A Study of the Systemic Relationship Between Worker Motivation and Productivity (original) (raw)
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ROLE OF MOTIVATION IN HIGHER PRODUCTIVITY
This paper explores the role of motivation in higher productivity. There is a general believe that man has the natural tendency to be lazy with regards to work and he is being forced by circumstances to work. According to some scientists, motivation is a need and organization is making great use of every facility in human works to achieve motivation. Productivity means the rate of power to produce, but productivity from the management or economic point of view is the ratio of what is produced to what is required to produce it. This study is therefore designed to find out the link between the extent to which various motivation strategies encourage the workers to improve their job commitment and increase their productive capacity. It is examined through the origin and evolution of related studies. On the other hand, it also offers information relative to the influences perceived and detected in these developments. This paper presents totally, a concepts based findings. These data allow us to offer an approximated picture of the motivation in higher productivity. Research suggests that individuals are motivated to perform well when the work is meaningful and individuals believe they have responsibility for the outcomes of their assigned tasks. It is recommended that, an organizational movement should be away from the current merit pay reward system to an organizational structure that promotes challenges and accomplishments, creates organizational learning opportunities, utilizes group incentives as well as individual incentives, rethinks job design, uses positive reinforcement and promotes healthy work environments.
Maximising Productivity through Employee Motivation
International Journal of Innovative Research and Development, 2023
Introduction Maximizing productivity is crucial for businesses to succeed in today's competitive market (Varma, 2018). Similarly, Perkbox (2021) adds that an organization's success is mainly dependent on the success of its workers and that success is, in turn, driven by the individuals' motivations. Organizations must improve employee enthusiasm to increase productivity. A person's level of motivation at work determines how much they will strive toward their professional objectives. Employees who feel inspired by their jobs are likelier to go above and beyond, improving the organization's bottom line. Several experts, consultants, and writers have studied the correlation between employee motivation and organizational output. These two ideas are fundamental to understanding the importance of human capital as a production input. In the same vein, Novitasari et al. (2020) lend credence to the idea by stressing the importance of a motivated staff in bolstering both the competitive edge and the bottom line. That is why it is up to management to devise strategies and methods that inspire employees to contribute to the company's ultimate goals of increased output and profitability. Motivation training, which entails instructing staff members to focus on organizational operations, may increase employees' effectiveness in their boundary-spanning positions (Tran, 2017). Therefore, this paper explores how to maximize productivity through employee motivation. The study is mainly based on secondary research, drawing on existing knowledge from scholarly articles, books, and websites on employee motivation and productivity. Based on the analysis, we identify key factors that can maximize employee motivation and productivity. This includes factors such as recognition and reward, clear communication, opportunities for growth and development, and a positive work environment. We summarize the findings and conclude how organizations can implement strategies to maximize employee motivation and improve productivity in the workplace. We further recommend that organisations implement the strategies identified in the study to maximize employee motivation and productivity. 2. Motivational Concept Empirical studies on motivating tactics have investigated several intrinsic and extrinsic methods. This section will look at the data-driven studies conducted on different motivating strategies.
Empirical Examination of Intrinsic Motivation as a Predictor of Organizational Productivity
The International Journal of Business & Management, 2020
Introduction Generally, most businesses, organizations and their managers are faced with numerous challenges. One of such challenges is in the area of management which refers to the utilization of resources effectively and efficiently in order to achieve an organizations goals and objectives. Some of these managerial challenges are obvious in matters concerning employees such as reimbursement, recruitment, performance management, training and career development, health and safety, benefits, motivation and administration amongst others. The human resource is the most vital of all resources among other factors of production and the human capital is what distinguishes one organization from the other (Maimuna & Rashad, 2013). Therefore, for organizations to survive and remain relevant and competitive, it is essential for them to be able to entice and maintain efficient and effective employees in a bid to enhance productivity (Sunia, 2014). This study however is centered on the aspect of motivation and focuses on the effects of intrinsic motivation on organizational productivity. Hellriegel (1996) viewed motivation as any influence that portray, direct, or maintain people's goal directed behaviors. It refers to the driving force that makes an individual to act in a specific way. It is an inner drive that causes an individual to behave in a certain manner. The goal of most organizations is to improve productivity therefore factors of motivation play significant roles in improving employee job satisfaction levels. This will in turn aid in improving an organization's productivity levels. George and Jones (2012) defined organizational productivity as a measure of how efficiently and effectively a manager uses allocated resources to achieve organizational goals and objectives. Glen (2014) stated that the manufacturing sector is an ever-changing beast and every year, the industry is faced with fresh challenges. He further stated that virtually all media houses constantly report the closure of industrial units, labour disputes between employers and their employees or reductions in the labour force due to recession and other economic dynamics. As a result, the image of manufacturing industries has been marred by low wages, high labour turnover, inadequate working
Motivation in organizational behavior: History, advances and prospects
In this article we selectively review major advances in research on motivation in work and organizational behavior since the founding of Organizational Behavior and Human Performance (now Organizational Behavior and Human Decision Processes) 50 years ago. Using a goal-based organizing rubric, we highlight the most impactful articles and summarize research progress over time related to understanding the why, where, how, what, and when of motivation during goal choice and goal enactment. We also note macro-level trends in motivation research published in this journal, including the shift away from publishing new, core theories of work motivation in favor of using new approaches published elsewhere to examine key micro-regulatory processes involved in goal decisions and goal pursuit. We conclude with discussion of promising future research directions.
