An Analysis of the Strategies for Motivating Employees

Introduction

Every individual, whether a student or employee, needs to be motivated in order to achieve the quality of their work or generate the most desirable outcome. In a workplace, leaders believed that the use of motivational approaches can adequately increase the performance of an individual. The same idea of motivation is applied for the entire organization, with an assurance that all of the employees will comply accordingly with the organizational objectives.

Background and Problem Statement

From the past and recent organizational researches regarding the workplace, there are proposals that focus on strengthening the performance and increasing the job commitment and satisfaction of the employees. All of the elements that contribute in the employee’s outcome emphasize the importance of motivation. The nature of motivation is primarily concern with the use of energy, creating direction, building the persistence and partial achievement in doing a certain work. Each person has the intention to achieve their goals and often fueled with enthusiasm. In the studies of psychology, the area of motivation and its concept has been widely applied in both academics and professional world. Therefore, motivation is highly valued because of the positive results that it produces. It affects different roles in the society such as the manager, educators, health care providers, parents, and even religious leaders. However, what are the appropriate strategies or approaches that can be use to motivate successfully the employees?

Research Aim and Objectives

The aim of the study is to recognize the position of the motivation and its role in the increasing the performance of the employees. In order to achieve this aim, there are three objectives that should be considered. First is to identify the importance of motivation in targeting the organizational objectives. Second is to determine the most commonly used motivational approaches or strategies that can be effective in any type of workplace. And third is to provide recommendations on how to improve the approaches.

Literature Review

Motivation suggests that the concerned people should be move and act in different circumstances. People can be motivated because they value an activity or through a strong external coercion. People commit to do a certain task because of two factors; they simply want to excel in their field or they are pressured by the people or the other factors around them. These factors are in the matters of internal and external motivations where people use to stand in this kind of behavior with both interests and values or with the representation of the culture (Ryan and Deci, 2000a). At some point, the need is another definition of motivation, desire, or goal in which a person acts in the best way that he can be to reach the best outcome as much as possible (Ryan and Deci, 2000b). The personal or corporate need is the main reason of a person to give his best in doing all his works. The needs of an employee are a good example of motivation. This can be the foundation of an employee to contribute more of his knowledge and skills towards his work. Motivational concepts and structures have been relatively applied in both academics and business sectors. The intrinsic motivation is an important structure of human to learn and assimilate; meanwhile, the extrinsic type of motivation is considered as part of the autonomy and reflects in external control or self-regulation. However, within this two types raise the basic needs of an individual in terms of autonomy, competence, and relatedness (Ryan and Deci, 2000c; Linnenbrink and Pintricch, 2002). The studies on motivation became more interesting because of the significant outcomes that it might create towards the professionalism, productivity, commitment, and satisfaction.

Methodology

The suggested method in the study is the use of survey and interview. The first phase is survey in which the participants are the employees. The participants will answer the questionnaires that are in a Likert Scale form. In this way, the researcher/s can gain the perceptions of the employees regarding the motivational approaches in their workplaces. In the second phase of the method, the participants in the interview are the managers who are representatives of various departments. The interview will be done according to the provided schedule. The interview is an effective method to gain the knowledge on how effective the motivational approaches for the employees, the kinds of motivational approaches, the modes of its implementation, and if there is any significant changes in the productivity of each employee.

References:

Linnenbrink, E., & Pintrich, P., (2002) Motivation as an Enabler for Academic Success. School Psychology Review, Vol. 31, No. 3.

Ryan, R., & Deci, E., (2000a) Self-Determination Theory and the Facilitation of Intrinsic Motivation, Social Development, and Well-Being, American Psychologist Association, Inc. 55(1) [Online] Available at: http://www.psych.rochester.edu/SDT/documents/2000_RyanDeci_SDT.pdf. [Accessed 06 Aug 2010].

Ryan, R., & Deci, E., (2000b) The “What” and “Why” of Goal Pursuits: Human Needs and the Self-Determination of Behavior, Psychological Inquiry, 11(4). [Online] Available at: http://www.psych.rochester.edu/SDT/documents/2000_DeciRyan_PIWhatWhy.pdf [Accessed 06 Aug 2010].

Ryan, R., & Deci, E., (2000c) Intrinsic and Extrinsic Motivations: Classic Definitions and New Directions. Contemporary Educational Psychology, Vol. 25. [Online] Available at: http://www.psych.rochester.edu/SDT/documents/2000_RyanDeci_IntExtDefs.pdf [Accessed 06 Aug 2010].

