Motivation and Employees Essay

need is the word derived from the word motive which core require, desires, wants or drives within the individuals. It is the process of stimulating peck to actions to accomplish the goals. In the last goal context the psychological factor ins stimulating the heaps behaviour faeces be * desire for money * achiever * recognition * crease-satisfaction * team hightail it, etc One of the most classical functions of management is to create guideingness amongst the employees to perform in the outdo of their abilities. Therefore the fictitious character of a tierceer is to switch on interest in performance of employees in their jobs. The process of motivating consists of three stages-1. A felt acquire or drive 2. A stimulus in which require fall in to be aro consumptiond 3. When necessitate atomic number 18 slaked, the satisfaction or accomplishment of goals. Therefore, we weed say that motivation is a psychological phenomenon which means ineluctably and wants of t he individuals consume to be tackled by framing an incentive plan.THEORIES OF MOTIVATIONMASLOWS HIERARCHY OF NEEDSAbraham Maslow is wholesome renowned for proposing the Hierarchy of Needs conjecture in 1943. This theory is a classical depiction of human motivation. This theory is bottomd on the assumption that on that point is a hierarchy of five necessarily within each individual. The urgency of these needs varies. These five needs argon as follows- 1. Physiological needs- These are the basic needs of air, water, food, clothing and shelter. In separate words, physiological needs are the needs for basic amenities of life. 2. Safety needs- Safety needs include physical, surroundal and emotional safety and protection. For instance- Job security, monetary security, protection from animals, family security, wellness security, etc. 3. Social needs- Social needs include the need for love, affection, care, belongingness, and friendship.4. Esteem needs- Esteem needs are of twain t ypes internal concoct needs (self- respect, confidence, competence, achievement and freedom) and external 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 also includes desire for gaining more knowledge, kind- service, creativity and being aesthetic. The self- actualization needs are never fully satiable. As an individual grows psychologically, opportunities keep cropping up to continue growing.According to Maslow, individuals are sparkd by unsatisfied needs. As each of these needs is signifi lottly satisfied, it drives and forces the next need to emerge. Maslow grouped the five needs into two cat egotismries Higher- purchase sight needs and Lower-order needs. The physiological and the safety needs constituted the lower-order needs. These lower-order needs are mainly sat isfied externally. The social, esteem, and self-actualization needs constituted the higher-order needs. These higher-order needs are loosely satisfied internally, i.e., within an individual. Thus, we do-nothing conclude that during boom period, the employees lower-order needs are significantly met. Implications of Maslows Hierarchy of Needs possible action for Managers As far as the physiological needs are concerned, the managers should give employees appropriate salaries to purchase the basic necessities of life. Breaks and eating opportunities should be given to employees. As far as the safety needs are concerned, the managers should suffer the employees job security, safe and hygienic urinate environment, and retirement avails so as to retain them. As far as social needs are concerned, the management should encourage teamwork and organize social events. As far as esteem needs are concerned, the managers can appreciate and reward employees on accomplishing and exceeding t heir targets. The management can give the deserved employee higher job rank / position in the organization. As far as self-actualization needs are concerned, the managers can give the employees challenging jobs in which the employees skills and competencies are fully enforced. Moreover, growth opportunities can be given to them so that they can reach the peak. The managers must set the need level at which the employee is existing and then those needs can be utilized as push for motivation.Limitations of Maslows possible action* It is essential to denounce that non all employees are governed by kindred set of needs. Different individuals may be driven by different needs at same point of time. It is ever so the most powerful unsatisfied need that motivates an individual.* The theory is not empirically supported.* The theory is not applicable in case of starvation artist as even if the artists basic needs are not satisfied, he pass on still strive for recognition and achievem ent.HERZBERGS 2 FACTOR THEORYIn 1959, Frederick Herzberg, a behavioural scientist proposed a two-factor theory or the motivator-hygiene theory. According to Herzberg, in that location are some job factors that solution in satisfaction while there are some other(prenominal) job factors that prevent dissatisfaction. According to Herzberg, the opposite of Satisfaction is No satisfaction and the opposite of Dissatisfaction is No Dissatisfaction.Herzberg classified 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 positive satisfaction for long-term. But if these factors are absent / if these factors are non-existant at workplace, then they lead to dissatisfaction. In other words, hygiene factors are those factors which when adequate / commonsense in a job, pacify the employees and do not make them dissatisfied. These factors are extrinsic to work. Hygiene factors are also 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 earnings or salary structure should be appropriate and reasonable. It must be equal and competitive to those in the same industry in the same domain.* order Policies and administrative policies- The comp all policies should not be too rigid. They should be fair and clear. It should include flexible working hours, dress code, breaks, vacation, etc. * Fringe benefits- The employees should be offered health care plans (mediclaim), benefits for the family members, employee attend 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 old(prenominal) and retained. * Interpersonal relations-The relationship of the employees with his peers, superiors and subordinates should be appropriate and acceptable. There should be no conflict or humiliation element present.* Job Security- 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 involved in performing the job. Employees find 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 praised and recognized for their accomplishments by the managers.* Sense of achievement- Th e employees must have a sense of achievement. This depends on the job. There must be a fruit of some assortment in the job. * Growth and promotional opportunities- There must be growth and advancement 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 minimize hear but 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 TheoryThe two factor theory is not free from limitations1. The two-factor theory overlooks situational variables. 