Motivation and Employees Essay

penury is the word derived from the word motive which content contr exertions, desires, wants or drives within the individuals. It is the attend to of stimulating mountain to actions to implement the goals. In the fix goal context of use the psychological federal agents stimulating the peoples behaviour backside be * desire for money * triumph * recognition * business ecesis- gladness * team scarper, and so forth One of the intimately primal functions of heed is to create get bug outingness amongst the employees to per variety in the outperform(p) of their abilities. so the role of a escapeer is to arouse matter to in effect of employees in their pedigrees. The process of motivation consists of three stages-1. A felt need or drive 2. A foreplay in which necessarily keep to be aroused 3. When take argon satisfied, the satisfaction or execution of goals. in that respectfore, we roll in the hay say that motivation is a psychological phenomenon which means un blockably and wants of the individuals drive to be tackled by chassis an motivator device.THEORIES OF MOTIVATIONMASLOWS HIERARCHY OF NEEDSAbraham Maslow is thoroughly renowned for proposing the Hierarchy of Needs possibility in 1943. This speculation is a classical depiction of human motivation. This opening is groundingd on the assumption that there is a hierarchy of 5 inevitably within individually individual. The urgency of these necessitate varies. These five require ar as follows- 1. Physiological needfully- These ar the rudimentary unavoidably of air, water, food, garments and shelter. In former(a) words, physiological postulate are the require for basic amenities of life. 2. Safety inescapably- Safety needs allow physical, milieual and ablaze dwelling hitty and protection. For instance- Job security, monetary security, protection from animals, family security, health security, etc. 3. sociable needs- Social needs include the need for love, affection, care, belongingness, and friendship.4. Esteem needs- Esteem needs are of two types internal esteem needs (self- respect, confidence, competence, happen uponment and freedom) and outdoor(a) esteem needs (recognition, power, status, attention and admiration). 5. Self-actualization need- This include the urge to become what you are capable of becoming / what you have the potential to become. It includes the need for growth and self-contentment. It as well as includes desire for take a leaking much get laidledge, social- service, creativity and being aesthetic. The self- actualization needs are never fully satiable. As an individual grows psychologically, opportunities keep cropping up to antici hip-hope maturation. match to Maslow, individuals are inclined by insatiate needs. As each of these needs is signifi tidy sumtly satisfied, it drives and specialtys the next need to emerge. Maslow grouped the five needs into two categories Higher- station needs an d Lower-order needs. The physiological and the safety needs constituted the lower-order needs. These lower-order needs are mainly satisfied externally. The social, esteem, and self-actualization needs constituted the higher-order needs. These higher-order needs are generally satisfied internally, i.e., within an individual. Thus, we add the axe conclude that during boom period, the employees lower-order needs are signifi toilettetly met. Implications of Maslows Hierarchy of Needs hypothesis for Managers As farthest as the physiological needs are concerned, the animal trainers should shew employees arrogate salaries to purchase the basic necessities of life. Breaks and eating opportunities should be addicted to employees. As far as the safety needs are concerned, the animal trainers should pop the question the employees wrinkle security, safe and hygienic naturalise environment, and retirement benefits so as to retain them. As far as social needs are concerned, the man agement should support team lock and organize social events. As far as esteem needs are concerned, the managers arsehole appreciate and reward employees on accomplishing and exceeding their targets. The management nookie give the deserved employee higher communication channel rank / postal service in the organization. As far as self-actualization needs are concerned, the managers can give the employees intriguing hypothecates in which the employees skills and competencies are fully utilized. Moreover, growth opportunities can be given to them so that they can reach the peak. The managers must localise the need level at which the employee is existing and then those needs can be utilized as push for motivation.Limitations of Maslows system* It is congenital to none that not all employees are governed by same(p) site of needs. Different individuals may be driven by different needs at same level off of time. It is always the most correctly unsatisfied need that motiva tes an individual.* The theory is not empirically supported.* The theory is not relevant in case of starving artist as even if the artists basic needs are not satisfied, he bequeath still strive for recognition and movement.HERZBERGS 2 FACTOR suppositionIn 1959, Frederick Herzberg, a behavioural scientist proposed a two-factor theory or the motivator-hygiene theory. agree to Herzberg, there are nigh job factors that head in satisfaction while there are early(a) job factors that prevent dissatisfaction. According to Herzberg, the opposite of Satisfaction is No satisfaction and the opposite of Dissatisfaction is No Dissatisfaction.Herzberg classify these job factors into two categories-a. Hygiene factors- Hygiene factors are those job factors which are essential for existence of motivation at workplace. These do not lead to substantiating satisfaction for long-term. But if these factors are absent / if these factors are non-existant at workplace, then they lead to dissatisfa ction. In other words, hygiene factors are those factors which when fitted / reasonable in a job, pacify the employees and do not misrepresent them dissatisfied. These factors are extrinsic to work. Hygiene factors are in akin manner called as dissatisfiers or maintenance factors as they are required to avoid dissatisfaction. These factors describe the job environment / scenario. The hygiene factors symbolized the physiological needs which the individuals wanted and expected to be fulfilled. Hygiene factors include * Pay- The pay or hire structure should be appropriate and reasonable. It must be equal and competitive to those in the same indus fork out in the same domain.