Motivation - Introduction




Employee Motivation – Key element for organisational success
“Focus on being productive not being busy.”- Tim Ferris

Regardless of the size or the capacity, keeping a constant progress throughout the organisation is proven to be challenging in this highly competitive era (Manzoor, 2011). Further he suggests, to face the challenges of influencing and persuading employee towards task fulfilment, a strong and positive relationship between employees and the organisation should be established and maintained.

Rajagopal (2015) explains in his editorial how small businesses across the region have shown significant threat to larger companies as they are also adopting and practising emerging technology and new innovations. Globalisation has resulted in expanding businesses into a broader market yet it is the same reason that has caused an increased competition between market shareholders (Dritan and Shyqyri, 2015). Increased competition induced by the globalisation, the involvement of the technology and innovations have made organisations to rethink, restructure and re-establish the best HRM practises to find the most suitable method of gaining the competitive advantage. Though the organisational managers, annual reports and researchers repeatedly noted that the human resource function plays the most important role in an organisation, decisions of those organisations depicts otherwise (Barney and Wright, 1997). Organisations have been showing relatively low priority on human resource. As an example whenever an organisation considers reducing cost, more often than not it looks into reducing the investments on employees’ well-being and development, thus creating more demotivated employees throughout the organisation.

This blog is created to show how keeping employees motivated could be the key element for the best human resource function within the organisation.

What is Motivation?  (updated on 01st September 2019)

Source: (T&A HR Solutions, 2017)

Motivation is the driving force behind identifying, planning and maintaining a timeline to keep up with progress in goal oriented behaviours. The motivational factor can be any of or a combination of biological, social, emotional or conceptual force in nature (Kendra, 2019). In a money-centric environment motivating employee is believed to be arduous. Usually people choose what is more comfortable to work with or what they know how to do properly. Then the question arises as to why it is found challenging to keep employees motivated.

Armstrong and Taylor (2014) defines motivation as the psychological influence on people to behave towards a predetermined direction. The word Motivation is the derivative of the Latin term movere or movement.
There are two types of motivation,
1.     Intrinsic Motivation
2.     Extrinsic Motivation


·       Intrinsic Motivation
 Ryan and Deci (2000, p56) defines intrinsic motivation as “the doing of an activity for its inherent satisfactions rather than for some separable consequence.” In simple terms as a child, one would always love to play and to engage with the environment. By doing so the child learns and the child is eager to do so. When one plays, learns or does anything in this eager and willing manner we refer to him as an intrinsically motivated person.

·       Extrinsic Motivation
Ryan and Deci (2000, p55) states “extrinsic motivation, which refers to doing something because it leads to a separable outcome”. We call an employee is extrinsically motivated, If the employee tend to work hard for the reason that he is getting a reward when he achieves the anticipated outcome.

Source : (ASCatRIT, 2016)

 In current money centred society, almost all of the activities people carry out are not intrinsically motivated. Due to the high social demand for financial stability, the freedom to intrinsically motivate has become abridged (Ryan and Deci, 2000). Extrinsically motivated activities are not inherently interesting. Hence employees, most of whom are extrinsically motivated tend to lose their motivation than employees who are intrinsically motivated. Presently this appears to be the most demanding challenge that organisations are facing. A study conducted by a leading federal college has come to the conclusion that unless organisations and managers consider the employee motivation as an important attribution towards achieving the collective goal, they will only make the employees suffer. (Olusadum and Anulika, 2018). Using a well-established motivational strategy could result in a more positive outcome from the employees. Motivational Strategies and practises considers as the catalysts for enhancing employee engagement, satisfaction, commitment and performance. (De Vito, L. et al, 2016). Thus directly increasing the productivity of the employment as a whole.


