Enhancing the employee productivity through motivation Essay Example

on enhancing motivation and suggests non-financial incentives like advancement and recognition instead. Managers seeking motivation are advised to have a clear understanding of organizational goals and personal motivation strategies while recognizing employee accomplishments promptly. Treating employees as disposable assets can result in turnover that may harm the organization. The definition of motivation varies depending on context and relevance; according to Bruce (2006), it is the inclination to act in a specific manner in order to achieve specific goals.Psychologists typically view motivation as a psychological process that influences an individual's behavior and provides guidance. In this study, motivation is defined as an internal force or intense willingness that drives individuals to fulfill personal and organizational goals. Productivity can be described as the output generated through labor. Theories are conceptual ideas and verified facts that explain phenomena, often developed by scholars with expertise in a particular field.

In the realm of motivation, theorists have provided explanations based on their understanding of human beings, their nature, and how they function in their environments. The earliest theory by Sigmund Freud posits that humans are lazy and lack ambition. According to Freud, employees only require job security to work, and managers should employ rewards, coercion, and punishment to motivate them. However, this theory has faced criticism for creating a tense and unproductive environment.

Other theorists like Douglas McGregor contend that humans inherently possess a desire to learn and work. They believe that managers ought to align employees' desires with the organization's productivity goals within a positive environment. These theories are summarized by well-known motivational theorist Abraham Maslow who studied human personality and motivation. He proposed the Hierarchy of Needs theory which suggests

that humans possess various needs driving their actions.The text discusses the various needs that motivate individuals, which are categorized in a hierarchy starting from the most basic level. These needs include physiological needs, such as nutrient, shelter, and vesture, as well as safety needs, social needs, ego needs, and self-actualization needs. They encompass factors like physical and psychological safety, love and belongingness, self-esteem, and the desire for personal growth and fulfillment.

According to Maslow's theory, our behaviors are driven by these unsatisfied needs. As one need is met, we strive to fulfill the next.

Herzeberg's two-factor theory highlights intrinsic and extrinsic elements that contribute to motivation. Intrinsic factors refer to personal incentives like accomplishment and acknowledgment within oneself. Extrinsic factors (hygiene factors) include external incentives such as salary, working conditions, and job security. The combination of these two factors leads to job satisfaction and subsequently increases productivity.

Vroom's anticipation theory explains that employees' performances are assessed based on their efforts. This performance then results in rewards from the company - positive or negative ones. Positive rewards motivate employees to perform better while negative rewards discourage them.
Adam's Equity theory suggests that employees compare themselves to others in the same company or occupation, aiming for fairness and equity. This is achieved when their output matches that of their peers and they perceive equality in terms of motivation and output levels. On the other hand, Skinner's Reinforcement theory emphasizes that employees learn through stimulus-response coupling and consequences. Positive behaviors should be reinforced while negative behaviors should be discouraged to motivate employees. The aim of this study is to educate managers about employee perception regarding motivation and performance. It helps them

understand motivating factors, ways to motivate employees, and the relationship between motivation and production. Ultimately, companies motivate employees as a means to secure their survival and competitiveness, recognizing the importance of treating them as valuable human beings.Motivating employees is crucial for their productivity. Managers must understand what motivates each employee in their role. While humans have the ability to achieve their goals, they need motivation to excel. Job performance requires both skills and motivation. Providing instruction and experience enhances ability, while recognizing employees fosters motivation. The key understanding of motivation is that everyone desires association, accomplishment, control, competency, ownership, acknowledgment, power, and significance in their work.

4.1 Motivation Strategies

One common misconception among employers is that money alone serves as the sole incentive for employees. They believe that salary or benefits heavily influence employee performance. However, motivation should not solely rely on monetary factors but also involve attitudinal change and encouragement. In this chapter, we will explore alternative non-monetary methods of motivating employees.

a) Positive reinforcement involves acknowledging employees' good performance in a positive manner.This can be done through verbal congratulations, promotions or other recognition programs like gifts.

b) Meeting employees' needs plays a significant role in motivating them.Managers should strive to identify and fulfill these needs.

c) Setting internal goals acts as a motivator for individuals to work harder towards achieving them.

5.0 HYPOTHESIS

To create a serious work environment and encourage employees to follow rules and stay motivated at work, goals should be implemented along with effective discipline and punishment schemes. Additionally, policies for compliance should be established.
In order to promote employee productivity and prevent monotony, jobs should be restructured to allow for learning new ideas and

applying previous experiences. It is crucial that rewards are based on performance to ensure fairness and motivate both high-performing and low-performing employees.
Motivation can be achieved through monetary or non-monetary incentives. Financial incentives include rewards, salaries, bonuses, benefits, insurance, and housing. Non-financial incentives include competition, job security, feedback, recognition, praise, and opportunities for growth.
On the other hand, demotivation may arise from mistreatment of employees, lack of communication or credibility within the administration, insufficient recognition or training. Managers need to be aware of these factors.
A hypothesis plays an important role in research studies as it guides the research process by seeking confirmation or disapproval of proposed solutions to problems motivating the project.A hypothesis is a testable conjecture indicating the researcher's expectations from the research. In this study, the main hypothesis states that employee motivation has a positive impact on productivity. It is believed that employees who lack motivation are less likely to be productive.

