Conclusion

 Organizations are very urged towards the human capital development and employee motivation in order to be sustainable in profits and to maintain the sustainable competitive advantage over its rivals as the human capital is a major factor which decides the direction of the organization (Jasmi, 2012). The achievement of higher profits is achievable only when the employees have given their maximum towards the organization (Armstrong, 2006). Employee motivation of employees through financial rewards, leadership and organizational environment may help to obtain higher engagement of employees (Jasmi, 2012).

Shahzadi, et al.(2014) stated employee motivation as the level of energy, commitment and strenghths of the employees which is put in the execution of job functions. Armstrong (2006) Further describes that the motivation is the factors or concerns which affects persons to behave in a certain way. There are three components in employee motivation,

  • Direction
  • Effort
  • Persistence

Employee motivation takes two forms as intrinsic motivation and extrinsic motivation based on the source of motivation rises (Armstrong, 2006). Intrinsic motivation can be described as the factors that generated within employees to behave in a certain way which directs them to a specific direction (Thomas & Velthouse, 1990). In contrast, extrinsic motivation impacts on employees’ behavior and make them perform specific tasks for rewards and punishments (Sennett, 2021). 

Employee motivation can be considered as a crucial function which is important in gaining the employee engagement towards the entity. Employee motivation results in better job satisfaction of employees through healthier working environment as per Octaviannand, et al.(2017), which provides a contribution to improvement in job performance personally as well as an improvement in overall organizational performance and commitment as a whole (Faisal , et al., 2017). Further, when the employee motivation task is managed with care the retention rate of employees would be higher, depicting a gradual decrease in employee turnover which incur costs for the organization (Dysvik & Kuvaas, 2010). 

 Due to the importance of employee motivation, theories have been developed for better implementation of employee motivation  (Kaur, 2013). Basically, employee motivation theories can be categorized into four parts as, Instrumentality theory, content theory, two-factor model and process or cognitive theory (Armstrong , 2006). Cognitive theories can be further classified into three parts as expectancy theory, goal theory and equity theory. The content theory or the Abrahm Maslow’s hierarchy of needs theory explains that the employees are motivated up to the point which the needs are met in hierarchy (Armstrong , 2006). In contrast, putting its basement on content theory Herzberg’s two factor model identifies satisfiers and dissatisfiers in order to develop the personnel up to their extent to keep them motivated and to retain the job satisfaction in a certain level (Armstrong , 2006 & Alshmemri, et al., 2017). The process theories have stressed that it concerns on psychological processes which affects the level of motivation and needs of employees based on three perspectives (Armstrong , 2006).

 

References

Alshmemri, M., Shahwan, L. & Maude , P., 2017. Herzberg’s Two-Factor Theory. Life Science Journal, 14(5), pp. 12-17.

Armstrong, A., 2006. A hand book of Human Resource Management Practice. 10th Edition ed. London, United Kingdom: Cambridge University Press.

Dysvik, A. & Kuvaas, B., 2010. Exploring the relative and combined influence of mastery-approach goals and work intrinsic motivation on employee turnover intention. 39(5), pp. 622-638.

Faisal , N. et al., 2017. The Impact of Employee Motivation on Organizational Commitment. European Journal of Business and Management, 9(15), pp. 134-146.

Jasmi, S., 2012. A Study on Employees Work Motivation and its Effect on their Performance and Business Productivity.

Kaur, A., 2013. Maslow’s Need Hierarchy Theory: Applications and Criticisms. Global Journal of Management and Business Studies., 3(10), pp. 1061-1064.

Octaviannand, R., Pandjaitan, N. & Kuswanto, S., 2017. Effect of Job Satisfaction and Motivation towards Employee's Performance in XYZ Shipping Company.. Journal of education and practice, 8(8), pp. 72-79.

Sennett, P., 2021. Understanding intrinsic and extrinsic motivation. [Online]
Available at: https://www.rochester.edu/emerging-leaders/understanding-intrinsic-and-extrinsic-motivation/
[Accessed 01 05 2022].

Shahzadi, I. et al., 2014. Impact of Employee Motivation on Employee Performance. European Journal of Business and Management .

Thomas, K. & Velthouse, B., 1990. Cognition Elements of Empowerment: An "Interpretive" Model of Intrinsic Task Motivation. Academy of Management Review, Volume 15, pp. 666-681.

 

 

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