Effect of Motivation on Employee Commitment

Introduction

Past researchers to recognize the different factors that might affect the commitment of the employees towards their organization. Apparently, the area of motivation found as one of the significant factors. Aside from the training and development, employers are also targeting the job satisfaction in their employees and with the aid of motivation and approaches among the employees there is a strong influence to achieve the organizational commitment in the workforce.

Background and Problem Statement

Organizations are managed to increase the traditional function of the workforce by forging various strategies. One of the recognized methods that brought success in the organization is the talent management, wherein the organization is pooling the best talents or the “cream of the crop” in the workforce. In the investigation of acknowledging the skills of the individuals, the commitment of an employee is said to be the most desirable asset that an organization can have. This is because for the reason that the performances of the employees play a significant role and has a great contribution towards the fulfillment of the organizational objectives. In addition, the employee commitment is another challenge for the organizations, in which no leader can really identify the ways to gain it from the employees. Therefore, the organizations are attempting to build the competency among the employees through the use of various training and development programs. On the other hand, the use of the motivational approaches, the increase in performance can be achieved. However, what would be the effect of the motivation to gain the commitment of the employees?

Research Aim and Objectives

The main aim of the study is to investigate the effect of employee motivation towards the employee commitment. In order to achieve this discovery, there are four objectives that need to be considered. First is to identify the possible strategies that might increase the job satisfaction or organizational commitment of the employees. Second is to recognize the broad context of the various theories in motivation. Third is to determine the perception of the employees towards the motivational approach of the organization. And fourth is to recognize the perceptions of the managers or employers regarding the applied motivational approaches and improve the performance of the employees.

Literature Review

For business leaders, the performance of his subordinates is important for the growth of the organization. One of the basic ways in improving or enhancing the performances of the employees is through the use of organizational approaches such as motivations. On that idea, the importance of the motivation within the organization can be described as the asset of the company that cannot deteriorate and can be passed on the other subordinates. For the business leaders, corporate culture can be a good motivational factor for the employees especially when the company is operating more than 50 years and leave a legacy in the industry. Rewards and punishment are some of the classic examples of motivations that can be applied in the process of the empowering the people and was created to achieve their greatest potential. Motivation and its application has been the center of issue in the human resource department. The motivation and its different philosophical views create a link between the employee’s knowledge and skills and the nature of their work (Wright, 2001). In the perspective of the human resource manager, the commitment of the employee to perform well is favorable in the entire organization. For some other researchers, the motivation is the kind of force that drives a person to do his best contribution in the organization – and commitment comes next (Meyer, Becker, and Vandenberghe, 2004). The productivity may appear in every employee and that is very beneficial in the organization. The decision for the retention and the promotion is very possible. In the continuous deliberation of the organization towards the certain changes, the challenges that happen to affect the entire organization can be minimize (Kreisman, 2002). The employees that will create a great factor or contribution such as improvement in their field of work will definitely feel the job satisfaction and indeed, might reflect in their compensation (Egan, Yang, and Bartlett, 2004).

Methodology

The applied method in the study is the use of survey and interview. The survey will use the questionnaires in a Likert Scale form and conducted for the employees. The results that may be formulated from the survey will help the researcher/s identify the perceptions of the employees. On the other hand, the interview will be conducted among the managers and/or HR managers. This will give the idea regarding the motivational approaches of the organization and effectiveness of those approaches in order to achieve the employee commitment.

References:

Egan, T., Yang, B., and Bartlett, K., (2004) The Effects of Organizational Learning Culture and Job Satisfaction on Motivation to Transfer Learning and Turnover Intention, Human Resource Development Quarterly, 15(13) [Online] Available at: http://download.clib.psu.ac.th/datawebclib/e_resource/trial_database/WileyInterScienceCD/pdf/HRQ/HRQ_2.pdf [Accessed 24 August 2010].

Kreisman, B., 2002. Insights into Employee Retention, Commitment and Motivation [Online] Available at: http://www.insightsvancouver.com/PDFs/Employee%20Commitment-Retention%20White%20Paper%5B1%5D.pdf [Accessed 24 August 2010].

Meyer, J., Becker, T., Vandenberghe, C., 2004. Employees Commitment and Motivation: A Conceptual Analysis and Integrative Model, Journal of Applied Psychology, 89(6) [Online] Available at: http://www.mona.uwi.edu/spsw/downloads/coursemat/PS66G/2005-2006/sem2/meyer_becker_vandenberghe_2004_motivation_and_employee_commi.pdf [Accessed 24 August 2010].

