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Human Resource Management. Motivation
The word ‘motivation’ comes from the word ‘motive’, which means ‘drive’. Motivation, therefore, is the driving force that makes people behave the way they do. It is an aspiration process, which compels individuals to action. Moreover, it is an inner force, which energizes the human being’s behavior. Motivation can be either external or internal. External drive originates from managers to employees and depends on the reaction of workers to this force, which can be positive or negative. On the other hand, internal inspiration starts from within a person as he/she tries to satisfy his/her needs. Managers must, therefore, use external motivators that yield positive responses from employees.
Most workers require motivation to have a sense of belonging to their jobs and perform optimally. Some employees consider money as a motivation, while others regard rewards and recognition individually motivating. The drive levels within the place of work have a direct force on the individual productivity. Motivated and excited workers take their responsibilities seriously to the best of their abilities and the eventual result is an increase in production. Motivation on the part of employees is always a problem for managers and leaders. Demotivated workers most likely use minimal or no effort in their work, avoid the place of work as much as possible, produce low-quality jobs, and, probably, leave the organization. On the other hand, employees motivated to work are likely to be unrelenting, innovative, and productive, as well as producing the quality work.
There are different ways managers can motivate workers and drive employee productivity. Since various aspects influence members of staff in distinctive ways, employers need to utilize strategies of motivation that involve numerous techniques. For example, to woo money-motivated employees, managers may put in place a mechanism that gives instant cash to the workers who fulfill their interim production goals. Moreover, the company may execute a program, which supports pleasant competition between employees to increase production. At the end of the plan, managers can openly appreciate performers for a well-done job.
Advantages of Motivation to the Employees
The productivity and success of any business heavily rely on employee motivation. Demoralized and unmotivated workforce leads to soaring employee turnover as well as lost profits and decreased efficiency. Managers and employers ought to be aware of the prevailing benefits that can accrue both management and work employees to get motivated, be happy and engaged. Several advantages can add up to a motivated employee.
First, there will be great employee satisfaction. Employee satisfaction is of imminent significance to every organization as this aspect can cause improvement or regress. Where the company does not have an incentive plan, employees may end up not fulfilling their goals and objectives. Therefore, employers ought to empower their employees by the use of promotions, non-monetary and monetary rewards, or fail to offer incentives to the less efficient workers. Second, motivated employees can meet personal goals. Motivation can assist staff members to meet their individual objectives, which may result in self-development of a person.
The moment workers meet some essential goals they become conscious of the apparent connection between efforts and results, which will eventually drive them to continue at a high level. Third, motivation helps in raising efficiency of an employee. A worker’s proficiency does not relate strictly to his/her qualification and skills. Therefore, to get the very best outcomes, an operator requires an ideal balance between willingness and ability. Such stability can result in the increased productivity, lower costs of operation, an overall enhancement in efficiency, achievement of which is through motivation.
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Advantages of Motivation to the Company
Motivation is substantially significant to every organization due to the benefits that it brings. First, there will be an improvement in human capital management. An organization can gain its total potential only by fully utilizing all its physical, financial, and human resources that it possesses. It is by the use of these possessions that workers get the drive to carry out their duties. As a result, the company will be able to flourish as everybody is working towards fulfilling their objectives. Second, the organization will have an opportunity to meet its goals and objectives. For it to accomplish these aims there must be coordination and cooperation the fulfillment of which is through motivation.
Third, a company will be able to achieve a better team harmony. An appropriate work atmosphere that focuses on supportive relationships is essential to the success of an organization. It not only results in increased profits but also brings stability. Moreover, the employees will also become accustomed more naturally to changes that are an ultimate advantage to the company. Fourth, production of business will significantly increase because of having a motivated workforce. While the organization may be in control of running of the enterprise, employees’ actions are what openly establish the production rate.
The collective result of the intensity of their motivation will hugely influence a company’s production state. Where the workers are making mistakes, taking lengthened breaks, working at a snail’s pace, turning up late or leaving early will highly have an effect on the bottom line. Well-paid workers, who get income sharing options and reminded of their importance to the company, are minimally possible to take on such practices that weaken productivity.
Fifth, an organization with well-motivated employees has an advantage of having a healthy working environment. A work atmosphere engrossed by individuals engaged in their tasks and grateful for their positions will be a better-off place to work than the one occupied by employees who are just after the paycheck. Moreover, a fun and active place of work will lead to happy employees while a negative and unfriendly workplace breeds unenthusiastic and alienated workers. Creation of a motivating and engaged work atmosphere is a vital factor of business set up.
Sixth, a company with the benefit of a motivated human resource has an advantage of retaining its existing workforce. Employing and training activities are expensive for any organization. A firm that is capable of keeping hold of the experienced staff and reduce employee loss will minimize that expenditure and boost its profits. The excellent way to do this is to enable an organization culture that fosters aspired and engaged employees. Seventh, a company that encourages motivation on the part of its workforce will have an easy time during the process of employee hiring.
