THE IMPORTANCE OF EMPLOYEE MOTIVATION
Good motivation can strengthen commitment (Sohail et al., 2014; Burns and Alexander, 2020) and lead to improved performance (Joseph, 2015), while good performance can improve organizational performance (Bashaer and Singh, 2017) and lead to on satisfaction (Karyono, 2016).
Motivation has a positive effect on performance. The results give meaning that the role of motivation becomes a supporting factor in an organization both government and private especially in improving performance. Empirical findings indicate that the direct influence of motivation on performance has an influence. This is based on the relationship between performance and motivation. The findings of this study are in line with several previous studies which have proven in advance that motivation has a significant effect on employee performance both directly (Elvina and Chao, 2019) as well as acting as mediators (Jayaweera, 2015).
Employee performance is closely related to the results of one's work in an organization or company. The results of the work can involve quality, quantity, and timeliness, but performance evaluation in a company's organization is key in employee development. Performance evaluation is in principle a manifestation of an employee's performance appraisal form (Irfansyah, 2020).
The achievement of employee performance in Majalengka Regency Education Office of is largely determined by the ability of the Head of Office in leading, fostering, and directing employees in carrying out their duties that is by carrying out motivation. Motivation is one of the organic functions of management. The success of the implementation of the above motivation depends on the ability of the Head of Service in implementing the principles of motivation. In this study, work motivation consists of the principle of participation, the principle of communication, the principle of recognition, the principle of delegated authority and the principle of reciprocity (Hasibuan, 2006), while performance refers to aspects of quantity, quality, productivity, timeliness and effectiveness (Wibowo, 2010).
In addition, the motivation possessed by employees further has the ability to improve organizational performance (Dobre, 2013).
As per the below video 01 Business efficiency and productivity are tightly linked to the level of motivation of its workers. Cohabiting with people was never an easy task not to mention motivating them. In order to gain the loyalty of your employees and be able to turn their efficiency into a competitive advantage, a manager must rise to the expectations of the staff and be able to motivate them.
Video 01
Reference
- Bashaer, A. and Singh, S. (2017) ‘Determinants of organizational performance: a proposed framework International Journal of Productivity and Performance Management Article information ’:, International Journal of Productivity and Performance Management, 65(December), pp. 844–859. doi: 10.1108/IJPPM-02-2016-0038.
- Burns, L. R. and Alexander, J. A. (2020) ‘The Impact of Employee Motivation on Organizational Commitment The Impact of Employee Motivation on Organizational Commitment’, European Journal of Business and Management, 9(15), pp. 134–137.
- Dobre, O. (2013) ‘Employee motivation and organizational performance’, Review of Applied Socio- Economic Research, 5(1), pp. 53–60.
- Elvina, S. and Chao, L. Z. (2019) ‘A Study on the relationship between employee motivation and work performance’, IOSR Journal of Business and Management (IOSR-JBM), 21(3), pp. 59–68. doi: 10.9790/487X-2103025968.
- Hasibuan, M. S. (2006) Manajemen Dasar, Pengertian, dan. Masalah,Edisi Revisi. Jakarta: Bumi Aksara.
- Irfansyah. (2020). The Duties and Functions Performance of Aceh Human Resources Improvement Institutions in Scholarship Study Program Implementation in Aceh Government. Britain International of Humanties and Social Sciences (BIoHS) Journal, 160-165.
- Jayaweera, T. (2015) ‘Impact of Work Environmental Factors on Job Performance, Mediating Role of Work Motivation: A Study of Hotel Sector in’, International Journal of Business and Management, 10(3), pp. 271–278. doi: 10.5539/ijbm.v10n3p271.
- Joseph, B. (2015) ‘The effect of employees’ motivation on organizational performance’, Journal of Public Administration and Policy Research, 7(May), pp. 62–75. doi: 10.5897/JPAPR2014.0300.
