Organizational Effectiveness through Employee Motivation R. Flora Sahayamary Research Scholar Dr. R Mathivanan – Principal, Bharathiar University Arts &Science college, Valparai Introduction The focus of this study is to enlighten that how an organization through its employees can achieve success and effectiveness. The purpose of the study is to analyze the impact of employees’ motivation on organizational effectiveness. The study has two sub-objectives: * the factors that increase motivation of employees are to be determined * the relationship of employee motivation and organizational effectiveness is to be examined. Main Objective The main objective of this paper is to analyze the impact of employees’ motivation …show more content…
According to Chao et al. (1994), employees’ perception of the goals, standards and political principles of their firms were positively and significantly related to employee motivation and gratification towards work (Reena et al, 2009). Bhatti and Qureshi (2007) propose that employee participation in organization measures develop motivation and job-satisfaction level (Reena et al, 2009). Sanderson (2003) believed that empowerment creates motivation and energy in workforce to do their work efficiently and effectively (Amin. et al, 2010). Organizational Effectiveness There are four important models: The goal model describes organizational effectiveness in terms of the extent to which an organization attains its objectives. The legitimacy model regards in terms of a background evaluation “of component preferences for performance and natural limitations on performance from an external environmental perspective” (Zammuto.R.F, 1982). The constituency model considers “as a set of several statements, each reflecting the evaluative criteria applied by the various constituencies” involved with the organization being evaluated with an emphasis on means criteria (Connolly.T, 1980). The systems
Motivation provides individuals the drive to behave and act in a certain way in order to influence their work environments (Robbins & Judge, 2014, pp. 35-36). When employees are able to influence their work environments, they can make a psychological identity with their organization that provides a sense of purpose, or meaningfulness, to their existence in their job performance and involvement (Robbins & Judge, 2014, pp. 35-36). Thus, providing employees with a higher level of job satisfaction. To promote higher levels of job satisfaction, involvement and performance, managers will utilize motivational strategies to encourage their employees to perform certain tasks (McCoy, 2012, p. 2). However, managers are recognizing that traditional incentives are no longer providing the results of behavioral physics in their organization (McCoy, 2012, p. 3). To address this dilemma, managers are looking at motivational strategies where the incentives psychologically empower their employees in their daily activities.
In any workplace, workers are no doubt the essential mainstay that holds any business or corporation together. Employees achieve important tasks to help the company’s long term vision and goals to be successful and efficient. A business can’t be successful without a proper management that is why it is important for employees to enjoy going to work and they also have maintain a positive attitude while being productive and completing tasks. Motivation is what gives a person the purpose to perform or behave in a certain way with the desire or willingness to gain something. There are two types of motivations, motivation that comes from a person and motivation that comes from materially goals. It is very necessary that employers keep their employees motivated and encourage them to perform above expectations.
All organizations aspire to be successful in this era of rapid development where the market is very competitive. Therefore, there is a need for them to motivate their employees since they are a critical strategic asset for dealing with such competition. Employees’ motivation can be described as the psychological process that causes workers to behave in a positive manner thus improving their performance behavior (Townsend, 2002). Companies irrespective of their size and market should strive to retain their best workers, acknowledging their significant role and influence to the organizational effectiveness. To achieve this, firms should create a strong and positive relationship with the workers. From the data obtained from various researches, it is apparent that employee motivation improves performance through reducing absenteeism as well as increasing renovation among workers (Norsworthy &Zabala, 1990). The relationship between motivation and performance is clearly depicted in Southwest Airlines Company where the firm invests on its human resource to improve its productivity.
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.
Every organization no matter how large or small has goals they wish to meet. Each organization will have changes in its future and has to have certain set goals and objectives in place to help map out their course of action that will lead to their desired end result (Martin, 2009). In order for a company to successfully meet their final goal it is important for them to continually motivate their employees. According to Organizational Behavior by David Baack, motivation is what starts, maintains and stops behavior (Baack, 2012). Organizations each have their own way to set goals and motivate their
The author’s use of anecdotes in different chapters to describe how individuals established their criteria of what was important to them was a great way to get the point across. However, due to the mention of Patton’s previous book volumes being updated many times to accommodate the changes in evaluation, I was surprised that there was not a bigger section on the importance of metaphors to avoid alienating an audience. The section on avoiding technical jargon along with negative connotations when evaluating could be the dividing factor between personal factors and primary intended users. In the end, if you consider the consumer or organization as the primary users, metaphors or a common ground of understanding can especially “break the ice”
It is important for a company to routinely evaluate its’ image and purpose. Failure to do so may result in decreased revenue and clientele. An
Over the last several years, the issue of employee motivation inside the workplace has been increasingly brought to the forefront. The reason why is because, globalization has been having an effect on the ability of firms to compete (which is placing more pressure on them). To deal with these challenges, most organizations are relying on their employees. The results are that those employers who are able to use this resource will be able to make adjustments quickly. This is when the firm will be able to maintain their dominance in the marketplace.
This model contains inputs, throughputs, and outputs and is best used in an organization to identify the degree to which the needs, objectives and structures of one part of an organization are congruent to the needs, objectives and structure of another part (Falletta, 2005). Its strength is in the obvious ability it has to show organizations how to improve efficiency and effectiveness. The model's main weakness is that it does not evaluate effect of demands made by the environment (Nadler & Tushman, 1980).
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
There are many motivational methods used to motivate employees in organizations. Empowering employees is one method. By giving them the sense of authority to problem solve and make decisions on their own without having a supervisor or manager tell them what to do. In order to empower your employees there must be a bond of trust and good communication which builds stronger employee management relationships. Sharing important information with them and keeping them in the know of events going on in your organization is a good way to build trust. Working with every employee equally is a good way to motivate a positive teamwork instead of playing
In this essay I aim to outline and explain some of the management tools and assessment methods that can be used to analyse a company. I will further look into the advantages and disadvantages of these tools and identify which are best suited for a specific business or industry.
The identification of key factors or indicators in the motivation of employees in an organization of your choice.
Industrial/Organizational (I/O) Psychology is devoted to the study of employee behavior in the workplace and understanding the issues facing organizations and employees in today’s complex and ever changing environment. Motivation refers to the set of forces that influence people to choose various behaviors among several alternatives available to them. An organization depends on the ability of management to provide a positive, fostering and motivating environment for its employees in order to increase profits, productivity and lower turnover rates of its employees. The purpose of this paper is to discuss and compare six academic journal articles and explore the behavior, job, and need based theories of motivation that can aid management in motivating and understanding their employees. Finding that delicate balance to can sometimes be elusive so effectively learning how to motivate by understanding, controlling and influencing factors to manipulate behavior and choices that are available to employees can produce the desired outcome.
Employees are one of the most important assets in the organisation (Hume, 1995; Shields, 2007), it is believed that a lot of organisations and employers wish to maximise employees’ effort on its work and therefore enhance organisational performance. According to Armstrong (2012:50), high-performance is accomplished by well-motivated people who are prepared to exercise discretionary effort. Therefore, it is critical for the organisation to find a pathway to motivate its employees. Some scholars state that employee motivation can be encouraged by offering appropriate rewards and establish systematic reward systems (Amstrong, 2012; Pratheepkanth, 2011 and Manzoor, 2011).