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)
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)
Rožman, Treven & Čančer (2017) argued that ‘On average, older employees are motivated by flexibility in the workplace; autonomy at work; good interpersonal relationships in the workplace; the possibility of working at their own pace; respect among employees; equal treatment of employees by age; compliments from the employer for good work; the possibility of working from home; intergenerational cooperation, thereby reducing burdens on the workplace; cooperation with other employees; and the allocation of work by higher salary”.
ReplyDeleteHi Taniya,
ReplyDeleteAccording to Maslow’s Needs hierarchy the older employees are in the higher stages namely esteem and self - actualization. In this connection, they have fulfilled and satisfied with the preliminary needs where they have gained relevant experience and expertise and looking forward for improvement of the organization with responsibility (Joseph, 2015).
Motivation factors incorporate with the recognition of achievement, responsibility, development and challenges. Just fulfillment of the components takes into realization of acknowledgment of hygiene motivators. It is a characteristic and common phenomenon (Borowski and Daya 2014)
ReplyDeleteHi Anupama,
DeleteHygiene motivators refer to Working Conditions, Salary and Benefits, Supervision, Job Security which are the basic needs to fulfilled to achieve Motivational factors (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).
Motivated employees can lead to increased productivity and allow an organization to achieve higher levels of output. Imagine having an employee who is not motivated at work. They will probably use the time at their desk surfing the internet for personal pleasure or even looking for another job. This is a waste of your time and resources ( Thompson, 2016).
ReplyDeleteAgree with your comment. However, measurable performance driven by targets, may lead to motivation through fear due to performance related pay and incentives. Hence, the organization could be able to reduce / eliminate waste of resources and time (Armstrong, 2010).
DeleteYou have done good literature part on Employee motivation. According to institute for employment studies, commitment, motivation and organisational citizenship are key components for Engagement. Overlapping of these components creates engagement (Armstrong, 2014). Reynolds et al (2002: 34) commented: ‘The disposition and commitment of the learner – their motivation to learn – is one of the most critical factors affecting training effectiveness. Motivation helps to engagement, learning and development of the employee also(Armstrong, 2014).
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