Finding high-quality employees always poses a significant challenge to many businesses. Fostering staff motivation will lead to employees sharing of their positive experience with persons they know. As a result, motivated high-quality workers will apply for available organization’s opportunities and the company will eventually accrue a collection of resumes and references to refer to whenever hiring is essential. The bigger the pool of resumes is, the less the likelihood of a firm hiring an incompetent workforce.
Disadvantages of Motivation to the Employees
A majority of workers appreciates recognition they obtain in the form of motivation and organizations, which implement such programs do so to be thankful for their precious human resource. Employee motivation programs come with consequences as well, but discarding the plan is not the way out. The company should, therefore, ensure care when designing and implementing aspects of motivation to prevent workplace divergence rather than well-merited worker recognition. Numerous disadvantages may accrue to employees because of motivation.
First, high employee turnover may occur due to unmotivated employees feeling left out. If there may be flaws in a company’s attempts for motivation, inadequate or unrealistic drive measures may show the way to increased turnover. These may turn up in the form of firing and attrition. Employees may not take the issue of others receiving rewards to their detriment positively, and this can make them feel snubbed. Moreover, if such employees do not embrace the rationale for aspiration or expectations of a company at times fail to speak out their anguish, they only stop trying or leave the employment. Employee turnover is costly and consumes time, particularly for small business.
Second, the aspect of dishonesty may slowly creep into the organization. If a firm inspires wrongly, it may encourage the workers to be dishonest. For example, sales on commission can result in failure in integrity. Where an organization does not connect customer satisfaction with statistics of sales when it motivates employees, it is approving sales at any cost by default. Therefore, this results in employee quarrels and over clients as well as manufacturing statistics. The resulting decrease in customer and employee contentment may be expensive.
Lastly, an organization’s employee motivation program may lead to workers feeling entitled to the rewards and recognitions. Firms, which put motivating programs into place, such as monetary plans that increase yearly, pose a significant risk, especially where employees believe that they have an entitlement to the escalating bonuses for merely doing their jobs. The best practices of human resource offer a definition of employee compensations that aligns to rewarding workers who give remarkable input to the success of a firm.
Furthermore, an organization should not encourage rewards for employees who meet performance expectations without taking an extra step or showing commitment, devotion, and motivation. Casual recognition, for example, a manager’s written note of approval is more preferable than a reward in a monetary form. Furthermore, this enables the company to minimize and eventually eliminate employee’s sense of entitlement.
Disadvantages of Motivation to the Company
Employee motivation can also pose a problem to the organization. First, it is to the detriment of the company, particularly where it uses employee reward motivation to reduce staff turnover, which can be expensive and counterproductive. Establishing a worker motivation program to enhance retention can be an issue, mainly because most employees refer to unproductive leadership when leaving the organization. Disengaged staff with low self-drive are more likely to prefer satisfying working environment with challenging job tasks to monetary compensations. A staff motivation program that bribes workers eventually fails and the firm will have nothing much to display for its efforts apart from poorly spent human resources’ finances.
Second, employee opinion and public sentiment on the motivation program implemented poses a disadvantage to the organization. It should concern the company on how the workers perceive individual rewards and recognitions, for example, in the case, where managers get highly paid, how the public thinks about them. Staff motivation programs that undergo the most examinations are generally within the companies thought to most likely offer severance agreements. There is an elevation in public disapproval of workers’ motivation plan, especially during periods of unemployment.
Lastly, an inequitable employee motivation scheme poses a great disadvantage to the organization, especially where it does not portray the firm’s dedication to equity in the workplace. In light of this, based on the range of the workforce of a company, the reward system, and industry, some staff motivation plans may be cost-prohibitive. Most firms give out regular rewards, such as shopping gift cards of $50 to the whole workforce, and prize top-level employees with thousands of dollars bonuses. This kind of employee motivation program encourages exclusiveness and a divided labor force. Even though a worker is earning twice the minimum pay and is a member of the production team, it does not imply that he/she does not have an entitlement to a similar amount as the division manager. A firm’s achievement requires the involvement of the entire workforce.
In conclusion, motivation, therefore, is the driving force that makes people behave the way they do. It is an aspiration process, which compels individuals to action. There are two types of motivation: extrinsic and intrinsic. Extrinsic motivation comes from factors external to an employee, which causes him/her to work towards the achievement of job activity or goal. These are punishments or rewards. A punishment inspires workers to act in order to avoid the retribution, while rewards encourage an employee to work towards acquiring a prize. Examples of external motivation include monetary rewards, bonuses, and expensive vehicles for directors. On the other hand, intrinsic motivation is an inspiration that comes from within an employee. Internal motivation is usually more useful compared to extrinsic inspiration since it results from within rather than the organization imposing it on employees. Managers must thus know the reason their employees act the way they do. In light of this, employers ought to put up measures to ensure a motivated workforce. Motivation is necessary for every organization to improve performance of employees as well as the firm’s productivity.
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