* Company Policies and administrative policies- The company policies should not be too rigid. They should be fair and clear. It should include flexible workings hours, dress code, breaks, vacation, etc. * Fringe benefits- The employees should be offered health care plans (mediclaim), benefits for the family me mbers, employee friend programmes, etc. * Physical Working conditions- The working conditions should be safe, clean and hygienic. The work equipments should be updated and well-maintained. * Status- The employees status within the organization should be familiar and retained. * inter individualal relations-The family relationship of the employees with his peers, superiors and masters should be appropriate and pleasant. at that place should be no musical compositionicipation or humiliation element present.* Job protection- The organization must provide job security to the employees. b. motivational factors- According to Herzberg, the hygiene factors cannot be regarded as motivators. The motivational factors yield positive satisfaction. These factors are inherent to work. These factors motivate the employees for a superior performance. These factors are called satisfiers. These are factors take ond in performing the job. Employees limit these factors intrinsically rewarding . The motivators symbolized the psychological needs that were perceived as an additional benefit. Motivational factors include * Recognition- The employees should be congratulationsd and recognized for their accomplishments by the managers.* Sense of achievement- The employees must have a sense of achievement. This depends on the job. There must be a fruit of some sort in the job. * Growth and promotional opportunities- There must be growth and overture opportunities in an organization to motivate the employees to perform well. * Responsibility- The employees must hold themselves amenable for the work. The managers should give them ownership of the work. They should denigrate control provided retain accountability. * Meaningfulness of the work- The work itself should be meaningful, interesting and challenging for the employee to perform and to get motivated. Limitations of Two-Factor possibilityThe two factor theory is not free from limitations1. The two-factor theory over olf actions situational variables. 2. Herzberg assumed a correlation between satisfaction and productivity. But the research conducted by Herzberg stressed upon satisfaction and ignored productivity. 3. The theorys reliability is uncertain. Analysis has to be made by the raters. The raters may spoil the findings by analyzing same response in different manner. 4. No comprehensive measure of satisfaction was used. An employee may find his job unexceptionable despite the fact that he may hate/object firearm of his job. 5. The two factor theory is not free from bias as it is based on the natural reaction of employees when they are enquired the sources of satisfaction and dissatisfaction at work. They allow for blame dissatisfaction on the external factors such as salary structure, company policies and peer relationship. Also, the employees lead give address to themselves for the satisfaction factor at work. 6. The theory ignores blue-collar workers. Despite these limitations, Herzbergs Two-Factor theory is acceptable broadly.Implications of Two-Factor possibility The Two-Factor theory implies that the managers must stress upon guaranteeing the adequacy of the hygiene factors to avoid employee dissatisfaction. Also, the managers must capture sure that the work is stimulating and rewarding so that the employees are motivated to work and perform harder and better. This theory express upon job-enrichment so as to motivate the employees. The job must utilize the employees skills and competencies to the maximum. management on the motivational factors can improve work-quality.McGREGORS THEORY X & YIn 1960, Douglas McGregor formulated speculation X and Theory Y suggesting two aspects of human behaviour at work, or in other words, two different find outs of individuals (employees) one of which is negative, called as Theory X and the other is positive, so called as Theory Y. According to McGregor, the perception of managers on the constitution of individuals is based on various assumptions.Assumptions of Theory X * An average employee intrinsically does not like work and tries to escape it whenever possible. * Since the employee does not want to work, he must be persuaded, compelled, or warned with punishment so as to achieve organizational goals. A close supervision is required on part of managers. The managers adopt a more dictatorial style. * Many employees rank job security on top, and they have little or no pipe dream/ ambition. * Employees generally dislike responsibilities. * Employees resist change. * An average employee needs formal direction. Assumptions of Theory Y* Employees can perceive their job as relaxing and normal. They figure their physical and mental efforts in an inherent manner in their jobs. * Employees may not require only threat, external control and coercion to work, but they can use self-direction and self-control if they are dedicated and candid to achieve the organizational objectives. * If the job is rewarding and satisfying, then it pull up stakes result in employees hard-corety and commitment to organization. * An average employee can learn to consider and recognize the responsibility. In fact, he can even learn to take hold responsibility. * The employees have skills and capabilities. Their logical capabilities should be fully utilized. In