Introduction
Employee motivation is an important aspect of any workplace that enhances the performance of a department and the organization in its entirety. Employers must incorporate employee motivation as part of the organizational culture. However, research has shown that many organizations have failed to leverage this essential concept. Research by Gallup has shown that employees in many companies have suffered disengagement due to the low motivation levels. Only a paltry 13% of the workers are engaged at work via motivational techniques (Lazaroiu, 2015). Many scholars have defined employee motivation as a product of the interaction between an employee and their manager. The application of motivational techniques on the workers improves the prospects of a company achieving its goals. A motivated taskforce has an increased level of productivity that allows an organization to achieve an increased output. The motivation of employees is a critical strategy that improves positive behavior and mentality that enables employees to leverage organizational quality and performance.
One of the most research areas in the corporate world is on employee motivation because on the toll it has on the workforce and the entire productivity of the organization. A firm known as Interact conducted a study involving 1000 employees in the United States, and the result was that a lack of appreciation by the top management was the main reason for low morale (Dobre, 2013). The study further found out that once the employers recognized the contribution of the worker, the engagement of the employee increases drastically by 60%. Another research conducted by the Bersin found out that companies with incentive programs have 14% higher employee productivity than those that do not offer any (Dobre, 2013). Therefore, the statistics prove beyond any reasonable doubt that indeed employee motivation has an important role the success of any business or company. Motivation increases several factors on the part of the employee including their creativity, energy, and commitment. Regardless of the shrinking or growing economic wellbeing of a business outfit, increasing the morale of the workers should remain a top concern and priority of the management. According to the competing theories, the two primary ways of gaining employee motivation is through employee empowerment or involvement and also the use of incentives.
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However, it is essential to appreciate that employee motivation can be a difficult or challenging aspect of achieving especially in small business. Also, the prospect of low employee motivation has the greatest effect on small-scale organizations. It can lead to poor attitudes including disinterest, complacency, and large-scale discouragement. Just like a bigger organization, the benefits of employee motivation are impactful on the welfare of the small companies. It ensures that employees have an opportunity to contribute directly to the company’s affairs. Most fundamentally, feedback becomes not only swift but also visible. A motivated taskforce will free the top management from the day to day activities thus allowing them to focus on the growth of the enterprise. Both emotional and tangible rewards will enable a company to reward some of its top talents (Rajhans, 2012). Modern theorists have attempted to delve into the matter of organizational motivation in an attempt to find out the factors that come into play. Scholars have held that the design of the job has a more critical role to play in the level of employee management in comparison to material rewards and incentives. Research carried out from the mid-2oth century has shown that simplified and highly segmented jobs resulted in lower morale and output on the part of the employee. Other effects of lowered motivation include high turnover and absenteeism, both of which have a toll on the success of the company.
Employee motivation has benefits for both the employer and the worker. Studies have shown that 41% of companies with a strong emphasis on employee motivation have a significant rise in customer satisfaction (Dobre, 2013). It is also vital to note that many companies today are continuing to value motivation as part of the corporate culture. Dobre (2013) asserted that research has shown that 46% of many companies in the US regard the incentives, not as an expense but rather an investment. Motivated employees demonstrate increased commitment and are more likely to put their best efforts in accomplishing all the tasks directed to them. It also leads to their improved satisfaction enabling them to concentrate on the most critical parts of their work adequately. Through motivation, employees experience an ongoing development that allows them to attain their goals. Once they meet their initial goals, they understand the special connection between efforts and results thus allowing them to work even further. A motivated employee has an increased level of efficiency. Companies that have the best results have employees who have balanced the ability and the urge to perform a task. Such a level of competence significantly increases productivity levels.
The organization also has an opportunity to reap the benefits of motivation. According to a study conducted by the McLean & Company, disengaged employees can cost a company about $3400 for every $10000 annual wage (Manzoor, 2012). Other than saving, an organization will have a better level of productivity resulting in a lowered cost of production. As a result, a firm will be in a position to sell goods and services at a lower price thus building on its competitive advantage. The company will enjoy a highly motivated and disciplined taskforce. Cases of absenteeism and disinterest will lower thereby reducing the likelihood of losing taskforce through dismissal. As earlier intimated, a company that has improved on its motivation receives more customers and clients in compared to those with less motivated taskforce. Workers with high morale represent the true face of the company thus attracting more customers. As the staff turnover rates significantly lower, the company tends to lower the expenditure directed to recruitment and training. On a broader scale, companies with better-motivated employees are less likely to have run-ins with the trade unions and unnecessary legal battles. It further enhances good reputation thus enabling the organization to recruit even better workers (Manzoor, 2012).
As companies continue to increase their level of operations to global standards, motivating employees has become part and parcel of the organizational culture. It is in this regard that companies have developed several motivational methods as a way of empowering their staff members to meet the goals and objectives of the company. One of the most discussed strategies is known as empowerment. It involves the providing of employees with more responsibilities including the decision-making authorities. The workers, in turn, feel more valued and appreciated thus working harder to ensure that they repay the trust that the organization has provided them. The second method that many organizations have resorted to using is learning or capacity building. Employees continuously need to be given the necessary tools to tackle the challenges that face them. The worker will feel better equipped and ready to face advanced problems when their skills and knowledge is continuously sharpened through refresher courses, seminars, and workshops (Asim, 2013). Such programs bolster not only moral but also the attitudes towards the customers and the company. Most fundamentally, it improves their level of self-confidence. The acquisition of knowledge will value both the employee and the employer as the former will be better placed to tackle the new challenges that come along the way.
Many people regard incentives either monitory or otherwise as legitimate ways of increasing the morale of the workers. When employees are assured of monetary benefits, they become charged to share their ideas and perform quality jobs in the hope of securing the reward. Research has also proven that money can be an essential tenet when it is tied to the accomplishments and ideas of the worker. However, there are concerns that money can be counterproductive especially if it is not provided to all the workers. Most fundamentally, employees will only seem to work when they are assured that there is an impending reward. One of the most ignored but essential ways of enhancing employee motivation is by simply communicating. Positive communication on face to face basis has an integral part in the development of an employee's self-esteem and confidence; it also reminds them of the vital role they occupy and how they are valued in the overall strategic management of the company (Lazaroiu, 2015). Lastly, the management must ensure that they provide a positive working environment. Some of the elements that could be used in achieving this include installing entertainment systems, trips, coffee machines, and shopping vouchers amongst others.
Conclusion
Research has proven beyond any reasonable doubt that indeed motivation has a vital role in improving employee behavior attitude and commitment to increasing their input and quality. Without the much-needed morale, employees are likely to suffer the effects of burnout, demoralization, and disengagement. It, therefore, calls upon both small-scale and large-scale organization to set up strategies for improving worker motivation including capacity building, incentives, and communication among others. It will, therefore, guarantee personal development on the part of the worker which will hence improve productivity at the organizational level. Companies must thus put motivation as part of the corporate culture.
References
Asim, M. (2013). Impact of Motivation on Employee Performance with the effect of training: Specific to Education Sector of Pakistan. International journal of scientific and research publications, 3(9), 1-9.
Dobre, O. I. (2013). Employee motivation and organizational performance. Review of Applied Socio-Economic Research, 5(1).
Lazaroiu, G. (2015). Employee motivation and job performance. Linguistic and Philosophical Investigations, 14, 97.
Manzoor, Q. A. (2012). Impact of employees motivation on organizational effectiveness. Business management and strategy, 3(1), 1-12.
Rajhans, K. (2012). Effective organizational communication: A key to employee motivation and performance. Interscience Management Review, 2(2), 81-85.