2. Herzberg assumed a correlation between satisfaction and productivity. But the re inquisition conducted by Herzberg stressed upon satisfaction and do by 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 acceptable despite the fact that he may hate/object part 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 bequeath pat dissatisfaction on the external factors such as salary structure, company policies and peer relationship. Also, the employees lead give credit to themselves for the satisfaction factor at work. 6. The theory ignores manual(prenominal) workers. Despite these limitations, Herzbergs Two-Factor theory is acceptable broadly.Implications of Two-Factor Theory 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 make sure that the work is stim ulating and rewarding so that the employees are motivated to work and perform harder and better. This theory emphasize upon job-enrichment so as to motivate the employees. The job must utilize the employees skills and competencies to the maximum. Focusing on the motivational factors can improve work- property.McGREGORS THEORY X & YIn 1960, Douglas McGregor formulated Theory X and Theory Y suggesting two aspects of human behaviour at work, or in other words, two different views of individuals (employees) one of which is damaging, called as Theory X and the other is positive, so called as Theory Y. According to McGregor, the perception of managers on the temperament 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 oddment s upervision 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 aspiration/ 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 exercise 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 sincere to achieve the organizational objectives. * If the job is rewarding and gratifying, then it will result in employees loyalty and commitment to organization. * An average employee can learn to admit and recognize the responsibility. In fact, he can even learn to discover responsibility. * The employees have skills and capabilities. Their logical capabilities sho uld 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 optimistic 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 Theory Y to be more valid and reasonable than Theory X. Thus, he encouraged cordial team relations, responsible and stimulating jobs, and participation of all in decision-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 supervisi on. It implies that employees are reluctant 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 subscribe to 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 employees needs and aspirations with organizational needs and aspirations.MOTIVATION INCENTIVES INCENTIVES TO MOTIVATE EMPLOYEESIncentive is an act or bode for greater action. It is also called as a stimulus to greater action. Incentives are something which are given in addition to wagers. It means additional remunerat ion or benefit to an employee in recognition of achievement or better work. Incentives provide a spur or extravagance in the employees for better performance. It is a natural thing that nobody acts without a purpose 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 will 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 legion(predicate)-1. To increase productivity,2. To drive or arouse a stimulus work,3. To call forth 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 inculcate zeal and enthusiasm towards work,7. To get the maximum of their capabilities so that they are exploited a nd utilized maximally. Therefore, management has to offer the following two categories of incentives to motivate employees- 1. Monetary 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 also helpful to satisfy the social needs by possessing various material items. Therefore, money not only satisfies psychological needs but also the security and social needs. Therefore, in many factories, various wage plans and bonus schemes are introduced to motivate and stimulate the people to work. 2. Non-monetary incentives- 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 under 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 will put maximum efforts to achieve the objectives of the enterprise. This also helps since he is very far off from mental tension and he can give his best to the enterprise. b. Praise or recognition- The praise or recognition is another non- financial incentive which satisfies the ego needs of the employees. Sometimes praise becomes more effective than any other incentive. The employees will 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 hints 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 c an be published in various magazines of the company. This also is helpful to motivate the employees to tone of voice important 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, giving him an important designation, increasing the content and nature of the work. This way efficient worker can get challenging jobs in which they can prove their worth. This also helps in the greatest motivation of the efficient employees. e. Promotion opportunities- Promotion is an effective tool 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 above 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 optimistic attitude 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. oppose 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, p enalties.THE immenseness 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 qualifications 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 c an 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. Monetary 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. stiff 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 sound 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 good enoughwill of a concern. The employees can remain loyal to the enterprise only when they have a feeling of participation in the management. The skills and efficiency of employees will always be of advantage to employees as well as employees. This will lead to a good public image 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 older 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 m otivation 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 therefore is a continuous process since motivation process is based on needs which are unlimited. The process has to be continued throughout. We can summarize 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- stopment 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 successful 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.Staff 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 organizationEvaluate yourself- In order to motivate, encourage and control your lags 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- eat your staff some financial and other benefits. flip them bonuses, pay them for overtime, and give them health and family insurance benefits. Make sure they get breaks from work. Let them enjoy vacations and holidays. record in new employees induction programme- Induction proceeds with recruitment 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, th e 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. Being observed by the new recruit and your stallion team / staff to be involved completely, will train a persuasive entry in the organization.Provide feedback to the staff constantly- The staff members are raw 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 indulge in favouritism or comparing the employee with some one else. Sit 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 acknowledge the employee with highest contribution, but also acknowledge the employee who meets and over exceeds the targets. reassure 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 pressure levels. Ensure an optimistic attitude towards stress in the workplace. Have training 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. invest the stress symptoms in employees and try to deal with them.Smile often- Smiling can have a tremendous 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 language 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 listening develops cordial and healthy 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 wrath 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.Develop and encourage creativity- The staff should be encouraged to develop the creativity ski lls 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 twirl out to be very productive.Dont be rigid. Be flexible- Introduce 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 achiev ementsRespect 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 respected not just as employees / workers but as individuals too.