These factors are found to have a significant effect on employee motivation. For instance, proper provision of good wages, training and development, information and effective communication influence greater motivation levels among employees. Since motivation is found to have a significant strong and positive correlation with work attitude (Suleiman, 2013), motivational elements are also said to have a significant and direct effect on work attitude among employees. For instance, Suleiman (2013) revealed that job security has been identified in the literature as one of the most influential factors that results in positive work attitude among employees. Employees who perceive the future or their job as being guaranteed to develop positive perception and attitudes towards their work and the
That is to say, employees are willing to go extra miles for the organization because of the strong organizational identification (Bartels, 2006). Employees’ belief about an organization become more positive, when their identification increases, which makes the individual become psychologically connected to the organization, thereby making the future of the organization to determine the future of the employees (Ashforth & Mael, 1989; Van Dick et al., 2004). Individuals usually identify with organization or groups so as to reduce perceived uncertainty or to have a better
Leader-member exchange highly improves job quality and fulfilment and aids in demonstrating OCB. For firms to be able to incorporate the OCB, they have to hire people who have conscientiousness traits as they demonstrate OCB behaviour which often results in progression within an organization in special offers and job satisfaction. The workers in return gain respect and recognition for their work from the management which increases motivation and further inspire to adopt OCB. Employees with conscientiousness traits have great LMX quality relationships with their superiors. This leads to high levels of job satisfaction from implementing OCB giving them more responsibility and freedom and present constantly new opportunities for them.
Employees will give their greatest when they have a feeling or trust that their endeavors will be rewarded by the administration. There are numerous factors that impact worker motivation like working conditions, specialist and employer relationship,
Issues 1: Employee Engagement Employee engagement is a relationship between an organization and its own employees (Engage for Success, n.d.) . It is a workplace strategies resulting a right workplace conditions for all the employees within organization to contribute their best to the company and increases the chance of success. Employee engagement is the extent to which the passionate of the employees feel about their jobs, positions and organization, and put discretionary effort into their contributions towards the organization. In other words, employees do not work just for the salary or promotion but they working on behalf to achieve the organizational goals and mission. Employee engagement is closely link to the engagement with organization and the superior.
In many organizations, reward management has been seen to be a vital instrument in employee performance Guest (2002). A well rewarded employee feels that they are valued by the company. Such employees are encouraged to work harder and better if they are aware that their wellbeing is taken seriously by their employers, and that their career and self development are also being honed and taken care of by their company. Employees are the engine of organization vehicles while reward is the fuel. No organization can achieve its stated objectives without its employees.
Therefore, this is such a powerful way to motivate the employees. Besides monetary incentive, there are some other stimuli which can motivate a person to have a better performance. This includes job satisfaction, job security, job promotion, and pride for accomplishment. The followings are the need of the incentives: to increase productivity, to drive or arouse a stimulus work, to enhance commitment in work performance, to inculcate zeal and enthusiasm towards work, and to get the maximum of their capabilities so that they are exploited and utilized
Once there is an aim, there is purpose and fulfilling that purpose increases performance as there is realization of achieving success. IMPORTANCE OF SETTING GOALS Goal setting is tremendously important as it can guide and direct behavior. For example, if an employee sets a goal that he/she wants the Best Employee of the Year Award then he/she will have increased commitment to improving their performance and role in the company by taking on greater challenges and responsibilities so as to grasp the attention of his/her boss and hopefully receive the nomination. Similarly goals can also be set by employees to provide challenges and
The study show on how organizational commitment may influence on retention, attendance and job productivity. According to McNeese-Smith (1995) if employees are morally committed to an organization, the increasing of like hood of retention, consistent attendance, and increased productivity can be expected. In addition, the studies also identify on organizational commitment that could interact with job satisfaction to affect turnover intention among employees. Organizational commitment is an attachment with organization (Mathieu, 1990). In simpler words, job satisfaction is linked to the job; organizational commitment emphasizes links to the organization (Lim, 2007).
To ensure loyalty of employees to the company. Employee feedback should also be encouraged to show that their feedback is taken into consideration. Providing career development training opportunities also improves employee morale. Companies can offer to pay for the employee's certification which will allow them to get skills and knowledge that will benefit them in their work. For example, employees will feel appreciated by the company when