- Karyono, O. dan M. P. (2016) ‘Kepuasan nasabah diukur dari kinerja pelayanan dan kinerja karyawan’, J-Ensitec, 02(02), pp. 32–37.
- Sohail, B. A. et al.
(2014) ‘Effect of Work Motivation and Organizational Commitment on Job
Satisfaction: (A Case of Education Industry in Pakistan)’, Global
Journal Management and Business Research: A Administration and
Management, 14(6).
- Wibowo. (2010) Manajemen Kinerja. Jakarta: Rajawali Press. Adisasmita.
Hi Ishara, agreed on the content above. In addition to this, people who are highly intrinsically motivated seem to prefer difficult cognitive tasks and could self-regulate their behavior and therefore, unless a person is also highly extrinsically motivated, offering rewards or setting external goals or deadlines won't have much impact (Story et al. 2009). Further, employee motivation and individual or organizational performance are highly correlated (Poudel & Pradhan 2019).
ReplyDeleteThank you for the valuable comment Romeda. Motivation is the most vital aspect of any organization, whether public or private. This is reinforced by the assertion that motivation is crucial to the success of any organization, whether in the commercial or public sector (Chintalloo & Mahadeo, 2013).
DeleteHi.Ishara, a sound knowledge can be grabbed through reading article, important of employee motivation, on account of resources have been referred to take findings. In accordance with having motivated people in the organization is directly pave the way for increasing the productivity (Dobre,2013)
ReplyDeleteThank you for your valuable feedback Sanath. According to Jex and Britt (2008), workplace satisfaction is critical for organizational success. According to Jex and Britt (2008), satisfied employees commit to working more hours and have higher rates of retention and productivity (Rožman, et al., 2017) The authors also claim that high levels of satisfaction often result in lower absenteeism while improving mental and physical health (Rožman, et al., 2017) According to Harrison et al. (2006), workplace satisfaction can also be linked to other key factors of employees such as workload, stress and supervision at work, and the balance of domestic and work activities (Rožman, et al., 2017)
DeleteAgreed. People are motivated by several things. Praise can motivate certain people. Knowing they accomplished something is what inspires others. Others find great motivation in being able to check everything off their to-do list at the end of each week. Both internal and environmental factors can contribute to motivation. Intangible motivation is also possible, as well as interventions that are tangible and measurable. Motivation can be formally or informally expressed. It takes time to learn about each employee's motivations in order to motivate them effectively (Laliberte, Hewitt and Larson, 2013).
ReplyDeleteThank you for the valuable comments on the above. Employee motivation is the level of energy, commitment, and creativity that a company's workers bring to their jobs (Gard, 2001). Motivated employees are the ones who roll out of bed almost every morning feeling excited to go to work and take on new challenges. They look forward to learning new skills, stretching their capabilities, and taking on new responsibilities and they are not just full of energy and enthusiasm they are also very beneficial for Organization (McDonough, 2007).
DeleteAgreed with the content Ishara, I would like to add according to Robins et al (2013), motivation is the process that accounts for an individual's intensity, direction, and persistence of effort toward attaining a goal. While general motivation is concerned with an effort toward any goal, we’ll narrow the focus to organizational goals in order to reflect our singular interest in work-related behavior. According to Janakiram (2010), motivation is one of the most crucial factors that determine the efficiency and effectiveness of an organization.
ReplyDelete- Effective use of resources
- Higher efficiency
- Accomplishment of organizational goals
- Reduction in labour turnover and absenteeism
- Healthy industrial relations
- Improved corporate image
Hi Ishara, Interesting topic and agree on the content. Further, the prerogative lies with the organization management, in order to extract performance should create an alignment between the organizational and employee goals and objective. It is the organizational behavior represented by the organizational senior management which effects the level motivation and satisfaction through its beliefs, principle and underlying values which are closely followed by organization (Roos, Van Eeden, 2008). Organizations core potential lies in its motivated and satisfied employees who consistently contribute towards organization goals and objective. Effective HRM system could be a great deal of assistance in keeping employee morale high (Kumar and Garg, 2011).