References

  • Armstrong, M. and Taylor, S. (2014) Armstrong’s Handbook of Human Resource Management Practice. 13th Ed. © Michael Armstrong : Philadelphia.
  • Barney, J. B. & Wright, P. M. (1997).On becoming a strategic partner: The role of human resources in gaining competitive advantage (CAHRS Working Paper #97-09). Ithaca, NY: Cornell University, School of Industrial and Labor Relations, Center for Advanced Human Resource Studies [online]. Available at <http://digitalcommons.ilr.cornell.edu/cahrswp/150> [Accessed on 04th Aug 2019]
  • Manzoor, Q. (2011) Impact of Employees Motivation on Organizational Effectiveness. European Journal of Business and Management, 3(3), pp 36-44.
  • Olusadum, N. J. and  Anulika, N. J. (2018) Impact of Motivation on Employee Performance - A Study of Alvan Ikoku Federal College of Education. Journal of Management and Strategy, 9(1), pp 53-65.
  • Ryan, R. M and Deci, E. L. (2000) Intrinsic and Extrinsic Motivations: Classic Definitions and New Directions. Contemporary Educational Psychology, 25(1), pp.54-67.




Comments

  1. Chandran Thivajanaarthan30 October 2019 at 14:23

    I agree with above post. Many other authors have also defined motivation. According to Kreitner (1995), motivation is a psychological process which gives purpose and direction. An internal drive to satisfy an unsatisfied need (Higgins, 1994).

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    1. Kalum Galagana27 November 2019 at 23:16

      Empowering people has a direct relationship with psychological empowerment. As per Zhang and Bartol (2010), Psychological empowerment will have a significant positive impact on intrinsic motivation and creative engagement of an employee. Appreciate the feedback.

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  2. Sahan Perera2 November 2019 at 06:48

    Another motivational factors according to Maslow, employees have 5 levels of demand physical, safety, social, self, and self-fulfillment. Maslow believes that lower levels of interest must be satisfied before the next more eminent level of demand can motivate employees(Cotton, 2015). Herzberg's study divides motivation into two factors: motivational factors and health factors (McGrath and Bates, 1959). Incentives or intrinsic factors, such as achievement and recognition, resulting in job satisfaction, health or external factors, such as wages and job security, can lead to job dissatisfaction.

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    1. Kalum Galagana27 November 2019 at 23:33

      Thank you for the comment. On my blog i have elaborated both the theories of Hezberg's and Maslow's theories extensively. Though it has been argued the validity and the accuracy of the hypothesis of the Maslow's throughout the history, it is considered the most used theory on motivation spanning across the financial and industrial world (Adiele & Abraham, 2013). And the main key point which considered as the universal integration of the Herzberg theory is considering job itself as a motivational factor (Ghodrati & Tabar, 2013).

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  3. Kanchana Wicki3 November 2019 at 06:44

    Agreed , elaborating more as per Shahzadi et al (2014) establishes a positive link between employee motivation and employee performance, where intrinsic rewards significantly affect levels of employee motivation.

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    1. Anton Kalum Galagana31 December 2019 at 11:32

      As per Ryan and Deci (2000, p55), doing something for the sake of it's inherent satisfaction have far more influence in motivation when compared with extrinsic factors.

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  4. Oshantha Perera10 November 2019 at 07:47

    Agreed.Beside another definition given by Skripak (2016) was "Motivation refers to an internally generated drive to achieve a goal or follow a particular course of action".Also he stated highly motivated employees focus their efforts on achieving specific goals.

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    1. Anton Kalum Galagana31 December 2019 at 11:34

      This definition has a close relationship with intrinsic motivation. Ryan and Deci (2000, p55) explaining the theory stated “the doing of an activity for its inherent satisfactions rather than for some separable consequence is defined as intrinsic motivation".

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  5. Indika Moraes10 November 2019 at 19:41

    Gredler, Broussard and Garrison (2004) describe motivation generally as "the feature that motivates us to do something or not" Turner (1995) finds motivation to be synonymous with mental involvement, which he describes as "voluntary use of high-level self-regulated training techniques such as paying attention, communicating, scheduling and tracking"(p. 413).