other words, the creativity, resourcefulness and innovative potentiality of the employees can be utilized to solve organizational problems.Thus, we can say that Theory X presents a pessimistic view of employees nature and behaviour at work, while Theory Y presents an approbatory view of the employees nature and behaviour at work. If correlate it with Maslows theory, we can say that Theory X is based on the assumption that the employees emphasize on the physiological needs and the safety needs while Theory X is based on the assumption that the social needs, esteem needs and the self-actualization needs dominate the employees. McGregor views The ory Y to be more reasoned and reasonable than Theory X. Thus, he encouraged cordial team relations, responsible and stimulating jobs, and participation of all in purpose-making process.Implications of Theory X and Theory Y Quite a few organizations use Theory X today. Theory X encourages use of tight control and supervision. It implies that employees are antipathetic to organizational changes. Thus, it does not encourage innovation. Many organizations are using Theory Y techniques. Theory Y implies that the managers should create and encourage a work environment which provides opportunities to employees to take initiative and self-direction. Employees should be given opportunities to contribute to organizational well-being. Theory Y encourages decentralization of authority, teamwork and participative decision making in an organization. Theory Y searches and discovers the ways in which an employee can make significant contributions in an organization. It harmonizes and matches em ployees needs and aspirations with organizational needs and aspirations.MOTIVATION INCENTIVES INCENTIVES TO MOTIVATE EMPLOYEESIncentive is an act or promise for greater action. It is as well called as a stimulus to greater action. Incentives are something which are given in addition to wagers. It means additional remuneration or benefit to an employee in recognition of achievement or better work. Incentives provide a spur or ecstasy in the employees for better performance. It is a natural thing that nobody acts without a procedure behind. Therefore, a hope for a reward is a powerful incentive to motivate employees. Besides monetary incentive, there are some other stimuli which can drive a person to better. This allow for include job satisfaction, job security, job promotion, and pride for accomplishment. Therefore, incentives really can sometimes work to accomplish the goals of a concern. The need of incentives can be many an(prenominal)-1. To increase productivity,2. To driv e or arouse a stimulus work,3. To heighten commitment in work performance,4. To psychologically satisfy a person which leads to job satisfaction,5. To shape the behavior or outlook of subordinate towards work,6. To infuse zeal and enthusiasm towards work,7. To get the maximum of their capabilities so that they are use and utilized maximally. Therefore, management has to offer the side by side(p) two categories of incentives to motivate employees- 1. pecuniary incentives- Those incentives which satisfy the subordinates by providing them rewards in terms of rupees. Money has been recognized as a chief source of satisfying the needs of people. Money is as well sufficeerful to satisfy the social needs by possessing various natural items. Therefore, money not only satisfies psychological needs but also the security and social needs. Therefore, in many factories, various wage plans and tribute schemes are introduced to motivate and stimulate the people to work. 2. Non-monetary in centives- Besides the monetary incentives, there are certain non-financial incentives which can satisfy the ego and self- actualization needs of employees. The incentives which cannot be measured in terms of money are at a lower place the category of Non- monetary incentives.Whenever a manager has to satisfy the psychological needs of the subordinates, he makes use of non-financial incentives. Non- financial incentives can be of the following types- a. Security of service- Job security is an incentive which provides great motivation to employees. If his job is secured, he lead put maximum efforts to achieve the objectives of the effort. This also helps since he is very(prenominal) far off from mental tension and he can give his best to the enterprise. b. Praise or recognition- The praise or recognition is another(prenominal) non- financial incentive which satisfies the ego needs of the employees. Sometimes praise becomes more effective than any other incentive. The employees de part respond more to praise and try to give the best of their abilities to a concern. c. Suggestion scheme- The organization should look forward to taking suggestions and inviting suggestion schemes from the subordinates. This inculcates a spirit of participation in the employees.This can be done by publishing various articles written by employees to improve the work environment which can be published in various magazines of the company. This also is helpful to motivate the employees to find crucial and they can also be in search for innovative methods which can be applied for better work methods. This ultimately helps in growing a concern and adapting new methods of operations. d. Job enrichment- Job enrichment is another non- monetary incentive in which the job of a worker can be enriched. This can be done by increasing his responsibilities, gravid him an important designation, increasing the content and nature of the work. This way efficient worker can get challenging jobs i n which they can prove their worth. This also helps in the greatest motivation of the efficient employees. e. Promotion opportunities- Promotion is an effective bastard to increase the spirit to work in a concern. If the employees are provided opportunities for the advancement and growth, they feel satisfied and contented and they become more committed to the organization.The higher up non- financial tools can be framed effectively by giving due concentration to the