in the long run, managers need to understand the factors that motivate employees within the context of the roles they perform in an organization and the desired objectives. Greene (2001) has reckoned in his article that of all the functions that managers perform, motivating employees is the most challenging and complex because employee needs and expectations, as well as, performance expectations change continuously. For instance, as employees income levels increase or the cost of living come down, compensation become less important as a motivator.
In his research study, Jenkins, Mitra, Gupta and Shaw (2001) identified major factors that contribute to employee motivation. The ranked order of these factors is: interesting work; fair wages; appreciation of employee’s efforts; job security; good working environment; opportunities for promotions and growth; loyalty to employees; tactful discipline and sympathetic help with personal or domestic problem. An analysis of these factors provides important insight into ways of motivating employees....