SUSTAINABLE MOTIVATIONAL FACTORS TOWARDS THE ENHANCEMENT OF EMPLOYEES PRODUCTIVITY AND EFFICIENCY
Motivation is the psychological process that gives behavior purpose and direction to achieve organization's desired goals and objectives. Motivation is one of the most significant ways to attract and retain employees in an organization as well as to make them to do most productive and efficient work. Motivational factors and strategies are very significant concept of management activities to retain and make them loyal employees. All over the world, the large multinational corporations to medium and even small firms recognize that there is no best alternative ways than motivational strategies to communicate with employees and motivate them to most desired and productive work in the most efficient ways. The more a firm knows about its employee's base, their needs, the easier it is to develop a motivational strategy that will appeal to these characteristics and motivated them well. The purpose of the study is to fine out and determine the distinct motivational strategies and factors which will suit the best to motivate employees. In the present competitive world if any business organization has to survive, it needs to keep an eye on the distinct needs of employees as well as the factors that motivate them well. The study investigates, measures, and evaluates the motivational activities of any organization from the reflection light of employee's perceptions. To do this Five-Point Likert Scale has been used to survey employees. The study actually reveals the state of employee driven motivational activities and strategies and the employee perception on this perspective and whether these activities are standard and employee perceptions are able to increase productivity and efficiency in every organization. The study also focused to the extent that whether these activities and the defined employee perception can create positive impact on organization and be able to create positive contribution on the building of brand image of the organization. The study found that different motivational activities and its dimensions bound employees to perceive value chain of their work differently and motivate them well. So every organization should analyze the motivational factors and strategies as well as employees expectations first and then it should make a diagram or plan so that the organization can meet its target goals and objectives in the long run through employee satisfaction.
2021
Employees prefer to work in the workforce to achieve the organization's priorities and expectations. However, the manager's job comprises of several aspects, including teamwork, collaboration, decision-making, communication and organizational inspiration. The biggest obstacle that is being addressed by management is the reinvention of management owing to the demanding job climate and professional capabilities of the supervisors, which have been deemed inadequate to inspire workers in the workforce. Managers also ought to maintain a positive interaction with their workers at work, and that will be achieved by offering assistance and encouragement to improve employee morale at work and increase their efficiency. However, inspiration and dedication are the core human resource in the Company as they will boost the workplace's efficiency and increase worker satisfaction. The research implemented the quantitative and qualitative approach throughout addressing Different retail ...
EMPLOYEE MOTIVATION AS IT RELATES TO EFFECTIVENESS, EFFICIENCY, PRODUCTIVITY, AND PERFORMANCE
Employees may be motivated on the job by many things, such as a sense of achievement, recognition, enjoyment of the job, promotion opportunities, responsibility, and the chance for personal growth. Employee motivation and performance are tied directly to the style of management that is applied and to principles of positive or negative reinforcement. This paper discusses motivation as it relates to effectiveness, efficiency, productivity, and performance.
Understanding the Theories and Interventions of Motivation in Organization Development.
In, Responsible Management: Opportunities and Challenges. Proceedings of 58th Annual Conference of the Eastern Academy of Management. Virtual, May 19 -21. , 2021
This article reviews theories of motivation in the workplace, what these theories look like in the modern workplace, and interventions designed to increase individual and system-wide organizational motivation. We explored a wide range of theories, including the expectancy theory, Maslow’s hierarchy, the motivation-hygiene theory, the equity theory, reward structures, cognitive evaluation theory, and feedback, to formulate conclusions about common organization development (OD) interventions that are meant to address the theories. Reviewed interventions include; organization structure design, achievement orientation, goal setting, job design, quality feedback, and empowerment programs. We followed a multidisciplinary integrated literature review approach to move beyond merely summarizing the literature but substantially contributing new and valuable knowledge to the fields of leadership and organization development. The research cements the need for understanding individuals’ needs and goals, the value of quality feedback, rewarding positive behavior, leading with fairness, and allowing space for autonomy.