The Importance Of Motivation Increasing Productivity Commerce Essay

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The importance of Motivation, how it alleviates job turnover and increases productivity. In today's ever changing business environment managers need their employee's full potential in other to succeed. It is understandable that Employers are face with a diverse workforce (employees from many different cultures and religion) who all has their separate reason for working, seeks to achieve different things and are thus motivated by different means but it is paramount that employers strive to create a motivating work force taking responsibility of their environment.

Employee motivation can be a big challenge for managers but having satisfied employee's benefits the organization tremendously, too often managers fail miserably to show their employees appreciations; making them aware of their importance in the organization, giving them a sense of belonging. It is evident that many managers are clueless as it relates to the advantages motivation can have on their business, consequently they fall short or bluntly refuse to motivate their employees, it is important that managers learn and understand motivation because motivation has a great effect on the output of the company it is linked to the quantity and quality of production. Truth is every company relies heavily on an efficient workforce to meet the demand of their customers if however employees are not motivated they may fail to produce or complete products to meet demands and may lose customer loyalty and the business will then be moving down the drain slowly because customers always seek satisfaction and having their products in a timely manner and knowing that they can rely on the business is fundamental.

Too many times in businesses owners or managers treat their employees as outcast better yet as machines not giving a care about what their employees are going through but what they fail to realize is, with machines you are able to turn them on and off, it's a little bit different with employees after a batch production it is not possible to just switch them off. Employees has feels and the challenges of the outside world to deal with (husband, children and the list goes on), even in the organization at times they are challenged and picked on by other employees I remembered a heated discussion in my Organization Behavior class; employees need to put aside their personal life when it's time to work. I heard my fellow classmates shouting leave all personal problems out the door while a few muttered employers should assist. The question I ask do we know what it feels like to go through a divorce, to spend your last penny on child support or can't pay all your bills at the end of the month these and many others are the dilemmas of employees and it does not end there, those very said employees are expected to walk in an organization and perform at their peak, now that's impossible. Managers and others who thinks that employees should leave those problems out the door and pretend that all is ok are selfish and should not complain when an employee whose day ends at 4 pm picks up at 3:55 pm and heads out the door not even giving a extra minute.

Managers need to ensure their employees are comfortable and feel at home when they are in the work place. Many times all employees crave are a listening ear, but managers and supervisors are too busy giving orders that they fail to listen, killing the innovative minds in the organization, employees then think, why try when no one is interesting or willing to listening? And on top of all those who try to give their input are most times viewed as trouble makers and complainers, in this light no one can participate and we have loss of solutions to many problems. What managers fail to realize is that the solution to many problems (e.g. cost reduction) are staring at them, but there are so use to getting things done a particular way; which is most costly that they suffer the cost. Employees begin to think no one cares and employers on the other hand lose employees creativity and innovation. Managers need to cut employees some slack, allow them to give their input every now and then, have dialogue with them before making decisions in simpler terms getting employees more involve. As employees, knowing that you have some input on a decision gives you the urge to achieve. As individuals attaining job satisfaction is key and leads to better performance which makes employees happy and feel more committed. Managers usually expect or wish for the full potential from their employees but the question is, do they do sufficient to ignite their employees full potential? In my opinion the answer is no. this paper will discuss and show the various reasons why managers or employers should motivate their employees to reduce job turnover.

Motivation is a topic of many heated arguments, some argue that motivation is insignificant but little do they know. Motivation is vital in all businesses over the world especially here in little Grenada. (Stephen P.Robbins and Timothy A. Judge) defined motivation as "the process that account for an individual's intensity, direction and persistence of effort towards attaining gold." I am positive that every business set goals with the intent of achieving those goals, but goal are not very easy to achieve and takes a certain amount of persistence, now once a business has a workforce of motivated employees achieving that task is as easy as ABC because motivated people stick to a particular thing no matter the circumstance until they reach their goal.

Earlier in this paper I mentioned the discussion of my classmates about employees living their personal problems at home that morning as I listened carefully to the discussion not having very much input I was able to silently and slowly stroll down memory lane which gave me mixed emotions. I remembered my first job I was fresh out of high school and money was all I cared about so I grab the opportunity of the first job I was offered. Working with the intention of being paid was amazing, knowing that I had a salary made me feel mature though I was still a teenager. Getting to work on time was easy because I had little responsibility so work became my priority. Working at the supermarket packing shelves and customers bags I enjoyed knowing that was my first step, because I was promised to be place on the cash register next and get a raise of pay. That motivated me to master my first task of packing the shelves.

At the beginning it was fun but after a few weeks of having customer and supervisors order me round I wanted to quit, but with the little tap I got on the shoulder every now and then from my supervisor had me smiling and gave me courage to do more because at least somebody recognized what I was doing. I could not complain of getting bored of doing the same take over and over as might be the case of some employees. I must commend my manager that was one thing he had in control but that was not a motivation strategy, for him it was a control method (protection of assets from thief) but in protecting his property he was also able to prevent his staff from getting bored; I was a cashier in the morning and after I went for lunch I was put to ensure the shelves was in order. I must say being put to work at different parts of the organization thought me lots of skills that are very useful today, and though being grateful there were missing pieces in the puzzle; my salary was ridiculous and supervisors was always on my 'tail'. The tasks I was expected to do increase as the days went by, but my salary was stuck even though it was expected to increase from the time I became a cashier. I mastered cashing to the point where I was place to show a new worker how to use the machine. That felt good, I was able to supervise someone and not just anyone but some older than me. Sadly raising my salary never seemed to cross my employer mind as he promised and the supervisions ensured you had not a minute to breathe. One afternoon after a stressful day I decided to confront my employer about getting a raise, so I went humble to him and reminded him about his promise and his response was "yea, I will think about it." Brushing me off, I left work angry that evening and decided I am not attending work the next morning a minute before 7:30 and I am not leaving a minute after 4. That same night as I decided to speak to a friend about my problems and I was told about a job at a next supermarket and I did an application then and there and dropped it off the very next day on my way to work.