Wright, B., 2001. Public-Sector Work Motivation: A Review of the Current Literature and a Revised Conceptual Model, Journal of Public Administration Research and Theory, 11(4).

The Impact of Motivation on Employee Job Performance

Introduction

People within an organization are harmoniously working together to satisfy one certain goal, whether short or long-term goal. The organization, as the collection of people, are expected to be deliver the best assets that they have which are the people bearing the knowledge and skills suitable to their position in the organization. Through the desirable performances of the employees, the organization can realize the competitive advantage in the market and among their competitors.

Background and Statement of the Problem

It’s very optimistic to assume that every organization can compete according to their strategies and obtaining the competitive advantage. In an industry where the uncertainties are freely roaming, the growth and success of the business is completely threatened. With the help of the valuable players, who are the employees, the organization still has their option and chance towards the future success. The most appreciated approach in an industry other than training and development is through the use of motivational approaches that almost all of the organizations, in whatever size or type, used to apply (Byham and Moyer, 2005). Considering the fact that the motivational approaches can drive the job performance of an employee, what would be the other impact that it might create in the employee, itself?

Research Aim and Objectives

The study aims for assessing the impact of motivation on the job performance of an employee. To decipher the important ideas regarding the area of motivation, there are three objectives that can serve as the propeller of the study. First is to determine the concerns of motivational approach as well as its true purpose within an organization. Second is to determine the benefits and drawbacks brought by the motivational approach in the entire organization, particularly among the employees. And third is to measure the effectiveness of the motivational approaches in answering the challenges in an organization and satisfying their goals.

Literature Review

From the previous studies regarding the motivational approaches and its impacts on various business dimensions, it deliberately identified that organizational involvement and commitment can be the other factors that might contribute to the overall job performance of the employees. Motivational approaches definitely satisfy the needs of the employees and in return, the employee repays it through their hard work. Identifying the needs and answering it is the most basic approach of every organization to earn the organization commitment of the employees (Chughtai, 2008). With the good employer-employee relationship, an employee’s performance can be only manifested on the organizational effectiveness. In the implementation of the motivation across the organization, it allows the individuals to focus on the development of their work, in terms of behavior, skills and knowledge, ethics, and effectiveness. It is also defined that motivational approaches tend to energize the workforce which can result in their expected job performance (Byham and Moyer, 2005). In addition, the motivational processes increases or influences the job performance and other work outcomes of an individual that can reach to the employees’ outmost performance and even their job satisfaction (Strain, 1995; Chughtai, 2008). On the other hand, some study contradicts that the information regarding the effectiveness of motivational approaches in building the employee performance. The performance is based on the perception and choice of an individual and it can be only achieved if the skills and knowledge are suitable to the position of the employees (Christensen and Wright, 2009). However, the idea regarding the continuous training and development within the workforce is not set aside. In fact, even if an employee manages to handle all the challenges and there are still rooms on their abilities that should be improved.

Methodology

The study will apply the same method previously implemented by Byham and Moyer (2005) which is the use of the motivation assessment test and motivation assessment inventories. The motivation assessment test is adopted to measure the individual’s work-related issues such as the things that an individuals’ likes and dislikes regarding the area of their work that can, at least, affect their decision. On the other hand, the motivation assessment inventories which is almost similar to the tests, only not focusing on decision making but in relation to the employees’ nature of work and how do they feel on the motivational approach of the organization. The motivational tests and inventories can be determined through the use of survey around the organization and can duly determine the impact of the motivation in establishing the job performance of every employee.

References:

Byham, W., & Moyer, R., 2005. Using Competencies to Build a Successful Organization [Online] Available at: http://www.ddiworld.com/pdf/ddi_usingcompetenciestobuild_mg.pdf [Accessed 10 June 2010]

Christensen, R., & Wright, B., 2009. The Effects of Public Service Motivation on Job Choice Decisions: Exploring the Contributions of Person-Organization Fit and Person-Job Fit [Online] Available at: http://www.pmranet.org/conferences/OSU2009/papers/Christensen,%20Robert%20K%20and%20Wright,%20Bradley%20E.%20%20The%20Effects%20of%20Public%20Service%20Motivation%20on%20Job%20Choice%20Decisions.pdf [Accessed 10 June 2010].