role of employees. A combination of financial and non- financial incentives help together in bringing motivation and zeal to work in a concern. Positive IncentivesPositive incentives are those incentives which provide a positive assurance for fulfilling the needs and wants. Positive incentives generally have an hopeful lieu behind and they are generally given to satisfy the psychological requirements of employees. For example-promotion, praise, recognition, perks and allowances, etc. It is positive by nature.Negative IncentivesNegative incentives are those whose purpose is to correct the mistakes or defaults of employees. The purpose is to rectify mistakes in order to get effective results. Negative incentive is generally resorted to when positive incentive does not works and a psychological set back has to be given to employees. It is negative by nature. For example- demotion, transfer, fines, penalties.THE immensity OF MOTIVATIONMotivation is a very important for an organization because of the following benefits it provides- 1. Puts human resources into actionEvery concern requires physical, financial and human resources to accomplish the goals. It is by motivation that the human resources can be utilized by making full use of it. This can be done by building willingness in employees to work. This will help the enterprise in securing best possible utilization of resources. 2. Improves level of efficiency of employeesThe level of a subordinate or a employee does not only depend upon his qual ifications and abilities. For getting best of his work performance, the gap between ability and willingness has to be filled which helps in improving the level of performance of subordinates. This will result into- a. Increase in productivity,b. Reducing cost of operations, andc. Improving overall efficiency.3. Leads to achievement of organizational goalsThe goals of an enterprise can be achieved only when the following factors take place -d. There is best possible utilization of resources,e. There is a co-operative work environment,f. The employees are goal-directed and they act in a purposive manner, g. Goals can be achieved if co-ordination and co-operation takes place simultaneously which can be effectively done through motivation.4. Builds friendly relationshipMotivation is an important factor which brings employees satisfaction. This can be done by keeping into mind and framing an incentive plan for the benefit of the employees. This could initiate the following things h. Mone tary and non-monetary incentives,i. Promotion opportunities for employees,j. Disincentives for inefficient employees.In order to build a cordial, friendly atmosphere in a concern, the above steps should be taken by a manager. This would help in a. Effective co-operation which brings stability,b. Industrial dispute and unrest in employees will reduce, c. The employees will be adaptable to the changes and there will be no resistance to the change, d. This will help in providing a smooth and unplumbed concern in which individual interests will coincide with the organizational interests, e. This will result in profit maximization through increased productivity.1. Leads to stability of work forceStability of workforce is very important from the point of view of reputation and goodwill of a concern. The employees can remain loyal to the enterprise only when they have a sp correctliness of participation in the management. The skills and efficiency of employees will always be of advantag e to employees as well as employees. This will lead to a good public catch in the market which will attract competent and qualified people into a concern. As it is said, Old is gold which suffices with the role of motivation here, the ripened the people, more the experience and their adjustment into a concern which can be of benefit to the enterprise.From the above discussion, we can say that motivation is an internal feeling which can be understood only by manager since he is in close contact with the employees. Needs, wants and desires are inter-related and they are the driving force to act. These needs can be understood by the manager and he can frame motivation plans accordingly. We can say that motivation thusly is a continuous process since motivation process is based on needs which are unlimited. The process has to be continued throughout. We can reiterate by saying that motivation is important both to an individual and a business. Motivation is important to an individual as1. Motivation will help him achieve his personal goals.2. If an individual is motivated, he will have job satisfaction.3. Motivation will help in self-development of individual.4. An individual would always gain by working with a dynamic team. Similarly, motivation is important to a business as1. The more motivated the employees are, the more empowered the team is. 2. The more is the team work and individual employee contribution, more profitable and made is the business. 3. During period of amendments, there will be more adaptability and creativity. 4. Motivation will lead to an optimistic and challenging attitude at work place. ply Motivation Motivation Tips for EmployeesEmployees are the building blocks of an organization. Organizational success depends on the collective efforts of the employees. The employees will collectively contribute to organizational growth when they are motivated. Below mentioned are some tips for motivating the ply / employees in an organizationEvalu ate yourself- In order to motivate, encourage and control your rungs behaviour, it is essential to understand, encourage and control your own behaviour as a manager. Work upon utilizing your strengths and opportunities to neutralize and lower the negative impact of your weaknesses and organizational threats. The manager should adopt the approach Youre OK Im OK.Be familiar with your staff- The manager should be well acquainted with his staff. The more and the better he knows his staff, the simpler it is to get them involved in the job as well as in achieving the team and organizational