Motivational Strategies regarding Employee Productivity
Today, typically the environment through which open public organizations exist is definitely rather competitive, nevertheless each company is usually willing to attain success. Seeking to boost organizational effectiveness, they will recruit talented employees that should end up being directed towards activity fulfillment. This target is available only when an organization provides strong and optimistic relations with their workers. Still, typically the majority of firms do not take into account their workforce to be able to be the major asset, which could cause them to the maximum position available in the market, in addition to pay more awareness of other aspects, for example marketing and campaign. Within this framework, that should not be denied of which they simply do not necessarily realize the point that their particular success will depend on staff productivity that assures decent fulfillment regarding organizational tasks in addition to achievement from the targets.
To be able to enhance their efficiency and productivity, typically the personnel should end up being content with their careers and motivated to be able to work. All of them provides lots of diverse needs so of which while ones usually are focused on safety, others want to be able to achieve more. When managers desire to handle employee behavior, they will should know just what they desire from their particular jobs and exactly what drives them. It is not necessarily good enough to ask just how one feels concerning some situation. Administrators should define genuine needs and emphasis on those to end up being able to create effective motivational methods which can be aligned together with employee needs when they want their particular workers to accomplish their particular best to satisfy organizational goals. Hence, this paper attempts to research the relationship in between effective motivation in addition to employee productivity.
I have got always believed of which it is essential for every open public organization to guarantee its competitiveness since of the regular changes that will be observed in the market industry. To my brain, the simplest way to do thus is to give attention to the personnel. Those people that work in a new company create that, as it will depend on them whether it will probably be able to attain its main goal and satisfy customers or not. Being focused on the employees’ influence on the organization, I also realized that this power is mutual. Managers can affect employees’ behavior so that their willingness to work hard increases and productivity improves if they find a correct trigger. This trigger that makes people motivated is a need. Realizing this, I recollected that I have already several works that discussed this idea. What is more, I remembered the ideas of Abraham Maslow and Douglas McGregor that related to the topic and supported by belief.
Actually, the usage of effective motivation strategies is not an issue in the framework of my job, as I believe them to be properly utilized. Still, when communicating with my friends and other organizational managers, I found out that many of them do not pay enough attention to employee motivation. As a result, their companies can hardly reach the goals they have, which makes the executives unsatisfied and affects working environment adversely. I had not tried to solve this issue on my own before but attempted to address it with the help of an interview with the representatives of public organizations. We interacted face-to-face, and I ensured their anonymity but received an opportunity to gather some information about the way motivation or its absence influence employee satisfaction and, what is more critical, their productivity.
Employee performance can depend on various variables, including training, satisfaction, or appraisal. Still, many professionals and scientists believe motivation to be a major driver that triggers people to accomplish particular tasks and reach goals. For example, Kamalian, Yaghoubi, and Moloudi (2010) stated that due to the appropriate motivation strategy, an employee is likely to direct one’s efforts to the accomplishment of organizational goals. As a result, the personnel are focused on the constant improvement of their knowledge and skills so that their productivity enhances with the course of time. What is more, these organizations are reported to have better competitive advantage and results in the market. The author concludes that it is not easy to make the workers reach their potential and improve performance but effective motivation can be rather useful in this framework.
Abah and Nwokwu (2016) also believe motivation to be vital. Their research proved that it enhances job satisfaction and improves employee performance. The professionals stated that appropriate motivational techniques should be developed for each company separately. The rationale for it is the fact that peculiar needs of diverse personnel should be satisfied.
Ngima and Kyongo (2013) also emphasized the presence of a link between motivation plus performance. They underlined that many businesses implement motivational techniques and theories without having focusing on specific needs of their own personnel, which helps prevent them from producing a step forwards. Thus, they highlight the need to gather information about organization’s employees to choose those strategies that will will be the most efficient and to prevent unwanted effects.
In his turn, McGregor develops his concept Y, according in order to which effective motivational strategies must be concentrated on the mixture of personal and organizational goals (Dobre, 2013). The scientist underlines that people turn out to be self-directed and innovative in this manner. They begin working gladly plus are enthusiastic to attain more. Subsequently, these people reach high efficiency levels. This see is supported simply by the Maslow’s structure of needs. In accordance to it, businesses should produce a beneficial environment that guarantees the development associated with self-esteem and actualization, which strengthens creativeness and job fulfillment, and leads in order to better productivity (Carpenter, Bauer, & Erdogan, 2009).
The information acquired with the assist of the books review highlights 2 main facts. The first one reveals the link between usage associated with effective motivational techniques and improved worker productivity. The 2nd 1 underlines that many businesses still neglect to understand the value associated with their personnel within the framework associated with competitiveness or carry out not pay interest to the specific needs of their own workers.
As organizations perform not concentrate on their own personnel and don’t carry out research studies that will help them to figure out what their employees expect using their work and whether they are presently satisfied prevents all of them from the era of the the majority of effective and suitable motivational strategies. Because a result, worker productivity does not really improve and remains to be on the same exact level or still worsens. The present problem has an undesirable influence on the particular organizational performance. Regrettably, it is far from properly treated with within the vast majority of cases.
Taking in to consideration the info mentioned above, We can conclude that will a lot associated with different professionals plus scientists paid their own attention to the issue of poor worker motivation and the influence on the particular employee productivity plus organizational performance. These people discussed it, performing research studies within real organizations, which usually allowed to deepen in to the subject. Within addition to that will, some aspects associated with this issue had been already investigated throughout the Human Relations Concept Period by this kind of classics as Abraham Maslow and Douglas McGregor.
Even though a few companies still do not really realize that they could enhance their competitiveness and performance if these people implement appropriate motivational strategies, the issue is well-examined. Professionals explain exactly how organizations can determine what needs their own workers have plus explain how they can end up being used for appropriate motivation to enhance productivity and performance.
Abah, Electronic., & Nwokwu, G. (2016). Work place motivation and employee efficiency in the Nigerian public organizations: The federal radio company of Nigeria encounter. Diary of Resources Advancement and Management, twenty (1), 2016, 30-41.
Carpenter, M., Bauer, T., & Erdogan, B. (2009). Principles associated with management . Wa, D. C.: Smooth World Knowledge.
Dobre, U. (2013). Employee motivation and organizational overall performance. Review of Applied Socio-Economic Study, 5 (1), 53-60.
Kamalian, A. L., Yaghoubi, N. Meters., & Moloudi, M. (2010). Survey associated with relationship between organizational justice and empowerment. Western Journal of Economics, Finance and Administrative Sciences, 24 (1), 165-171.
Ngima, W., & Kyongo, M. (2013). Contribution associated with motivational management to employee performance. International Diary of Humanities plus Social Science, a few (14), 219