Chughtai, A., 2008. Impact of Job Involvement on In-Role Job Performance and Organizational Citizenship Behavior, Journal of Behavioral and Applied Management, Vol. 9, No. 4 [Online] Available at: http://www.jbam.org/pubs/jbam/articles/Vol9/no2/JBAM_9_2_4.pdf [Accessed 10 June 2010].

Strain, C., 1995. Need for Autonomy as a Moderating variable in the Model of the Determinants of Salesperson Performance. [Online] Available at: http://www.sbaer.uca.edu/research/swma/1995/pdf/08.pdf [Accessed 10 June 2010].

Improving Motivation among Staff of a Financial Institution

Introduction

Employees are considered as the most important factor that can potentially improve or destroy the business. Even if all the machineries and equipment are busted, people can still manage to handle the difficulties for they are knowledgeable and skillful more that the latest technologies. People can turn the things according to what they want and therefore, an organization is aiming to collect a lot of essential people to that can contribute in satisfying the long-term goal of the organization. The most basic equation that a human resource managers and business leaders agreed upon is whenever an employee increases their performance there will surely a train of increase performance for the business.

Background and Problem Statement

Motivation can be applied in all aspects of life and activities. In an organization, there are two kinds of popular motivational approach that might be exerted right from the organizational leader. First is through the financial rewards or incentives and the other can be defined as the personnel’s willingness to exert and maintain an effort to achieve the organizational goals (Mathauer and Imhoff, 2004). It is determined that the key effectiveness of an employee can be measured on how well the organization takes care of the workforce. In addition, every leader is targeting the job satisfaction for their employees to easily attach in their system about the idea of job commitment. But in financial institution, the two motivational factors might be implemented depending on how they approach to increase each of their staff’s performance.

Research Aims and Objectives

The aim of the study centers in the idea of improving the motivational approach on the staff or employees of a financial institution. In order to support this aim there are three objectives that can be the propeller of the study. First is to determine the existing motivational approach that is utilized in the organization. Second is to recognize the perceptions of the employees and the manager regarding the motivational approach being implemented and what are the results that typically happened. And third is to formulate a suggestion that can increase the motivational approach within the financial institution.

Literature Review

Motivation is one of the infamous tactics or strategy that is used to target the effectiveness of the workforce in their respective field. Through the employee performance management system, the motivational approach are periodically reviewed by the senior management and detect if there are any progress made and if there are any need for improvements. Most of the managers are aided by the human resource managers to determine the rate of their employees’ performances and categorize the other potentials that the employee might possess. However, there are times that the assessment regarding the employee performance are held informal which is a great way for the managers to recognize the employee behavior and other issues that might limit the career improvement of the particular employee. Through the assessment, there is an established communication and exchanging of information that might increase the motivational approach towards job satisfaction (SBFI, 2009).

Organizational leaders and managers understand that there is a link between the satisfaction and motivation and if they did not win to collect the commitment of every employee, they are not effective leaders either. The problems within every organization are the lack of power to push the people to excel in their performance record and discover their other potentials. And in the career development in financial institutions, providing the high quality performance and better working conditions are suggested motivational approach most especially when the country is facing too much challenges even in financial stream (Mathauer and Imhoff, 2004). Motivation can be also arrived where the organization managed to identify the needs of their employee such as their self-esteem need and self-respect, appreciation or recognition, the safety and security of the employee (Wright, 2001).

Methodology

The suggested method in the study is the use of the survey and interview. Through the combination of two methods, the study can identify the empirical ground in terms of handling and motivating the employees in financial institutions. At first, the use of survey can determine the level of motivation among the participants who are all the employees and what are the impact it created in their performances according to their perception. Meanwhile, the interview will be allotted for the managers who purposely implemented the use of motivation and recognize their reasons for implementing it. In addition, the interview can decode the expected results of the manager and determine if the results are synchronized in the real outcome.

References:

Mathauer, I., & Imhoff, I., (2004) “Staff Motivation in Africa: The Impact of Non-Financial Incentives and Quality Management Tools, A Way to Retain Staff?”, Accessed 02 June 2010, from http://www2.gtz.de/migration-and-development/download/mathauer.pdf

SBFI, (2009) “State Board of Financial Institutions Annual Accountability Report – FY 2008-2009”, Accessed 02 June 2010, from http://www.scstatehouse.gov/reports/aar2009/r23.pdf

Wright, B., (2001) “Public-Sector Work Motivation: A Review of the Current Literature and a Revised Conceptual Model”, Journal of Public Administration Research and Theory, Vol. 11, No. 4.