Internal factors in an organization include strength and weaknesses. The strength of employees is also a vital internal business factor. Internal factors can determine how the organization can meet its objectives. To assess the company’s internal environment with respect to employee’s goals, a survey was carried to determine the culture, attitudes, willingness to change and competencies of employee’s goals. Engaged employees who are motivated, talented and hard-working performances are what managers expect from employees.
In exchange for their loyalty towards the orgnization and their effect for their work, employees form expectations. To improve the quality of their work, to realize their career goals and to ensure that they work efficiently, the organization has to mobilize various incentive mechanism. Organizations can support their employees by establishing properly working human resources procedures and performance evaluation systems, concentrating on career management activities and improving the employees’ physical working conditions. Organizational support theory explain the psychological process underlying POS as follows: Firstly, POS in the basis of reciprocity norm creates a feeling of necessity concerning the organization working towards
All organisations and groups experience the direct relationship between job satisfaction, and performance. In order to maximize the performance of those within a system, it is significant important to develop interpersonal relationship. One way for an organization to become more innovative is to capitalize on its own employee’s to innovate. Organizational Behaviour also helps individual to create self-awareness all the times. Individuals will be able to draw and execute his own action plan, and well known the current position of him, and be aware of where is the next position he is going to reach.
- Managing conflict – Conflicts are common in the workplace and if there are proper guidelines that help in resolving conflicts, employees are likely to be satisfied or motivated (David, Amit, & Marc, 2015). In conclusion, motivation is what drives the success of an organization. Factors of motivation could either be intrinsic or maintenance depending on how they directly affect the work setting. These factors are based on the Herzberg’s Two-Factor Theory that is widely used in the organizational setting to explain and encourage motivation. However, other factors within the organization such as leadership style, flexibility and conflict management also influence motivation.
Employee motivation is very important as it ensures the survival of the company. Motivated employees are more productive, and they are needed in every workplace. It is the work of the manager to ensure that employees are motivated within the context of the roles they perform in the company. Managers have to know the best and most effective ways of motivating employees since these days money is becoming less of a motivation. The need to appreciate and understand the human nature is a prerequisite to the creation of an effective employee motivation program in any
Motivation is the word derived from the word ’motive’ and it talks about the needs, desires, wants or drives which every individual has. It is the process of encouraging the people to work and do actions to accomplish the goals. In the work goal context the psychological factors rousing the people’s behaviour can be- Drive towards money. Ambition Respect and recognition Job satisfaction Team work, etc One of the most important functions of management is to interest the employees and motivate them to do the best in their work. Therefore, the leader needs to arouse this interest in the employees and make them work to the best of their capabilities.
Human Resource management is about striking a balance between people management and systems / processes to drive the business (a balance between human & inhuman elements), in-order to achieve the most effective, efficient and a positive impact on the organizational goals. Secondly human resource management is an essential tool, which helps to build employee relationship with the organization and to build a positive behaviour among the employees in the organization. 1.1 Personnel and Human Resource Management Personnel Management is an essential element and could be defined as the human resources what is required by organization to obtaining, organising and motivating (Armstrong, 1977 in Armstrong, 2000. p. 577) for better organization behaviour.
“Motivation refers to the way in which urges, drives, desires, aspirations, strivings, or needs direct, control, or explain the behavior of human beings”. Motivation is the act of stimulating someone or oneself to get a desired course of action or to push the right button to get a desired reaction. Employee motivation is mainly conducted to identify the factors which will motivate the employees and the organizational functions. Management’s basic job is the effective utilization of human resources for achievements of organizational objectives. Rajeswari (2011)  found her study as job and employee characteristics, management practices, environmental factors are influenced employee’s motivation in organization.
This theory claims that individuals’ most basic needs must be met before the other needs can serve as motivator. It emphasizes the social needs that relates to the employees motivation in the workplace. Social needs is the need for love, affection and sense of belongingness in one’s relationship with other persons. In order to satisfy the needs, the organization need to develop good relationship among their employees so that they were able to feel valued and motivated to work harder. The main strength of Maslow’s Hierarchy of Needs Theory is the identification of individual needs of what energizes (motivates) individuals.