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    1. Anton Kalum Galagana31 December 2019 at 11:40

      Agree with your opinion. Fox (1997), the editor of the book 'The physical self: From motivation to well-being. Human Kinetics', argumentatively describes the mental and physical involvement on the motivation. The mental state has a closer relationship with motivation than physical state.

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  6. Nayani Poornima12 November 2019 at 16:13

    Good referencing and content while agreed with the statements. Adding to the article extrinsic motivation is doing something to get a reword from the environment and Intrinsic motivation is doing something because you enjoy it, not because of some sort of reward. Both factors may increase the employee's e-learning knowledge while developing the technology knowledge (Yoo, Han and Huang, 2012).

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    1. Anton Kalum Galagana1 February 2020 at 08:00

      This comment has been removed by the author.

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    2. Anton Kalum Galagana1 February 2020 at 08:03

      Thank you Nayani for you opinion. But i have to emphasis the fact that without a proper established motivational stratergy employee will loose the intrinsic motivation (De Vito, L. et al, 2016). Hence reducing the enthusiasm in e-learning and technology knowledge.

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  7. Anonymous14 November 2019 at 07:45

    Agreed.Further more Pinder ( 2008), stated that the motivation can be explain as the method which reflect employees persistence ,direction and intensity therefor, motivated employees deliver the maximum commitment to work. Motivation is the process which move employees from distress to desire ( Islam and Ismail, 2008). According to Korzynski (2013), employee motivation depends on technological, generational and organizational changes.

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    1. Anton Kalum Galagana1 February 2020 at 10:39

      Thank you for your insight. Naylor et al. (1980) discusses the sensitivity and the external validity of an organisational internal setting and how it affects the level of motivation in an employee. Further on his study he proves that the amount of time of effective engagement for a particular job is a good indicator of an motivated employee.

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  8. Shakir Moulana17 November 2019 at 16:01

    Agreed, motivation is a way of fulfilling a need of an individual and also the needs of the organisation. The goal of such firms can only be achieved with the help of motivated employees (Ajibola, 1976).

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    1. Anton Kalum Galagana1 February 2020 at 10:49

      Thank you. In addition to what you noted the goals can be achieved only if the motivated employees is working as the same direction as the organisation is moving and it wanted to (Kanfer, 1990). If not the motivation can only be considered as a useless form of energy.

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  9. Jehan Saduk18 November 2019 at 07:25

    Hi Kalum, I agree on your point regarding extrinsically motivated employees losing interest when compared to intrinsically motivated employees. However, studies have also shown that offering excessive external benefits to an internally rewarding behavior can actually lead to a reduction in intrinsic motivation among employees. This phenomenon, termed the 'over-justification' effect, must be dealt with carefully by managers (Cherry, 2019).

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    1. Anton Kalum Galagana1 February 2020 at 10:57

      Thank you Jehan. A valid and a contemporary issue that you have mentioned is a source for many human behavioural studies during the last decade. But Bandura's taxonomy has given a simple yet an effective explanation on the said phenomenon. Cognitive evaluation theory (Deci, 1975) and job characteristics theory (Hackman and Oldham, 1976) have further elaborated and explained on the said problem.

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  10. Yohan Gunasinghe19 November 2019 at 10:01

    Agreed with the content and you have well described the subject matter. Adding further, according to Bob Nelson “An employee’s motivation is a direct result of the sum of interactions with his or her manager.”

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    1. Anton Kalum Galagana1 February 2020 at 11:02

      Thank you Yohan. Specifically a feedback from a manager can have huge influence in an persons intrinsic motivational factor (Enzle and Ross, 1978). The influence of the feedback depends upon the type of information and whether it is taken as positive or negative.

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  11. Nadeeranga Pathirana29 November 2019 at 01:55

    Helpful introduction to topic with elaboration on intrinsic and extrinsic motivation, thank you for sharing! As Armstrong (2014) it's critical that the employees motivation is directed in the right direction, aligned with the organizational objectives. For an example, an actively disengaged employee may be intrinsically motivated to cause harm to the organization.

