Employee Motivation (Term Paper Sample)

Employee Motivation
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The level of competition in the corporate world has prompted firms to embrace motivation strategies to encourage their employees with an aim of ensuring that quality services are offered to consumers. To attain this, firms have been prompted to initiate mechanisms that make their workplace desirable so that employees may be motivated to work efficiently and apply their skills optimally. Unlike past days when most firms regarded employees as just part of the inputs required in the production process of goods and services, it is now apparent that they are valued as the human capital without which an organization cannot attain its goals. There are a number of theories that have been used to explain the need for employee recognition and engagement, for instance: equity theory, two factor theory, expectancy valence theory and need hierarchy theory. Motivation of employees should be the primary focus for managers by offering: equity, support to employee aspirations and goals, good remuneration, and skill enhancement through continuous training.
The equity theory shows how employee performance is greatly influenced by the manner in which his peers are treated. For instance, firms that treat employees differently affect the motivation of employees by making it difficult for them to engage in teamwork or working effectively. This often happens in an environment where individuals holding certain positions are treated as more superior due to their closeness to managers in contrast to others occupying similar positions. This trend is detrimental. According to Kim (2006), the influences managers have in determining the behavior exhibited by their employees often define whether their firms are headed for failure or success. In most cases, motivations determines the attitude shown by employees towards their leaders, fellow team members as well as the tasks assigned to them by their seniors. As a result, managers need to treat all employees fairly since this boosts their motivation and desire to work towards the attainment of their firm’s goals and objectives.
As explained in the Two Factor Theory of motivation, factors such as the achievement of one’s goals, recognition by fellow workers and seniors as well as an equal provision for growth and development opportunities in the workplace encourage employees, thereby inspiring them to give their best. This implies that managers have to handle employee motivation and dissatisfaction separately to make sure that organizations reap the best from the input from their workforce members. Satisfaction is believed to occur whenever employees are provided with opportunities to enhance their careers and these include promotion and positive relationships with other workers. As Jehanzeb et al (2012) put it; satisfaction is mostly propelled by the values employees hold regarding their jobs or the expectations they have towards their participation in the workplace. Dissatisfaction often occurs whenever employees are either not contented with the manner in which leaders treat them or if there are disparities in the salaries earned within their organizations despite the equal commitments exhibited. Any significant efforts made by employees have to be recognized and initiatives taken to motivate them. The firm management should be on the look out for the any grudges among employees. Firms that fail to identify the availability of discord among employees often risk the failure to attain their goals owing to the fact that individuals rarely have the will to engage in collective activities or come up with innovative ideas meant to enhance the competitiveness of their firms.
The Expectancy Valence Theory indicates that motivation in the workplace is mostly influenced by the value held by employees towards the attainment of specific outcomes in their jobs, the probability of realizing the desired outcomes and the rewards accompanied by the prospect of meeting particular goals. This theory is quite relevant for any management team in the corporate world that wishes to encourage goal setting among employees. Whenever workers hold the goals set individually and by the organization with high regard, the chances of making positive contributions towards the success of firms increases. Basing on the implication of this theory, rewards are necessary to steer employee motivation and encourage them set outcomes that boost the welfare of the organization as well as position them to face new challenges so that they may enhance their skills. The rewards offered may be in the form of promotions, salary increase or provision of incentives and material gifts. Organizations may also offer staff trips during holidays where, besides the reward element, employees get the opportunity to mingle with workers from other established organizations for benchmarking purposes.
Motivation can also be explained through the Goal Setting Theory which entails the desire by employees to make various accomplishments within some specified periods of time. For an individual to set goals, there has to be some probability of the desired outcomes being realized. Impressions on the feasibility of the goals can be best provided by managers and other leaders with the role of overseeing employees.
The Need Hierarchy Theory postulated by Abraham Maslow is also important in explaining employee motivation in the workplace. This theory underlines the complexity of individuals’ basic requirements that influence their satisfaction and the ability to perform well in a competitive environment. Maslow recognizes in his theory that meeting the lower level needs first as an individual tries to succeed is sensible. According to this theory, the hierarchy of needs include psychological, security, social, esteem, and self-actualization. The needs deemed to be lower in the hierarchy such as psychological and security is normally met through good payments as well as the other benefits accrued in the workplace. The needs higher in the hierarchy may end up causing motivational issues if managers fail to put them into consideration. As a result, managers should identify whatever makes the workplace more satisfying for each employee and ensure that the salaries offered match each individual’s contribution towards company goals. The working environment has to be healthy to boost employee morale (Devadass, 2011). Managers need to ensure that employees are treated equally and given equal opportunities to enhance their careers as they do their best to improve the welfare of their organizations.
Employee motivation may either stem from within themselves or from various outside factors. Intrinsic motivation normally comes from within an individual and takes the form of personal enjoyment and may stem from the achievements made in terms of education or previous activities (Yudhvir & Sunita, 2012). This kind of motivation is always enhanced by non-material incentives such the provision of flexible working schedules, adequate training or an ethical working environment where people are willing to work together and support one another. Extrinsic motivation comes from the environment around an employee and may include the urge to work effectively to attain a promotion or as a result of the monetary incentives offered, for instance, good remunerations and bonuses. Managers also have the mandate to enhance organizational st...