Relation between Involvement and Motivation in Employees - A Differential Study between IT and Manufacturing Industries

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Motivating staff may be a critical factor in ensuring that an organization thrives and succeeds in an increasingly competitive environment. The rationale is that, as employees become increasingly motivated to perform in their jobs, the likelihood of their becoming job involved increases significantly. Hence, the researchers postulate the existence of a direct relationship between motivation and job involvement. This suggests an important opportunity, that of using the valuable asset of human capital as a means of enhancing success in a turbulent and dynamic corporate environment.
A new employee has a set of needs as well as a set of expectations of the organization, which change and evolve over time.
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Variables relating to employee motivationmay be grouped in three categories, namely,the work environment, the job and individualcharacteristics. Three aspects of the workenvironment impact on motivation:
The physical work environment, whichincludes factors like light, temperature,noise, ventilation and rest periods (Lussier,2000). A work environment characterized by poor lighting, extreme temperatures,high noise levels, poor ventilation andinadequate rest periods results in increasedjob dissatisfaction and lack of motivation.
The social work environment, which refersto an employee’s interpersonal relationshipswith close co-workers and immediatesupervisors.
The psychological work environment,which involves how the employee perceivesthe work itself, as well as the employee’spersonal job satisfaction (Lussier, 2000).
The implication is that the organization mustcarefully match the skills, knowledge andabilities of the individual to the best availableposition, as the employee-job fit affects thepsychological work environment.In terms of job characteristics, the environmentalperspective argues that, if employees areprovided with the right combination of jobcircumstances (namely, pay, role clarity, taskvariety, performance feedback, performancestandards, autonomy,
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