Motivation Techniques
The essay illustrates the impact of employee motivation of the performances of workers and increased production level of the organisation based on the thesis statement and questions present in the article. The strengths and weaknesses of the article will be based on the thesis statement, and own opinions are needed to be addressed as well for determining the major points or evidence from the article concerning the impact of employee motivation of high organisational productivity. It is quite evident that employees do support the production and profit level achieved by the business organisations nowadays (Beal, Stavros and Cole 2013). To gain the best potential of workers, it is necessary to keep them motivated as well as ensure that their skills and knowledge level are enhanced, for both improving the organisational efficiency and generating high amounts of revenue in business with ease and effectiveness.
There are various ways of motivating the workers of the organisations such as praising them for their contribution or performances or even providing them with additional monetary and non-monetary rewards, which could not only enhance their morale but could also lead to better performances. The performances of theirs to their potential could allow for improving the organisational productivity and attract more customers, which would generate high levels of profit and allow the company to gain a competitive advantage in business as well. Employees are the most valuable assets of the organisation, and it is important to bring out their best, which can be done through various measures of motivation (Bernadette van Rijn et al. 2013). Motivation is possible by providing the employees with training sessions so that they can improve their level of skills and knowledge and perform efficiently. This would make them feel valued for the organisation and lift up their spirits, thereby creating a sense of interest among them to perform much more effectively. Motivation is also possible when managers or leaders of the organisation guide the employees in the right direction and allow them to work harder to bring put positive outcomes in the form of enhanced profit level and competitive advantage in business as well (CHEN et al. 2013).
During the competition, the organisations must produce the products at the lowest price, though not compromising on the quality of those goods. This would help in focusing on the motivation and gain the maximum level of effectiveness while managing the human resources at the desired cost. The motivation of individuals working within the organisation could also create a good relationship between the leaders and workers and furthermore gain the right amount of enthusiasm and interest to embrace the job efficiently (Conchie 2013). The motivation could, therefore, be stated as a kind of sensation that could convince individuals working within the organisation and maintain a good relationship between the performances of workers and satisfaction of needs and requirements of theirs. Based on the thesis statement, it could be understood that there had been various problems related to the lack of motivation within the organisation. Other than fulfilling the economic needs of employees, the needs and requirements of individuals within the society can also be fulfilled. Motivation allows the workers to know themselves and gains self-interest to understand how the qualities can be managed for the benefit of the organization (Deci and Ryan 2014). Motivations within workplace also create a competitive business environment that helps in developing the social and economic welfare of employees and even ensure that the organisation increases its production level to contribute to the economic growth of the country as well.
Advantages and Disadvantages of Motivation Techniques
The article discusses the impact of motivation techniques on the productivity of the organisation through better performances of the workers. The article focuses on the strengths of the motivation techniques whereas it can be understood as well that lack of motivation not only encourages individuals to perform poorly but also reduce the production level of the organisation largely. According to me, motivation techniques have both advantages and disadvantages (Gerhart and Fang 2015). The benefits of motivation techniques include increased production level, better quality of products that can result in the satisfaction of customers, lesser turnover of employees, costs of processes of recruitment and selection are lowered along with better coordination and teamwork. The customer services are also improved with the help of motivation of employees. Though there are many advantages, still I believe that motivation techniques often lead to certain drawbacks too. The focus on achieving the rewards and trying to rush can often deteriorate the quality of products or services delivered by the company (Hitt, Miller and Colella 2015). The non-financial motivation including rotation of jobs lack proper specialisation and are even time consuming while changing between various roles and responsibilities. Few employees are de-motivated when they feel that they have not been motivated like the other employees within the organization.
Within the competitive business environment, a lower cost must be incurred for the development of products and services of good qualities. So, it is important to focus on motivation and gain the most efficiency of manpower, furthermore, encourage the individuals to present their skills and accomplish the goals and objectives with ease and effectiveness. Motivation could create a good relationship between individuals as well as satisfy the personal needs of people, thereby allowing them to perform to their potential (Leblebici 2012). Other than the economic needs and preferences of the workers, needs of the society are needed to be fulfilled as well for determining the competitive environment where the business functions for ensuring the development of economic and social welfare of the individuals. There are different types of motivation theories such as the Maslow’s hierarchy of needs theory, Herzberg’s Two-Factor Theory, etc. that have managed to fulfill the needs and requirements of people at various stages to keep them motivated and encouraged to perform better. The Maslow’s theory consists of several layers, and without fulfilling the needs of people at the lower levels, the needs of the upper levels cannot be fulfilled. The needs are fulfilled to keep the workers motivated and encouraged to perform better and bring out enhanced organisational productivity (Manzoor 2012). The psychological needs are fulfilled by providing the workers with the necessary things that are required for human survival. It could be the good working conditions provided to the employees along with decent working hours and other facilities.