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    1. Anton Kalum Galagana2 February 2020 at 13:06

      Thank you for pointing that out. It is the responsibility of the leadership to use an intrinsically motivated employee fr the benefit of the organisation. Setting up realistic and achievable goals make it easier for the employees to pursue success within the organisation (Cummins and Staw, 1993).

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  12. Sithari Udeshika Perera3 December 2019 at 04:33

    Hi Kalum, Very important topic. According to many studies point to a positive relationship between intrinsic motivation and persistence, a continued engagement over time in a certain activity or towards a specific goal ( Saari, 2012). Employees with high levels of intrinsic motivation can reduce total labor costs and can be more creative than those who require outside influence to get motivated.

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    1. Anton Kalum Galagana2 February 2020 at 12:58

      Ryan and Deci (2000) explaining intrinsic motivation states, “the doing of an activity for its inherent satisfactions rather than for some separable consequence.” Hence an intrinsically motivated employee is not depending on the rewards that the organisation has to offer. Rather the employee is rewarding him self. So i couldn't agree with you more.

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  13. Sheron Joseph4 December 2019 at 07:51

    yes Kalum agree with your statement, The most common policy adopted by the managers to increase effectiveness of performance is motivating employees. Hence, motivation helps an organization reach its goals faster because employees tend to work towards it as a result of motivation. Age old technique of carrot and stick does not work in today’s environment and managers need to revolutionize the way they motivate people and get the desired output and reward employee (Forson, 2012).

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    1. Anton Kalum Galagana1 February 2020 at 13:23

      Thank you for your assent. As elaborated on the introduction the level of varying needs in human psychology has made it harder to cater for every need of all the employees. Rather as Olusadum and Anulika (2018) suggests well established strategy to address the majority of psychological needs is the viable solution for that paradigm. In my next article i am hoping to elaborate more on this issue.

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  14. Chathura Kularathna4 December 2019 at 08:11

    Agreed, Moreover, it is equally important for effective managers to understand how people can be influenced by specific behaviors and tasks that they are likely to find worldly. A manager must be able to persuade employees to stay with the organization. Managers want workers to complete mundane tasks at times and be a good organizational citizen at all times.

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    1. Anton Kalum Galagana1 February 2020 at 13:04

      Thank you for the comment. The role of the leadership is the most influential factor when motivating an employee (Isaac, Zerbe and Pitt, 2001). The decisions, attitudes and strategies of the leadership can entirely change the level and amount of motivation with in an organisation.

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  15. Mizni Farook5 December 2019 at 14:07

    Agree you’re your comments, It is a reality that the desire to function improves when an organisation has a supportive environment, on the opposite when the climate becomes adverse and uncontrollable, the feeling of helplessness and hopelessness rises, which inevitably reduces the motivation to work (Varma, 2015).

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    1. Anton Kalum Galagana1 February 2020 at 13:10

      A valid point Mizni. The organisational structure and the environment have serious implication on the factors affecting motivation. Hence developing a suitable strategy aiming to develop and sustain a positive motivation with in the organisation can benefit both the employees and the management of the organisation (Blackburn and Lawrence, 1995).

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  16. Thilana Rajamanthri8 December 2019 at 17:32

    Agree. According to Bartol and Martin (1998), motivation a powerful tool that reinforces behavior and triggers the tendency to continue. In other words, motivation is an internal drive to satisfy an unsatisfied need and to achieve a certain goal. It is also a procedure that begins through a physiological or psychological need that stimulates a performance set by an objective.

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    1. Anton Kalum Galagana1 February 2020 at 13:00

      The introduction and deployment of cognitive theories brought many additions to the empirical psychology of motivation (Ryan and Deci, 2017). However still most of the cognitive theories are depending on assumptions and predictions. As the variety and amount of human needs totally depends on the individual there are no universal way to counteract all the motivation problems.

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