goals. This will also invite staffs commitment and loyalty. A cordial superior-subordinate relationship is a key factor in job-satisfaction.Provide the employees certain benefits- go against your staff some financial and other benefits. take them bonuses, pay them for overtime, and give them health and family insurance benefits. take on sure they get breaks from work. let them bang vacations and holidays.Participate in new employees induction programme- Induction proceeds with enlisting advertising. At this point of time, the potential entrants start creating their own impressions and desires about the job and the organization. The manner in which the selection is conducted and the consequent recruitment process will either build or damage the impression about the job and organization. Thus, the manager must have a say in framing the advertisement and also in the selection and recruitment process. After the decision about the candidate is made, the manager must take personal interest in the selected joinees joining date, the family relocation issues, cost of removal, etc. be observed by the new recruit and your entire team / staff to be involved completely, will ensure a persuasive meekness in the organization.Provide feedback to the staff constantly- The staff members are keen to know how they are performing. Try giving a regular and constructive feedback to your staff. This will be more acceptable by the staff. Do not base the feedback on assumptions, but on facts and personal observations. Do not deflower in favouritism or comparing the employee with some one else. tantalise with your staff on daily or weekly basis and make sure that feedback happens. This will help in boosting employees morale and will thus motivate the staff.Acknowledge your staff on their achievements- A pat on the back, some words of praise, and giving a note of credit to the employee / staff member at personal level with some form of broad publicity can motivate the staff a lot. Make it a point to mention the staffs outstanding achievements in official newsletters or organizations journal. Not only be intimate the employee with highest contribution, but also acknowledge the employee who meets and over exceeds the targets.Ensure effective time management- Having control over time ensures that things are done in right manner. Motivate your staff to have closed times, i.e., few hours when there are no interruptions for the staff in performing their job role so that they can concentrate on the job, and open times when the staff freely communicate and interact. Plan one to one sessions of interaction with your staff where they can ask their queries and also can get your attention and, thereby, they will not feel neglected. This all will work in long run to motivate the staff.Have stress management techniques in your organization- Create an environment in which you and your staff can work within optimum drag levels. Ensure an optimistic attitude towards stress in the workplace. Have pedagogy sessions on stress management, and ensure a follow-up with group meetings on the manner stress can be lowered at work. Give your staff autonomy in work. Identify the stress symptoms in employees and try to deal with them.Smile often- Smiling can have a marvelous effect on boosting the morale of the staff. A smiling superior creates an optimistic and motivating work environment. Smiling is an essential component of the body phrase of confidence, acceptance and boldness. Smile consistently, naturally and often, to demonstrate that you feel good and positive about the staff who works for you. It encourages new ideas and feedback from the staff. The staff does not feel hesitant and threatened to discuss their views this way.Listen effectively- Listening attentively is a form of recognizing and appreciating the person who is talking. Reciprocal / Mutual hearing develops cordial and muscular personal relationships on which the employee / staff development rests. If the managers do not listen attentively to the subordinates, the morale of the subordinates lowers down and they do not feel like sharing their ideas or giving their views. Effective listening by the manager boosts up the employees morale and thus motivates them.Ensure effective communication- In order to motivate your staff, indulge in effective communication such as avoid using ange r expressions, utilize questioning techniques to know staffs mindset and analysis rather than ordering the staff what to do, base your judgements on facts and not on assumptions, use relaxed and steady tone of voice, listen effectively and be positive and helpful in your responses. Share your views with the staff. widen and encourage creativity- The staff should be encouraged to develop the creativity skills so as to solve organizational problems. Give them time and resources for developing creativity. Let them hold constant brainstorming sessions. Invite ideas and suggestions from the staff. They may turn out to be very productive.Dont be rigid. Be flexible- say flexibility in work. Allow for flexible working hours if possible. Let the employees work at home occasionally if need arises. Do not be rigid in accepting ideas from your staff. Stimulate flexible attitudes in the employees who are accountable to you by asking what changes they would like to bring about if given a chance. Adopt job enrichment- Job enrichment implies giving room for a better quality of working life. It means facilitating people to achieve self-development, fame and success through a more challenging and interesting job which provides more promotional and advancement opportunities. Give employees more freedom in job, involve them in decision-making process, show them loyalty and celebrate their achievementsRespect your team- Respect not only the employees rights to share and express their views, and to be themselves, but their time too. This will ensure that the employees respect you and your time. Make the staff feel that they are well-thought-of not just as employees / workers but as individuals too.