Employee motivation and organizational performance


Employee motivation cannot be analyzed in isolation from its organizational environment since the actions conducted within an organization are being considered; and it is human motivation, in particular, that drives the individual to continue with the organization (Schepers et. al., 2005). According to Lawler (2003), the prosperity and survival of organizations are decided by how they treat their human resources. Furthermore, employee morale is the single most important factor in determining profitability and stability during a growth or collapse economy (Sirota, 2005). According to Wiley (1997), in order to ensure an organization's success, Leaders must understand what motivates their staff, and this understanding is critical to enhancing productivity. Similarly, a motivated employee is more likely to contribute more to the organization's profit (Shadare & Hammed,2000). When people are motivated, the amount and quality of output produced increases.

Employee absenteeism has long been recognized as a serious problem for all sorts of businesses (Markowich &Eckberg, 1996) and has been empirically proved to diminish organizational efficiency and productivity (Moch & Fitzgibbons, 1985), as noted in (Libet et al., 2001). According to Hirschfield (2002), employees who perceive little or few performance incentive expectations are more likely to be away from work frequently. Furthermore, (Crawford et al,2010) claim that, while employers anticipate employees to miss a certain number of workdays each year, excessive absence can result in decreased productivity and have a significant impact on company finances, morale, and other aspects.

Furthermore, Huawei has established and implementing various method of leadership and motivation plans, Huawei employees that join the organization go through a work life cycle that includes adaptation, growth, maturity, and finally departure. Employee position and demand differ at each step. Employees in the adaptation stage, for example, cannot simply develop feelings of belonging and neighborliness in an unfamiliar setting. Employees in the growth stage will prioritize self-development and aspire for greater learning chances. Furthermore, mature professionals want greater recognition from superiors, more respect from colleagues, and more opportunity for self-actualization. When employees are in the decline stage, they hope to receive equal compensation as well as satisfactory level bones. These are the primary reasons why Huawei strives towards tremendous heights even with geopolitical crisis.

References

 Crawford, E. R., LePine, J. A., & Rich, B. L. (2010). Linking job demands and resources toemployee engagement and burnout: A theoretical extension and meta-analytic test. Journal of Applied Psychology, 95 , 834–848.

 Hirschfeld, R.R., Schmitt, L.P., &Bedeian, A.G. (2002). Job-content perceptions, performance-reward expectancies, and absenteeism among low-wage public-sector clerical employees. Journal of Business and Psychology, 16(4), 553–564.

 Libet, J., Frueh, C., Pellegrin, K., Gold, P., Santos, A. & Arana, G. (2001). Absenteeism and Productivity among Mental Health Employees.Administration and Policy in Mental Health 29 (1): 41-50.

 Moch, M. K., & Fitzgibbons, D. E. The relationship between absenteeism and production efficiency: An empirical assessment. Journal of Occupational Psychology, 1985, 58, 39-47.

Markowich, M.M., &Eckberg, S. (1996). Get control of the absentee-minded.Personnel Journal, 75, 115– 120.

Schepers C., De Gieter, S., Pepermans, R., Du Bois, C., Caers, R., &Jegers, M. (2005). How are Employees of the Nonprofit Sector Motivated? Nonprofit Management & Leadership. 16, 2,191-208.

Shadare, O. A., & Hammed, T. A. (2009). Influence of work motivation, leadership effectiveness and time management on employees‟ performance in some selected industries in Ibadan, Oyo State, Nigeria. European Journal of Economics, Finance and Administrative Sciences, 16, 7-17.

Comments

  1. Chamara Gunarathne16 May 2022 at 05:31

    Hi Suresh, I agree with your view. It is the responsibility of top management to address employee dissatisfaction and well-being, as well as to foster a positive workplace culture. Employee unhappiness induced by repetitious work and consumer pressure, on the other hand, might harm the organization's performance. As a result, employee absenteeism may arise, and employees may defect to general competitors who provide better working conditions and higher incentives. (Gupta, 2005)

    ReplyDelete
  2. Nuwan Hasitha Dias16 May 2022 at 05:46

    This comment has been removed by the author.

    ReplyDelete
  3. Nuwan Hasitha Dias16 May 2022 at 05:50

    Employee absence is a substantial cost for many businesses, yet data shows that just a small percentage of employers keep track of it. Employees may require time off for a variety of reasons, ranging from minor illnesses to long-term health concerns (CIPD, 2022). Further, CIPD, (2022) state
    "Lost time" rate, Frequency rate and Bradford Factor as measuring ways of time lost due to absenteeism.

    ReplyDelete
  4. Mohamed Shamran16 May 2022 at 08:04

    Goal theory as developed by Latham and Locke (1979) following their research states that motivation and performance are higher when individuals are set specific goals, when goals are demanding but accepted, and when there is feedback on performance.

    ReplyDelete
  5. sameera wass28 May 2022 at 00:37

    Generally motivation supports to enhance the trust of the organization. The employees feel appreciated and the work with enhanced enthusiasm. Which direct them for better productivity and loyalty. It’s not a simple concept as it relates to deferent needs, drives, desires and various forces.

    ReplyDelete

Post a Comment

Popular posts from this blog

Maslow's Hierarchy of Needs

Image
One of the first and popular motivational theories to describe why people have dissimilar needs at diverse times is Abraham Maslow’s needs hierarchy theory discovered in the late 1943 and formulated in 1954. He revealed five basic classes of human needs and positioned them in a hierarchy (Burton K, 2012). According to the Maslow’s theory, once each level of need has been satisfied, an individual will be motivated to progress and meet the next higher level of need. Starting with the simplest needs such as:   Figure 01                 Source: Maslow's Hierarchy of Needs by Saul McLeod, published May 21, 2018 Physiological Needs: Physiological needs are human basic needs which are critical for human living in various participating communities in the society. Physiological needs are such human basic needs as food, water, clothing, shelter and oxygen. Essentially, human race or human society will just die out or go into extinction without ...
Read more

Herzberg’s Two-Factor Theory

Image
  In 1959, Herzberg and his associates changed the traditional understanding of job satisfaction by proposing the Two-Factor theory (Bassett-Jones & Lloyd, 2005). The Two-Factor Theory is based on Maslow's Hierarchy of Needs pyramid, which emphasizes the need of attaining extrinsic criteria such as survivability first, and then climbing up the pyramid towards intrinsic factors such as self-actualization (Haivas et al., 2014).                                                                             Figure 02               Source: Maslow's Hierarchy of Needs by Saul McLeod, published May 21, 2018 Herzberg identified two sets of factors that influence employees' working attitudes and levels of performance, which he dubbed Motivation and Hygiene Factors (Rob...
Read more

Introduction

Image
  Organizations play a key role in achieving business goals and missions in today's complicated, changing, and difficult world. Even in today's highly competitive world, all organizations want to be successful. As a result, Organizations aim to retrain their best people, recognizing their critical role and impact on organizational effectiveness. To overcome these obstacles, to make or maintain organizations’ profitability, leaders of organizations must have strong engagement with employees (Kortmann et al., 2014). The issue of how to successfully motivate employees is one that usually attracts a lot of attention from managers, administrators, and those involved in Human Resource Management. People are a common and vital component of any company, constituting its human resources, To work in a particularly desirable manner, with a specified level of effort and enthusiasm,  an employee must all be motivated (Ojikutu, 2007) which crate values and reflected in organization culture....
Read more