ReplyDeleteHi Ishara
ReplyDeleteJob satisfaction is a term used to describe how content an individual is with their job (Judge and Lanen, 2001). It is a relatively recent term since in previous centuries the jobs available to a particular person were often predetermined by their parent’s occupation, Job Satisfaction also refers to the employees general attitude towards his job and refers to the contentment experience by an employee when his wants are satisfied (Judge and Lanen, 2001).
Ageed Ishara Further i wish to state that,Employee motivation has resulted in productivity, performance, persistence, and more. Motivated employees value more autonomy and freedom, are more self-directed, and are therefore more able to take development opportunities more responsibly than their less motivated counterparts. . Similarly, motivated employees have higher employee engagement with their jobs and tasks compared to unmotivated employees (Muhammad Rizwan, 2014).
ReplyDeleteAgreed with the content Ishara, Motivation is an important stimulant that can impact human behavior. Every person has a unique behavior or attitude; therefore, in the midst of this diversity, companies should develop procedures that will please not just individuals but also groups of people (Varma, 2017). As a result, companies should be able to understand and assess the internal motivation that employees acquire from job satisfaction and further improve it with the external motivation that organizations require, in which they can take notes from numerous motivation theories (Varma, 2017).
ReplyDeleteAgreed with you.According to a study conducted by (Grant, 2008) motivation imposes employee outcomes for instance performance and productivity. He also established that motivated employees are more oriented towards autonomy and are more self-driven in contrast to less motivated employees. Further, motivated employees are highly engaged and involved in their work and jobs and are more willing to take responsibilities (Kuvaas & Dysvik, 2009)Organizations in this dynamic globalized world are continuously trying to develop and motivate their employees to help achieve enhanced performance with various Human Resource applications and practices.
ReplyDeleteThese days people may leave the company if they are not satisfied with the job culture, working atmosphere. Since there is a huge competition, loosing a performing employee is very crucial yo the company. Hence motivation plays important role in the journey of the company
ReplyDeleteGood article Ishara, Positive discretionary behavior is used by highly motivated individuals when they choose to exert effort.Such individuals may be driven by their own actions, which is the ideal type of motivation as long as it indicates that they are moving in the right way to accomplish their goals (Armstrong, 2014)
ReplyDeleteEmployee motivation has resulted in productivity, performance, persistence, and more. Motivated employees value more autonomy and freedom, are more self-directed, and are therefore more able to take development opportunities more responsibly than their less motivated counterparts. . Similarly, motivated employees have higher employee engagement with their jobs and tasks compared to unmotivated employees (Muhammad Rizwan, 2014).
ReplyDeleteThank you, Rayan. Job satisfaction is a term used to describe how content an individual is with their job (Judge and Lanen, 2001). It is a relatively recent term since in previous centuries the jobs available to a particular person were often predetermined by their parent’s occupation, Job Satisfaction also refers to the employees general attitude towards his job and refers to the contentment experience by an employee when his wants are satisfied (Judge and Lanen, 2001).
ReplyDeleteGood blog post Ishara. Further, "intrinsic motivation can be understood as the psychological features of a person that contribute to the drive to attain a goal," James and Stoner (2009) wrote. Internal rewards result from a task's successful completion and the employer's gratitude (Ajila, 2004). Extrinsic incentive is linked to conduct that results in actions taken without the employee's knowledge or consent, such as receiving compensation, compliments, or directives (Shim et al., 2011).
ReplyDeleteThank you Dulaksha, Intrinsic motivation is a type of motivation in which an individual is motivated by internal desires (Jain et al, 2019). Extrinsic motivation occurs when things are done to or for people to motivate them. These include the elements of incentives, rewards, increased pay, praise, promotion, and punishments such as disciplinary action, withholding pay, or criticisms (Armstrong, 2009).
ReplyDelete