Abstract: The purpose of this paper is to identify the factors that effects employee motivation and examining the relationship between organizational effectiveness and employee motivation. A mold was designed based on the literature, linking factors of employee motivation with employee motivation and organizational effectiveness. The literature and various studies concluded that factors. Empowerment and recognition have positive effect on employee motivation. More the empowerment and recognition of employees in an organization is increased, more will their motivation to work will enhance.
Research shows that motivated employees tend to display more positive work attitudes than employees who are not motivated. Therefore it is important that organizations identify these factors that affect employee motivation. The first section analyses the summary of purpose, rationale and related literature of this study. The
The concept of motivation is broad and subjective, thus the definitions differ from one person to another. The notion is complex and hard to clearly define or explain since it is used in more than one area; however we will focus on the motivation of men and women at work, and mainly in companies. When entering the working market, each individual has different motives to wake up every day and exercise their profession. One can easily argue that the MAIN motive is earning money, and that every one of us works towards that unique goal, which could be, rationally speaking, true in the facts. But the most interesting part lays in the following questions: What, in a company, motivates employees to work harder?
Therefore motivation induces people to do their work in order to achieve the individual and organizational goals. In other words, it is that which instills in the individual a will to act in performance of a job. Motivation is thus a will to act and perform in order to
If an employee wants to perform, he must be motivated. 2. Motivation alone does not ensure performance and hence a person must have the necessary abilities and skills as well. 3. An employee must have an accurate knowledge of the requirements of the job.
Motivation is concerned with the psychological aspects of the human being. Hence the level of satisfaction, contentment, etc by using the same reward, incentive vary from person to person and situation to situation. This is due to variations in aspirations, attitudes, feeling and perception of the individuals Most employees today would like to have their employee’s motivated and ready to work, but do not understand what truly motivates a person. Companies could be more efficient if the employees had an invested interest in the future of the company. There are essential needs to be met for a person, specifically an employee, to succeed in the workplace.
In 1954, Maslow’s theory was fully expressed in his book Motivation and Personality. He divided human need into five classes, including physiological needs, such as food and water; security needs, such as safety working conditions; love and belongings, such as friendship; self-esteem needs like recognition; and self-actualization needs like personal dream goals. Maslow pointed that only the lower level of needs is satisfied, people can pursue the upper level of needs. However, money can achieve self-esteem and physiological needs simultaneously. In addition, there is also a problem in deciding when a level has actually been
The writer thinks that it is of paramount importance that one should direct attention towards understanding job satisfaction and dissatisfaction, in order to better understand motivation. Hence, the following theories and thinking on job satisfaction and motivation haved been considered. 2.1.1 Maslow’s Hierarchy of needs Maslow devised this theory in 1943, with the aim of identifying the dynamics of motivation, which leads to job satisfaction. According to the theory, a framework was devised in a hierarchical manner, (as depicted in figure 1), thus ranking the factors (needs) in ascending order, namely; physiological, safety, social, esteem and self- actualization . • Psychological Needs These take the form of basic needs which are aligned with the survival of an individual, such as, food, water, air, and in an organizational sense, compensation.
Maslow’shierarchy of needs also influenced Herzberg’s Motivational Hygiene Theory that stressed on the different needs of the individual. Herzberg concluded that job satisfaction and dissatisfaction were the products of two separate factors: motivating factors and hygiene factors. Hygiene factors surround the doing of the job. They include supervision, interpersonal relations, physical working conditions, salary, company policy and administration, benefits, and job security and should be properly managed. Motivation factors lead to positive job attitudes because they satisfy the need for self-actualization.
Examine that rewards only motivator for employees with an explanation of what are other most motivators for employees. Introduction In today's competitive business environment organizations are confronting numerous challenges and among those challenges obtaining right workforce and holding it, is of most extreme significance. These days, human asset is thought to be the most imperative asset of any organization. To get the efficient and effective result from human asset, representative motivation is vital. Employees will give their greatest when they have a feeling or trust that their endeavors will be rewarded by the administration.