The Best Way to Motivate People in Organizations - Assignment Example

The Best Way to Motivate People in Organizations Name Student Number Assignment 2 and 3 Course Code Name of Unit Coordinator Annotated Bibliography What is the best way to motivate people in organizations?  Provide an example of an organization which is addressing employee motivation. Employee motivation is the center stage of most organizations in the contemporary business that is globalized in nature. Through exploring the best ways that can be used to motivate people in organizations recommendations can be made. The recommendations can be used by organizations aspiring to be employers of choice to win the war of talents in the competition bound job market. This section presents an annotated bibliography of three key articles or sources that will form the background of the assignment on this topic. Abbah, M. T. (2014). Employee Motivation: The Key to Effective Organizational Management in Nigeria. Journal of Business and Management (IOSR-JBM), 16(4), 1-8. In this article Abba explores the indispensability of employee motivation in effective organizational management. Abba uses qualitative research where she conducts a literature review on the merits, efficiency and relevance of motivation to the success of an organizations management. The setting of the article is Nigeria. The author first expounds on the concept of motivation then links it to employee motivation from the perspective of different authors. The author then elucidates on the theories of motivation including Maslow’s needs hierarchy, four drive, vroom expectancy, and McClelland learned needs theories. The paper then looks at the factors that affect motivation and the factors that institute it as well. Abba then concludes the paper by giving her stand that the concept of employee motivation is very complex yet of importance to an organization at the same time. The article is mainly based on what motivation is and outlines the factors that institute motivation in organizations just at a glance. While this is very good for the purpose of the assignment there will have to be some adaptation such as backing up the identified methods of motivation by using other sources. The only limitation the article has is that it was based on general organizations in Nigeria instead of one organization that would have been better in looking at the motivational practices. Anyim, C. F., Chidi, O. C., & Badejo, A. E. (2011). Motivation and Employees’ Performance in the Public and Private Sectors in Nigeria. International Journal of Business Administration, 3(1), 31-40. doi:10.5430/ijba.v3n1p31 This article is meant to examine the motivation and performance of the employees so as to establish the link between the two in Nigerian private and public sectors. The authors use the qualitative approach through the use of literature review. They identify four theories that are Maslow’s hierarchy of needs, Herzberg’s two factor theory, Alderfer’s three part hierarchy of needs theory and McClelland’s Achievement of motivation theory based on the literature by different authors. The authors then provide a conceptual framework that gives the basis of the article. The conceptual framework further covers the benefits of employee motivation in a nutshell. The authors then cover the motivational factors which are basically the core for the assignment. These are some of the ways that managers use to effectively manage the employees in organizations. The authors divide the factors into two categories: monetary and non-monetary factors. The monetary factors include salaries and wages, bonus, incentives, special individual incentives. On the other hand non-monetary factors include delegation of authority, appreciation and recognition, work conditions, job security and enrichment, and cordial relations among others. The paper is illustrative and has achieved its purpose. The paper is very simple to cruise through and the authors have arranged their paper sequentially. Petroni, A., & Colacino, P. (2008). Motivation Strategies for Knowledge Workers: Evidences and Challenges. Journal of Technology Management and Innovation, 3(3), 21-32. Retrieved from http://www.jotmi.org Petroni and Colacino use questionnaires administered to engineers to conduct a study on the methods used by firms in motivate the engineers who are identified as knowledge workers. The authors acknowledge reward systems and standard incentives as the factors that institute motivation of employees in the organization adding on some more factors from the literature review point of view. They identify three motivational tools for professionals; formal structures, incentives, reward and recognition and informal management practices. The formal structures appear as written policies whereas the informal management practices are not written. The authors then state their purpose of systematically analyzing the problematic factors that relate to managerial practices used in motivating engineers who are representative of knowledge workers. The paper also has the aim of evaluating the relevance of motivation to the engineer’s satisfaction levels. They administer questionnaires to 96% males and 4% females with an organizational tenure of 11.5 years. The questionnaires cover the factors of motivation such as organizational commitment, job involvement, and career satisfaction which form the performance factors and are directly linked to motivation. The factors that affect engineer’s motivation are also elucidated lucidly. Finally, the article discusses the implications of the aforementioned factors and makes a suggestion to the management for better motivation and utilization of the engineers. Introduction The concept of employee motivation has caught the attention of most researchers and organizational managements. Employee motivation