A week went by and I didn't hear anything about my raise of pay but one night I went home and I was told that I had an interview the following week. The next morning I visited my employer asking him to take lunch at 1pm instead of 12 noon because I had an appointment to take care of some important issues. The answer I got was "let's see what happens when the time comes." I went to work as normal trying to do what I was told to, I had no say, I was just a small fry .The day before my interview, I went back to my employer and reminded him that I will like to be giving the opportunity to take my lunch a bit later than normal. The day of my interview I was well dressed, eager and exciting. Sadly that joy was almost taken away when I felt the urge to disrespect my employer. It was about 10 am when my employer approached me and said "If you want to go for lunch at 1 pm you need to clean the doors get news papers." I looked at him in dismay as the other employees who were present giggled. I struggle to keep my mouth close. I was now even commanded to do the cleaners job. I wondered for a moment about my job description. However, I did what I was told to do because at that moment I felt the urge to finally leave the job and realized I need my lunch at 1 pm to attend my interview. After finishing the cleaners job I went on to do mines (packing the shelves) until it was time for my interview. The place where I had the interview wasn't far it was about a little less than five minutes walk so I hustled my task and tried to finish by 12:45 so I can organize to leave I got to the interview at 12:55 and never felt more confident. My interview went well I was told I will be called. It was back to the same old job that took my all from me and gave me nothing in return. Days went by and I continued to struggle to keep up with work until one day I realize it was enough.

It was a usual Thursday afternoon; about 4 o'clock (the end of my work day) I was getting ready to leave to make it in time for my afternoon class when my boss told me, I have to work. I wasn't asked if I could stay overtime I was commanded to stay. I tried explaining that I had to go to class and I have exam quickly approaching but who cared, not my boss for sure because he did not pay me any mind after he made his command. Well that was the moment when the reality hit me and I realize I did not really need the job I just wanted to keep myself occupied, I did not care to and I walked out the door with grace and went a few weeks later for my pay. Less than a week later I was happily in another job, the pay was good the comments keep coming but it all stopped there. This other employer only cared about the money.

From my experiences I realize many managers are lacking knowledge as to the value of their employees. Researchers argue that good quality of work life and high productivity can both be accomplished if management values employees as individuals and treat them as assets rather than expenses (Peters and waterman 1982; havey, 1986; Alpher and Mandel, 1984). Though all the stress and challenges in the work place employees are still expected to perform exceptionally well, they are was supposed to be welcoming, enthusiastic, respectful and helpful to the customers even when the customer themselves were discourteous. In other wards I was force to pretend and bury my true feelings. I was force to satisfy everybody need but mines.

According to Abraham Maslow's hierarchy of needs; "within every human being, there exist a hierarchy of five needs." It was also made clear that as each of those needs were fulfilled, the other dominated. Maslow also says that individuals move up the steps of the hierarchy (lower level needs grow bottom up).

Skinner's theory states "those employees' behaviours that lead to positive outcomes will be repeated and behaviours that lead to negative outcomes will not be repeated" (Skinner, 1953). Managers should support behaviours that lead to positive outcomes, and discourage that leads to negative outcomes. (Lindner, 1998)

An individual's relation to work is basic and that one's attitude toward work can very well determine success or failure (Psychologist Frederick Herzberg) so the question is why employers do not see the need to generate positive work attitude among the employees. From my extensive reading to write this paper I realize motivation does not stand alone but instead is linked to Job satisfaction and job commitment. I gathered that employees who were satisfied in their job tend to be the committed ones. When employees have a voice in HRM procedures and view them as being just and fair, employees are more likely to accept the outcomes of those procedures (Folger and Greenberg, 1985). Further the decision- making literature suggests that if the employees who must implement a decision are allowed a voice in the decision -making process, they will be more committed to that decision (Huber, 1980). In simpler terms employees like to be heard, they feel more appreciated and supports a decisions since they feel a part of it.

Organization commitment has been found to be a more stable and enduring measure of employee attitude than other popular constructs such as job satisfaction (Mowday, Koberg and McArthur, 1984; Mobley, 1982). When an employee becomes comfortable and feels that sense of belongings or appreciation they do not hesitate to go the extra mile. Management style is directly linked to organization commitment and managers who refuses to give employees a listening ear and just makes decision and expects employees to follow is traveling down a dark narrow part. Salancik (1997) suggests that any action which reduces individual responsibility is detrimental to organizational commitment, and that managers' nationality appears to be part of it.

Job commitment and job satisfaction are only to positive outcomes of motivation but there are many more and managers need to take these serious and take charge of their environment if they are to be successful. Now, if managers refuse to motivate employees; they become dissatisfied, they will be less committed, productivity drops (quality and quantity) and most of all, job turnover comes into play. Manager see job turn over as simple not recognizing the damage that it actually does to their company. Turnover is very costly for companies. When an employee leaves as a manager you lose talent and knowledge and above all it's a whole new process; you have to hire someone new and train them. This process can be long and time consuming and most of all costly.

From all my research I concluded; there are no disadvantages to motivation. Once employees are successfully motivated the organization goals will be achieved effectively and efficiently. Quantity and quality of production improves. A satisfied, committed workforce will be in existence and the company in turn develops a positive image all these benefits comes with just simple seeking your employees happiness, ensuring they are motivated. It is better to understand employees than to lose them.