Employee Motivation: It's Influence on Organisations’ Productivity

Motivation is having a reason or reasons to act/behave in a particular way. It creates “drive” in people whether it is in pursuit of a goal, or the need to complete an activity. It produces enthusiasm and a willingness to achieve in both a work environment and in your personal life. Motivation can be increased and decreased in line with the incentives on offer.

productivity in individuals and teams. Motivation describes the level of desire employees feel to perform, and is an

In this report we will be discussing Motivation and how it has a large impact on the way employees perform within the workplace. We will be addressing the many benefits of having an adequate amount of motivation within the organization and the employees in it. How motivation within the workplace affects the company productivity will also be mentioned within this report. As an example of a company that has been succeeding taking motivation as a large factor leading to company success, we will be discussing how CIBC has been implementing the motivation strategy within their organization to bring forth success.

Clearly defined goals as they relate to the organization can motivate employees through goal setting. Goals challenge to employees to make them want to explore new technology, ideas, and gain insight from a diverse workplace. Additionally, giving employees more responsibility will make them believe they have contributed with a sense of higher importance. Without motivation in the workplace, a business will suffer from the lack of efficiency from employees. Perhaps the most significant of increased employee motivation is that of increased productivity (staff@incentives.com, 2010). Therefore, it is important that employers give their employees an opportunity to work hard for their reward to obtain a high level of performance, which is an essential to the success of any business.

The fact that motivation is the most important factor for productivity and quality is not something new. Job satisfaction is critical to high productivity, motivation and low employee turnover. Today employers face the challenges of finding ways to increase job satisfaction that their businesses can stay competitive. Employers face the challenges of maintaining productivity, profitability and also try to keep their workforce engaged as well as satisfied with their jobs. In general companies who fail to improve job satisfaction are at risk of losing their top talented people because of competition. Supervisors or managers who maximize the potential creative abilities and talent of entire workforce have a greater competitive advantage then those who don’t. Also, employees that are engaged in their work have a higher level of job satisfaction. This is a reason why leaders of the organization have responsibility for creating high level of job satisfaction. A motivating environment is one that gives workers a sense of pride in what they do ( Dr. Edward Deming ). Leaders can improve motivation within their organizations by following steps like: provide a positive working environment, reward and recognition, involve and increase employee engagement, develop the skills and potential of your workforce and

The relationship between motivation and performance always make people think, doing the research, and wonder what is the real connection of these two behind the surface. Although a variety of motivations may affect performance, and performance may be contingent on a multitude f other factors, one of the more important factors affecting performance arguably is the motivation to perform well on the job (Kuvaas, 2006, p. 2). Moreover, the Human asset in the 21st century is considered the most important asset of any company (Hafiza, Shah, Jamsheed & Zaman, 2011). The staffs of any companies are key resources for company’s success as well as maintain competitive advantage.

Motivation in the workplace is one of the major concerns that managers face when trying to encourage their employees to work harder and do what is expected of them on a day-to-day basis. According to Organizational Behavior by John R. Schermerhorn, James G. Hunt and Richard N. Osborn the definition of motivation is "the individual forces that account for the direction, level, and persistence of a person's effort expended at work." They go on to say that "motivation is a key concern in firms across the globe." Through the years there have been several theories as to what motivates employees to do their best at work. In order to better understand these theories we will apply them to a fictitious organization that has the following

It is universally acknowledged that remuneration is the key to drive the employees to be more productivity, enhance job satisfaction as well as the direction that determines the organizational behaviour of one. In the early 1900s, Taylor (1903) suggested that financial incentives were significant in improving efficiency of workers. However, the role of money has been revealed that it is not the sole factor to improve worker performance, while other factors need to be considered, as such human relations and social networks in the workplace, it is evident that these have become more important nowadays. Motivation defined by Kreitner (1995) is the process that gives behaviour purpose and direction. It is also defined as psychological drives which determine the behaviour, amount of effort put and degree of persistence in the face of obstacles (Kanfer 1990).

With the rapid changes of modern business environment, the competition between organizations becomes more and more fierce. In order to be competitive enough to stand out from the rest, businesses try to enhance their competitiveness by improving different area in the management aspect. In addition to, as service sector has become the most dominant industry nowadays, employee?s performance become more crucial as it can directly affect company?s performance under the close relationship between customers and business in service sector. Motivation strategy for employees thus become one of the issues that highly considered by managers nowadays. According to Hermanta Doloi?s research on the relationship between productivity and motivation, he has proven that employers are able to determine what factors will influence employee motivation in order to increase the productivity. (Hermanta, 2007, P.5) Therefore, it is crucial to figure out a suitable applicable motivation strategy for managers in order to increase the competitiveness of organization. In this article, it will mainly focus on two theories of motivation, Herzberg?s two factors theories and expectancy theories by Vroom. In the first part of the article, it will first briefly introducing the main characteristics of both

Motivation is the set of processes that moves a person towards a goal. Since motivation influences productivity, the Managing Director would need to have knowledge of motivational theories. The motivational theories which could help me as the Managing Director introduce policies and practices which can increase the motivation and productivity of the employees will be discussed in detail.

Motivation in the work place has always been a problem for employers. It is a key element in keeping the employees driven to do good work or finish tasks on time. There are several methods of motivation that help employees stay with an organization. Motivation varies from person to person. Different methods of motivation drive people differently. Webster’s dictionary says motivation is something inside people that drives them to action. In other words it is the willingness to work at a level of effort. It is a day to day struggle for managers, supervisors, employers to keep its employees motivated not only finish the job at hand with perfection in mind but also to keep employees for as long as possible. “Motivation comes from

First, when evaluating techniques to improve productivity, studies have shown increase in production when employees were given incentives for motivation. At my current profession of choice, which is medical billing for Workers Compensation, managers and

The central problem that always employers and employees face is the employee motivation. The workers who put no effort to do their best in their jobs which will lead to low quality of work and give no benefit to the organization are the one who are not motivated (Amabile 1993). On the other side, employees who are apparently to be very intelligent, action oriented, ambitious, autonomous and always put an effort and sacrifice their time to put the organization at the ease are the one who feel motivated to work. In spite of the fact that a lot of research has been done on motivation, but in order to figure out the problem on why employees of an organization does not present at the most so far has been incapable of any definitive conclusion.

Motivation of employees plays a crucial factor in determining their performance with regard to productivity and engagement in their respective duties. Actually, employees who are adequately motivated tend to enhance their performance, be more productive, feel more satisfied, and be more engaged in their work. Managers should take responsibility to enhance their employees in order to enhance their contributions to the organization or company resulting in increased productivity. The significance of employee motivation to organizational productivity is linked to the widely accepted belief that motivation is the basic driver of human behavior. The significance of motivation in driving human behavior has contributed to the development of various theories of motivation, which are mostly applied in real life organizations or businesses. The application of these theories has considerable effects on organizational productivity, employee turnover, and employee satisfaction.

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