has been shown by most literature to be directly linked to employee commitment, productivity and thus organizational success. There are very many ways to motivate the employees. However, the two most outstanding categories are the materialistic satisfaction or extrinsic motivation and intrinsic motivation (Abbah, 2014). The motivation levels in an organization needs to be frequently assessed so as to sustain the productivity of an organization. When the employees are not motivated, they resolve into industrial conflicts as a result of dissatisfaction that results from lack of motivation. There are different needs of the employees both at individual and organizational levels. This means that consequently there are different ways of motivating employees in organizations. This could either be monetary or non-monetary forms. The aim of this paper is to evaluate the best ways organizations can use to motivate their employees taking proctor and Gamble as an example as a model of such company that motivates its employees. Methods or Factors used in Employee Motivation There are various factors of motivation that can be divided into monetary and non-monetary factors. The monetary factors or ways of employee motivation include salaries and wages, bonus, incentives, special individual incentives. All these basically fall under reward systems. As evident the monetary based incentives can be many while they are meant to achieve one purpose; rewarding the employees for their excellence in job performance (Anyim, Chidi, & Badejo, 2011; Osa, 2014). The incentives will differ according to the scale of work, career stage and generation of the employee. Salaries or wages is one of the mostly used forms of motivation across organizations. The organizations strive to offer reasonable salaries that are always paid on time to avoid discouragement of the employee that would otherwise inconvenience them. Organizations using salaries to motivate employees have to consider four factors. First off, organizations set job rates, which by extension refer to the value attached to the job by the organization (Osa, 2014). Secondly, organizations offer payment that encourages employees through rewarding them according to their performance outcomes (Anyim et al., 2011). Third, the organization will have special or personal allowances that motivate the members with scarce skills as well as those who have served the organization well (Manzoor, 2012). The last factor considered by organizations when using salaries and wages as motivational factors is fringe benefits that are offered to the employees such as holidays with pay and pensions among others (Singh, 2012). While administering the salaries or wages the organizations often consider the costs of living, the ability of the company to pay and sustain the salary as well as other range of factors that depend on the economy (Osa, 2014). Bonus is also used as a form of motivation by other organizations (Manzoor, 2012). The employees are given extra payments above their salaries to appreciate the work that they have done (Manzoor, 2012). Organizations always try to give the bonuses in adequate amounts so that the employees are motivated. Some organizations also use indirect compensation methods to motivate their employees. This include payment for the times not worked by the employees when on and off the job (Singh, 2012). This includes lunch breaks, sick-leaves, holidays, and personal days. Secondly, through social security contributions where the employer makes a contribution of half the money remitted to social security bodies and the employee pays the other half (Manzoor, 2012). Third, organizations also offer unemployment compensation where arrangements are made with the insurance companies so that those that have been retrenched or laid off get packages and percentage of their wages (Singh, 2012). The organizations have also offered disability worker’s benefits to cater for those who can no longer work due to occupational accidents (Anyim et al., 2011). The organizations also offer life insurances for employees working in high risk areas the offered insurance premiums are low compared to what the employee could pay to get insured by outer firms. Some organizations have become successful in motivating the current workforce through such things as pension or retirement welfare programs and plans (Pinder, 2014). The employees are offered supplementary ways of getting incomes once their employment terms have ended due to old age or conditions that lead to retirement. There are also other methods of motivation that depend on the job itself (Moorhead & Griffin, 2013). Most organizations after conducting workplace assessments have been able to successfully appreciate the need of motivating the employees through the work itself (Anyim et al., 2011). This has included such things as job enrichment, job design, employee participation, flexible work arrangements, goal setting, performance management and organizational rewards. As a result of all these the employees have been satisfied with the conditions of the work place and therefore motivated towards organizational performance (Moorhead & Griffin, 2013). The above factors combine both the need based and process based perspectives of motivation. Job enrichment refers to a vertical based method where the employees are given additional tasks and left to have control over them (Moorhead & Griffin, 2013). The autonomy of the worker motivates them to perform effectively. Job enlargement on the other hand is where the employee is added a variety of tasks according to their capabilities. The organizations also offer extended work schedules especially for tasks that have to be finished once started followed by long off periods that are payable (Moorhead & Griffin, 2013). This is usually based on the agreement between the employee