Employee Motivation Issues - Essay Example

?Employee Motivation Theories of Motivation revolve around the things or situations which are able to create stimulus in individuals so that they canperform a specific action i.e. these things or situation produce motivation to complete a certain act. 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. However, 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 (Ramasamay, 2005). The most significant one is the performance appraisal method of motivation which would encourage the employees to work towards a goal so that they can get the respective appraisal report. 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. In addition, 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. Employee performance based categorizing and careful rating of employees helps in motivating employees to achieve the targets and be on the top of the lists of high achievers. They usually get motivated by the feeling of superiority in work and this method of appraising their performance affects their working abilities as well. 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. The motivation techniques also involve necessary steps at the planning stage. This includes distributing the tasks in short tasks such that every employee or group of employees is given a particular task to be achieved. The time period mentioned to achieve the targets act as a motivational factor for the employees. The behavior of employees in particular situations can be co-related to many theories of motivation but the best suitable theory should be identified and properly applied. The Maslow’s Need Hierarchy is the theory in which the individual is motivated by a set of need hierarchy i.e. they are motivated only if their needs are not being met. The more they feel their activities and actions will lead to their goals and ultimate aim, the more they are motivated to work. This theory simply emphasizes on concentrating the needs of employees and projecting ways which may direct towards staff loyalty and devotion to the work. The use of project completion ratio to remunerate employees is not costly yet motivating for the employees as they are remunerated as per the completion ratio of the project or task. The need of every employee to earn money is met, hence, by using this technique on a piecemeal basis which does not leave the motivation of employee to work at any spot. The instinct theory suggests that each and everything committed by individuals is programmed genetically. Hence it means that every individual or group of individuals would have the same reaction to a certain situation. Creating situations which would motivate all the employees to work harder towards achieving goals or improving their performance is another major way to aid the company’s aims. The use of the employer of the month, small card gift like $5 that will not need for a budget may call for similar reactions by the employees t work harder in order to achieve those rewards or high listings. Silverthorne (2005) concludes that the three most important motivational factors are appreciation, job nature and job security. Job satisfaction and security further leads to loyal workforce. 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. Bibliography Silverthorne, C. P. (2005). Organizational psychology in cross-cultural perspective. New York, N.Y: New York University Press. Thomas, K. W. (2000). Intrinsic motivation at work—Building energy and commitment. 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. Ramasamy, S. (2005). Total quality management. New Delhi: Tata McGraw-Hill. Read More