Steps
that Organizations could contemplate to increase motivation (practical
approach)
As
discussed above, well motivated staff will lead the organization to greater
heights. The organization that I work for is a leading commercial bank in Sri
Lanka. It is observed that the organization has adopted Needs theory and two
factor theory and the following steps have been taken to motivate the staff
(Source - Annual Report - HNB PLC, 2017);
-Nurturing a happy and engaged
team
Strong HR
policy frame work and well governed systems and processors are in place to
create an inspiring and motivated team by providing salary and allowances to
meet the Physiological needs.
-Strategic talent management
Delivering
training programmes by covering 100% of the employees by providing 27.7
training hours per employee as an average. Diverse long term engagement of
training sessions to take up various roles which will meet the safety needs of
the employees.
-Creating an inclusive work place
Introducing
survey on employee satisfaction by external parties (unbiased) and appointing
of exclusive management teams to resolve employee concerns. Hence, love and
belonging of the employees will be met.On the other hand the two factors of satisfaction and dissatisfaction of
the staff will be addressed.
-Rewarding excellence
The organization has adopted strong performance management systems to
measure the extent of employee performance and there-by to reward and for
recognition of employees. These measures will meet the Esteem needs of the
hierarchy which is the highest attainable need for a working employee of the
organization.
Source – Big Picture Learning (2018) Creating a sense of belonging in
the workplace
List of
References
Benson, S
G and Dundis S P (2003) Understanding and motivating health care employees:
integrating Maslow's hierarchy of needs, training and technology, Journal
of Nursing Management, 11
Big Picture Learning (2018) Creating a sense of belonging in
the workplace [Online]. Available at <https://www.youtube.com/watch?v=03iivAuaIfE(Accessed on 03rd November 2019)
Benefits
of Employee Motivation to the Organizations
A
motivated employee is an asset to the Organization based on their higher level
of performance and contributes the following benefits to an organization
(Armstrong, 2008);
Improvement/increasing of the
efficiency levels of employees
The standard of an employee does not depend merely on qualifications
and abilities. Hence, the employee should fill the gap between ability and
willingness in order to attain the best of their work performance. This
position will lead to increase in productivity, reduction in cost of operations
and improving overall efficiency levels in the work place.
Transformation of human resources into
action
Human
resources could be utilized to its maximum, through Motivation. Any
Organization requires physical, financial and human resources to achieve the
set goals. The resources could be utilized to the maximum by building
willingness within the employee to accomplish the goals.Hence, it is evident that motivation helps
organizations in capturing the best possible utilization of resources.
Creating a friendly relationship.
Motivation is the main factor that leads to employee satisfaction. This
could be directly coupled with incentive rewards plan which is elaborated by
monetary and non-monetary incentives, Promotion opportunities for employees,
disincentives for inefficient employees.Reduction
of industrial dispute and reduction of unrest in employees, thereby embracing
the change without much resistance.
Helps to achieve the organizational goals.
The goals of an organization can be achieved only
when the maximum utilization of resources, a co-operative work environment and
all employees work towards a given goal (Goal driven). Further, goals could be
achieved based on co-ordination and co-operation, which could be obtained
through motivation.
Organization will consist of a stable work force.
A stable work force is essential to the organization in terms of
maintaining an unblemished reputation and goodwill. The loyalty will remain
with the employees when they are considered / accepted as a part of the team as
they are the main asset to the organization.
Source – SAP Success Factors (2017) Transform HR with human capital
management solutions
List of
References
Armstrong,
M (2008) Strategic Human Resource Management Practice: A guide to Action. 4th
ed. Kogan Page Limited: London
SAP Success Factors (2017) Transform HR with human capital
management solutions[Online]. Available at <https://www.youtube.com/watch?v=REjdZEPNwXk (Accessed on 03rd November 2019)
Theories
were built to identify/understand the processes that affect Motivation. These
Theories are segregated in to three main areas namely Instrumentality, Content
and Process. Instrumentality theory is a basic explanation on how motivation
works whilst Content (Needs) and Process theories are well elaborated and
detailed (Joseph, 2015), however which carry their limitations.Following are some of the popular theories
(Armstrong and Taylor 2014).
Maslow’s Hierarchy of Needs
Based on
the basic human behavior on unlimited needs, once a lower need is satisfied the
next highest becomes most wanted need and the individual’s attention is turned
towards satisfying the next higher need (Armstrong and Taylor 2014).Given below are five main need categories
that apply to people/employees in general as per above theory.
-Physiological
needs.