Impact of Motivation on Effectiveness of Workers
The needs of safety are fulfilled by providing with safe working conditions so that they are not subjected to any kind of harm or abuse within the workplace. The social needs are fulfilled by providing them scopes of communicating with each other and do not feel isolated. This would influence teamwork and coordination of work and furthermore allow for promoting a good work-life balance effectively (Ovsiy 2013). Esteem needs are fulfilled by praising or complimenting their performances and even provide them with promotions and additional responsibilities so that they can feel that they have been valued by the organisation. Lastly, the self-actualisation needs are fulfilled when they take up challenging tasks and get involved in the process of decision making, furthermore providing better flexibility and job autonomy (Pinder 2014).
The Herzberg’s theory of motivation consists of X and Y, which represent the motivation and hygiene factors that can motivate the employees and improve their performances, thereby increase organisational productivity. The hygiene factors include wages paid to employees, policies implemented by the organisation, physical working conditions, status, interpersonal relations and jobs security provided to the employees. The motivation factors, on the other hand, can make the employees understand their roles and responsibilities and gain growth and additional promotions, furthermore obtain work ownership as well This would not only help in keeping the workers motivated but could also lead to better organisational production and satisfaction of customers of the business too (Spagnoli and Caetano 2012). For me, the Maslow’s hierarchy of needs theory is most suitable, because it ensures that needs at all the levels are fulfilled, and none of the levels can be ignored while moving on to the next stage.
It was understood that survey questionnaire had been prepared to obtain the responses of individuals, which were considered as quantitative data whereas the qualitative data were gathered by finding answers to the questions asked to the managers of the organisation. The SPSS tool was used for analysing the data and determine how motivation could lead to increased efficiency of the workers and enhanced production level (CHEN et al. 2013). Based on the results of the Kruskal-Wallis Test, there had been dedifferentiation between the various motivation techniques and all these had different benefits as well related to the production level of the organisation.
Conclusion
The article presented a thesis statement, and the strengths and weaknesses had been demonstrated based on the statements. I personally believed that the article had been valid and appropriate and it had helped in discussing the most important motivation techniques that had helped in keeping the workers motivated and encouraged to perform efficiently within the workplace. I agreed with the statements presented in the article, and the most important points that were presented here had been the various motivation techniques, impact of motivation on the organizational productivity and lastly, the application of various research methods to conduct the research effectively.
References
Beal III, L., Stavros, J.M. and Cole, M.L., 2013. Effect of psychological capital and resistance to change on organisational citizenship behavior. SA Journal of Industrial Psychology, 39(2), pp.01-11.
Bernadette van Rijn, M., Yang, H. and Sanders, K., 2013. Understanding employees’ informal workplace learning: The joint influence of career motivation and self-construal. Career development international, 18(6), pp.610-628.
CHEN, S.H., YU, H.Y., HSU, H.Y., LIN, F.C. and LOU, J.H., 2013. Organisational support, organisational identification and organisational citizenship behaviour among male nurses. Journal of nursing management, 21(8), pp.1072-1082.
Conchie, S.M., 2013. Transformational leadership, intrinsic motivation, and trust: a moderated-mediated model of workplace safety. Journal of occupational health psychology, 18(2), p.198.
Deci, E.L. and Ryan, R.M., 2014. The importance of universal psychological needs for understanding motivation in the workplace. The Oxford handbook of work engagement, motivation, and self-determination theory, pp.13-32.
Gerhart, B. and Fang, M., 2015. Pay, intrinsic motivation, extrinsic motivation, performance, and creativity in the workplace: Revisiting long-held beliefs. Annu. Rev. Organ. Psychol. Organ. Behav., 2(1), pp.489-521.
Hitt, M.A., Miller, C.C. and Colella, A., 2015. Organisational behavior. John Wiley, Hoboken, NJ.
Leblebici, D., 2012. Impact of workplace quality on employee’s productivity: case study of a bank in Turkey. Journal of Business Economics and Finance, 1(1), pp.38-49.
Manzoor, Q.A., 2012. Impact of employees motivation on organizational effectiveness. Business management and strategy, 3(1), p.1.
Ovsiy, A., 2013. Motivation in Today’s Workplace. ?????????? ?????????, (18), pp.161-162.
Pinder, C.C., 2014. Work motivation in organizational behavior. Psychology Press.
Spagnoli, P. and Caetano, A., 2012. Personality and organisational commitment: The mediating role of job satisfaction during socialisation. Career Development International, 17(3), pp.255-275.
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