and the management for efficiency. Some organizations also offer job sharing so that the employees are able to blend in well with the work environment. A good example is where part-time employees share tasks with full-time employees for effective organizational performance (Pinder, 2014). Communication systems within organizations always motivates employees, organizations have applied feedback mechanisms as a way to make the employees satisfied. When the employee is given feedback they are able to know their performance track and even work harder. Additionally, it also makes the appraisal process and system transparent and overt. The working conditions of the employees are also a non-monetary motivating factor. Organizations provide their employees with the necessary resources in the work place alongside proper induction so as to familiarize themselves with the operation mechanisms of the machines. Most organizations motivate employees working in high risk areas through adequate risk assessments and safety installation in addition to monetary rewards and incentives to motivate them. Additionally, most organizations make arrangements for staff training (Manzoor, 2012). Staff training is an indispensible motivation tool that ensured ongoing learning of the employee. When an employee is subjected to continuous learning they are assured of job security (Pinder, 2014). The employees are able to develop themselves career wise (Manzoor, 2012). Last but not least, most organizations have allowed the participation of employees in policy formulation and decision making (Devadass, 2011). Through this management teams are able to institute policies with little or no resistance as a result of the engagement of the employees (Manzoor, 2012). The employees are motivated not because they participate but because they feel important and part of the organization (Devadass, 2011). There are different strategies that are used by different organization depending on their size and capacity to maintain the motivation factors that have been applied (Pinder, 2014). For instance, in companies dealing with technology and virtual offices, the employees are allowed to telecommute instead of physically going to the work places. Proctor and Gamble is a multinational company that is in the foods industry. The company has been successful owing to the levels of motivation in its employees (P&G, 2015). The employees are allowed to participate in the decision making processes such as occupational health and safety evaluation and contribution. The company also offers bonus day offs where the employees are given payable off days (P&G, 2015). Additionally, prior to applying for a job there is job specification that outlines the job design an individual employee will be given once absorbed. P&G has programs that are meant to motivate the employees differently. The employees get financial recognition with reference to stock options (P&G, 2015). There is the recognition shares program where employees are rewarded with high accolade in the event their performance is a benchmark to the other employees (P&G, 2015). There is also the power for you program that recognizes individual employees and teams through merchant gift certificates. Conclusion There are very many ways of motivation that can be divided into intrinsic and extrinsic and then further into monetary and non-monetary factors as have been shown in the paper. Some of the best ways to motivate employees that have been applied successfully in some organizations such as Proctor and Gamble include salaries, bonuses, indirect compensations, job design, rotation, enlargement and enrichment, and good work environment as well as communication as have been shown in the paper. Various organizations will apply the aforementioned methods of motivation differently depending on their capability and size. However much there is difference in the ways used in motivating employees, they will always be unique across organizations and will also work differently. The sum total achievement of motivation is employee commitment and organizational productivity. References Abbah, M. T. (2014). Employee Motivation: The Key to Effective Organizational Management in Nigeria. Journal of Business and Management (IOSR-JBM),16(4), 1-8. Anyim, C. F., Chidi, O. C., & Badejo, A. E. (2011). Motivation and Employees’ Performance in the Public andPrivate Sectors in Nigeria. International Journal of Business Administration, 3(1), 31-40. doi:10.5430/ijba.v3n1p31 Devadass, R. (2011). Employees Motivation in Organizations: An integrative literature review. International Conference on Sociality and Economics Development,10(2), 566-570. Gagné, M. (2014). The Oxford handbook of work engagement, motivation, and self-determination theory. New York: Oxford University Press Manzoor, Q. (2012). Impact of Employee’s Motivation on Organizational Effectiveness. European Journal of Business and Management, 3(3), 36-44. Moorhead, G., & Griffin, R. W. (2013). Organizational behavior: Managing people and organizations. Boston: Houghton Mifflin. Osa, I. G. (2014). Monetary Incentives Motivates Employee's on Organizational Performance. Global Journal of Arts Humanities and Social Sciences, 2(7), 61-69. P&G. (2015, April 22). P&G Employees Get Motivation From Two World-class Sports Icons. Retrieved from https://www.pg.com/en_PH/news/articles/employee_motivation.shtml Petroni, A., & Colacino, P. (2008). Motivation Strategies for Knowledge Workers: Evidences and Challenges. Journal of Technology Management and Innovation,3(3), 21-32. Retrieved from http://www.jotmi.org Pinder, C. C. (2014). Work motivation in organizational behavior. New York: Psychology Press, Taylor and Francis. Singh, P. (2012). Increasing Productivity with Motivation in the Workplace. Journal of Research in Commerce & Management, 2(6), 27-32. Read More