-Safety
needs
-Love and
belonging
-Esteem
needs
-Self
actualization
Figure 1.0 : Maslow’s hierarchy of
needs
Source: Adopted from
Joseph, (2015)
This
model could be applied to the organization that I work for (A leading
Commercial Bank in Sri Lanka) and each stage is further elaborated on how the
organization motivates its employees;
Physiological
needs
These
needs are the basic and initial needs of the employees (Jerome, 2013). The
organization provides a salary which is adequate to fulfill the basic needs.
This is the main factor which motivates the employees to stick to the
organization as it is a decent salary when compared to the industry norms.
Apart from the above it is followed by numerous allowances such as, cost of
living allowance for lowest level coupled with housing loans, furniture loans,
festival advances and hospital insurance cover to upgrade the living standards.
Further, for the middle level staff is provided with fuel allowance, telephone
allowance, entertainment allowance.
Safety
needs
These
needs refer to the secondary needs once the basic needs are met (Joseph, 2015).
These needs are mainly on job security and training needs. Due to the
continuous change in technology and upgrading of operational standards the
staff will be on continuous learning and development process. Bank will
identify the skill level and the experience and will provide the required level
of training and development for their personal and career development. These
training processes are on the job training, in house training programs done by
the experienced staff within the organization as well as outsourced personnel
in order to continue upgrade the levels of staff in all grades.
Love and
belonging
When the
safety needs are met, the staff member will feel confident to move forward with
the assigned work and feel as a part of the team of the organization (Jerome,
2013). It is further elaborated by good relationship with the staff and
superiors and the staff member is accepted by the team. In this connection, the
bank arranges gatherings, social events to improve the cohesiveness among the
staff. Some of these events are annual sports day, children’s party held at the
end of the year for the whole family of the staff, bank’s annual quiz
programme.
Esteem
needs
Once love
and belonging need is fulfilled the staff member participates in decision
making and requires self-respect (Mansoor, 2012). In this connection, the bank
recognizes the staff member for promotions with more benefits and will delegate
autonomy. Hence, staff member will be categorized as a member of the Corporate
Management Team and will be overlooking on a major segment of the organization
and will be able to influence the subordinates at a larger scale.
Self
actualization
This is
the last level of need could be achieved and the topmost need of the
hierarchy.This refers that the staff
member is self driven and is capable in molding up to fullest potential with
steady improvement of soft skills (Kaur, 2013). These employees are valuable
resources to human capital of the organization. Hence, bank will invest more on
these types of employees and will be deployed as advisors of the
organization.
Source -
Sprouts (2017) Maslow's Hierarchy of Needs
Herzberg’s Two Factor Model
According
to Two Factor Model, it is based on job satisfaction and dissatisfaction
(Omollo, 2015). In this connection, the wants of the employees segregate in two
components. First component is about developing an employees’ career as well as
the personal growth. These factors are known as ‘Motivational Factors’ such as,
Recognition, Achievement, Advancement, Career growth, Responsibility, Job
challenge (Dobre, 2013). Second component resembles the basic needs to fulfill
the Motivational Factors. These factors are known as ‘Hygiene Factors’ such as,
Working Conditions, Salary and Benefits, Supervision, Job Security (Asim,
2013).These factors do not boost the
individual to attain high level of job satisfaction and extra performance of
the job. However, these factors prevent dissatisfaction and poor job
performance (Armstrong and Taylor 2014).
List of
References
Armstrong,
M. and Taylor, S. (2014) Armstrong’s Handbook ofHuman Resource Management Practice. 13th
ed. Kogan Page Limited: London
Asim, M
(2013) Impact of Motivation on Employee Performance with Effect of Training:
Specific to Education Sector of Pakistan. International Journal of Scientific
and Research Publications, 3(9)
Basset-Jones, N. and Lloyd, G C.
(2005) Does Herzbergs Motivational Theory
Benson, S
G and Dundis S P (2003) Understanding and motivating health care employees:
integrating Maslow's hierarchy of needs, training and technology, Journal
of Nursing Management, 11
Dobre, O
I (2013) Employee motivation and
organizational performance, The Bucharest University of Economic
Studies, Review of Applied Socio- Economic
Research, 5(1)
Jerome, N (2013) Application of the Maslow’s
hierarchy of need theory; impacts and implications on organizational culture,
human resource and employee’s performance, International Journal of Business
and Management Invention , 2 (3)
Joseph, B
O (2015) The effect of employees’ motivation on organizational
performance,Journal of Public Administration and
Policy Research, 7(4), pp62-75
Kaur, A
(2013) Maslow’s Need Hierarchy Theory:Applications and Criticism, Global
Journal of Management and Business Studies,3(10)
Manzoor,
Q A, (2012)Impact of Employees
Motivation on Organizational Effectiveness.Business Management and Strategy, 3(1)