Research is a systematic approach used to find solutions to problems. It involves defining and redefining the problem, explaining hypotheses, using effective data collection methods, evaluating data, presenting results, forming conclusions, and testing those conclusions against the set hypotheses.

Primary sources refer to unaltered sources of information from which raw data is obtained. In my research for Sunfell, I collected primary data through questionnaires and direct discussions with employees. I conducted interviews and discussions with 15 employees (five from each department). Attached separately in this report are the questions addressing motivation within the company and how employees perceive management's motivational style.

Secondary sources were also examined by reviewing company records to assess historical performance and annual employee turnover across all departments.

6.2 Data presentation

The findings from this

study will be presented, including recommendations, research questions, explanations of results, and expectations. 20% of employees identified pay as a key motivator in their job, while 30% mentioned job security, 30% mentioned company reputation, and 20% mentioned hopes for promotion. Only 10% of respondents indicated that their supervisors encouraged them to pursue career development. The relationship with their supervisors largely depended on fear and respect. Most employees were afraid of their supervisors and preferred to discuss difficulties with their colleagues.

6.3 Interpretation of results

The majority of employees considered job security to be a more important factor in their work compared to financial incentives. Employees often do not receive positive support from their supervisors and would like to be transferred to other departments. Unlike employees in higher-level administration, those in lower-level positions are dissatisfied. Many of these lower-level employees have a good educational background and joined with hopes of receiving promotions and recognition but this has not happened. To improve employee retention, common factors considered included treating employees with respect, providing better working conditions, and regularly reviewing their salaries.
The text discusses various factors that can boost employee morale and improve motivation. These factors include providing feedback, transportation allowances or provisions for commuting, and recognizing performance fairly. It is mentioned that two out of every ten employees have been nominated for recognition awards, with some being repeat nominees. Preferences for incentives vary among employees, with most preferring certificates of excellence while others would like vacation trips or educational sponsorships.

The importance of the organization's reputation in retaining employees is noted, as eight out of ten questionnaires reported this. Additionally, it is stated that the organization provides employees with necessary

tools to achieve their goals and no employee reported a lack of equipment. However, it is also mentioned that some equipment needs to be upgraded more frequently to ensure efficiency.

Overall, the text emphasizes that motivation improves production. According to theories discussed, all human beings have the ability to achieve attainable goals when motivated. In order for humans to be motivated, their various needs must be understood and met including physical, psychological, and societal needs. Motivation is typically achieved through incentives which can be financial or non-financial. A study conducted on this topic found that employees value incentives other than money more highly and factors such as job security, career advancement, and company reputation are seen as more influential motivators.
These incentives provide individuals with the desired prestige to feel fulfilled. Companies should create a fair and positive work environment to promote employee motivation and encourage them to work towards personal and organizational goals, while still maintaining discipline. Negative behavior or poor performance should be punished, while positive performance is rewarded. Employees should adhere to established rules and regulations and familiarize themselves with the organization's culture. Productivity heavily relies on motivation, which can lead to significant profits and improvements if implemented effectively. Sun fell heavily relies on motivated employees for client interaction, portraying a positive image, and increasing profits. Client care is important in achieving company goals. Managers must first motivate themselves by having a passion for the job, setting realistic goals, and fostering engagement within the organization.

8.0 The Motivation Process and Recommendations

To effectively motivate employees, managers must also motivate themselves by having a passion for the job, setting realistic goals, and fostering engagement

within the organization.
The manager should have a clear and practical outlook on the job, understanding what motivates them. This understanding allows managers to identify potential ways to motivate employees by aligning their own motivation strategies with meeting their needs. It is vital to align organizational goals with employees' personal goals, as this creates a natural inclination for employees to work towards achieving the company's objectives without much extra effort. Managers should actively support employees by understanding their individual needs and motivators. Motivation efforts should be in line with the organization's policies and procedures. Personalizing motivation strategies is crucial, requiring managers to recognize each employee's unique needs and preferences in order to tailor motivational approaches accordingly, avoiding generic methods.

This text emphasizes the importance of clear and motivating leadership in the workplace. The manager must establish a clear and believable intent for the administration, communicating a mission and goals to all employees. Rewards for good performance should be implemented promptly while accomplishments are celebrated and recognized. Managers should promote teamwork, especially during problem-solving situations. Developing strong skills in employees can be achieved by encouraging learning from each other and assigning responsibilities.
To enhance performance, directors should adhere to fundamental principles such as establishing objectives, ensuring their attainment through policies, giving attention to performance, and providing feedback and disciplinary actions. Employees should receive training to improve their productivity, with specific feedback tailored to their role in the organization. Supervisors should motivate their subordinates to achieve professional competence both within and outside the workplace. Lastly, training programs should be available to facilitate seamless integration of new employees into the organization.

References

Bruce, A. (2006). How to motivate every employee: 24 proven tactics

to activate productivity in the workplace.
The following books provide insights into motivation and are recommended reading:
- Grant, C. P. (2005). Motivation: Principles and Patterns. London: Vantage Press.
- Miner, B. J. (2004). Role Motivation Theories.New York: Routledge.
- Weiner, B. (2002). Human Motivation: Metaphors, Theories and Research.New York: Sage