Any organisation to achieve and accomplish the desired objective needs physical, financial and human resources. Human resources can only be fully utilised when they are motivated and this can be done by building willingness in employees to work. The proper utilisation of human resources is only possible when they are motivated resulting in the increase of productivity of the organisation.
Efficiency of employees is increased
For an employee to work efficiently he has to be well supported as an employee does not only depend upon his qualifications and abilities. An employee to in order to give his best needs some help from management as there is always gap between ability and willingness. In this way the level of performance of employees will be improved and will result into-
Cost of operations reduced and
Overall efficiency improved
Goals of the organisation are achieved
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Every organisation has certain set of goals which they look out to achieve and these goals can be achieved when the human resources of that organisation are highly motivated and it results in
Best possible utilization of resources
Co-ordination and co-operation has to take place simultaneously which can be done through motivation.
The staffs of an organisation are goal oriented and deliver the best possible results.
Higher work force retention
When an employee feels good about his organisation stability of workforce is achieved as this will also result in the positive outcome and the organisation's reputation is placed high. The employee is satisfied and does not think of moving out of the organisation as they feel that they have an active participation in the management.
The skills and efficiency of employees will always be of advantage to employees as well as employers. This will in turn create a positive image of the organisation and thus will increase the brand value of that organisation which will attract competent and qualified people into its fold. There is a very old saying which states that "Old is gold", this statement is very true in this case as the more the experience of the employee the more he benefits the enterprise and since they do not need or take time to adjust also acts as an icing on the cake.
A cordial relationship between employees
Motivation also plays an important factor in making the employees feel satisfied. It also builds a cordial, friendly atmosphere in an organisation. And a friendly atmosphere brings stability and will help in providing a smooth and sound place and it will be an organisation where individual interests will coincide with the organizational interests.
Ways of motivating Employees:
There are different ways of motivating employees and different theories have been proposed. Some of these theories are listed below.
Taylor's Theory of Scientific Management
Mayo's Human Relation School of thought
Maslow'sÂ Theory of MotivationÂ - Hierarchy of Needs
Herzberg's two-factor theory of motivation
1. Taylor's Theory of Scientific Management
His Theory of scientific management stated the following:
Management needs to keep an eye on their employees as it is a general phenomenon that workers do not naturally enjoy work and so need close supervision and control.
Work has to be divided according to their ability by giving them short term goals.
Suitable training has to be given to the employees in order for them to work as efficiently as possible.
Employees have to be paid accordingly i.e. according to the number of items they produce in a set period.
This will result in the higher productivity of each employee.
2. Mayo's Human Relation School of thought
Mayo concluded that workers are best motivated in the following ways:
If the employee and the management have better understanding and good communication with each other the efficiency of an employee was seen to have improved.
If an employee is teamed up with its colleagues of similar work and greater manager involvement always enhances their productivity.
3. Maslow'sÂ Theory of MotivationÂ - Hierarchy of Needs
Always on Time
Marked to Standard
Maslow's theory states that an employee has some basic needs which had to be fulfilled then the employee thinks about other needs. He stated that each and every employee have their own set of needs but after a careful study he came up with a generalised structure which better explains the needs of an employee. He has put forward a theory consisting of five levels of human needs which employees need to have fulfilled at work. These needs are structured into a hierarchy and only once a lower level of need has been fully met, then only will an employee would be motivated by the opportunity of having the next need up in the hierarchy satisfied.
Hierarchy theory diagram
An organisation can only succeed when the mangers realise the individual requirements of each employee as each employee have their own set of needs and they vary from each other. Hence managers should recognise that employees are not motivated in the same way and so does not progress to the next level of hierarchy at the same pace.
Occupational health and safety in construction project management By Helen Lingard, Stephen M. Rowlinson
Herzberg's two-factor theory of motivation
Herzberg in his theory of motivation wants the organisation to take a democratic approach that motivates employees and this can be done by improving the nature and content of the actual job through certain methods. Some of the methods are listed below.
Job enlargement- Employees must be given jobs which are interesting and creates a level of confidence in the employee. These tasks assigned to employees must be of great variety but not necessarily challenging.
Job enrichment - An employee who is given a challenging job which can be termed as complex and these tasks must be interrelated surrounding a complete unit of work and thus gives a sense of great achievement to the employees.
The motivation to workÂ By Frederick Herzberg, Bernard Mausner, Barbara Bloch Snyderman