OBJECTIVES OF HUMAN RESOURCE MANAGEMENT

 

7. Employee motivation

Employee motivation is a critical factor in improving job satisfaction, productivity, and retention. Motivation drives employees to give their best and align their efforts with the organizational goals. Understanding what motivates employees, therefore, is essential for leaders and managers.

some employees work hard to receive promotions or get a financial bonus or for recognition. Employer should identify the performing employee and reward them accordingly,

1. Intrinsic and Extrinsic Motivation

• Intrinsic motivation refers to the internal drive to perform an activity for its own sake, such as the enjoyment or satisfaction derived from the work itself. Extrinsic motivation involves external rewards like pay, bonuses, or recognition.

  Reference:

  • Deci, E. L., & Ryan, R. M. (1985). Intrinsic motivation and self-determination in human behavior. Springer Science & Business Media.

2. Goal Setting Theory

• Setting clear and achievable goals can motivate employees by providing a sense of direction and accomplishment. According to Locke and Latham’s goal-setting theory, specific and challenging goals, combined with feedback, lead to higher performance.

  Reference:

  • Locke, E. A., & Latham, G. P. (2002). Building a practically useful theory of goal setting and task motivation. American Psychologist, 57(9), 705-717.

3. Expectancy Theory

• This theory, proposed by Vroom, suggests that employees are motivated to perform based on the expectation that their effort will lead to performance and that performance will lead to rewards. The relationship between effort, performance, and reward is crucial for motivation.

  Reference:

  • Vroom, V. H. (1964). Work and motivation. Wiley.

4. Maslow's Hierarchy of Needs

• Abraham Maslow's theory suggests that people are motivated by a hierarchy of needs, starting with basic physiological needs and advancing to self-actualization. Employees must first have their fundamental needs met (e.g., salary, job security) before they can be motivated by higher-level needs such as personal growth and recognition.

  Reference:

  • Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370-396.

5. Self-Determination Theory (SDT)

• According to SDT, individuals have innate psychological needs for autonomy, competence, and relatedness. Motivation is maximized when these needs are met in the workplace. For example, allowing employees to have more control over their work (autonomy) or providing opportunities for skill development (competence) can boost motivation.

  Reference:

  • Deci, E. L., & Ryan, R. M. (2000). The "What" and "Why" of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227-268.

6. Recognition and Reward Systems

• Recognition and rewards, whether monetary or non-monetary, can significantly motivate employees. Public acknowledgment, awards, and bonuses can make employees feel valued and appreciated for their contributions.

  Reference:

  • Nelson, B. (1994). 1001 ways to reward employees. Workman Publishing.

7. Leadership Style

• The leadership style employed by managers can greatly influence motivation. Transformational leaders, who inspire and motivate employees with a clear vision, are particularly effective at boosting motivation and engagement.

  Reference:

  • Bass, B. M. (1985). Leadership and performance beyond expectations. Free Press.

8. Job Enrichment and Empowerment

• Job enrichment involves enhancing a job by increasing its variety, autonomy, and responsibility. Empowerment, on the other hand, refers to giving employees the authority and resources to make decisions. Both strategies can increase intrinsic motivation by making work more meaningful.

  Reference:

  • Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16(2), 250-279.

9. Work-Life Balance

• Promoting a healthy work-life balance can prevent burnout and increase motivation. Employees who have time for personal activities and rest are more likely to be engaged and productive when they are working.

  Reference:

  • Greenhaus,  J. H., & Allen, T. D. (2011). Work-family balance: A review and extension of the literature. In J. C. Quick & L. E. Tetrick (Eds.), Handbook of Occupational Health Psychology (pp. 165-183). American Psychological Association.

Conclusion:

Employee motivation is multi-faceted, and understanding the underlying theories and strategies is essential for organizations to foster a motivating work environment. Incorporating a combination of intrinsic and extrinsic motivators, setting clear goals, providing opportunities for growth, and ensuring a supportive work environment can lead to greater employee satisfaction and improved performance.