The paper "Factors Contributing to Workforce Engagement " is a great example of management coursework. Motivation is clearly a significant influence in an organisations workforce. It influences an employee’ s ability in their work environment helping them improve their output as a result. Most factors that influence workforce engagement can be altered and manipulated however for motivation it is quite difficult. This, therefore, reveals how crucial motivation is to any organisations workforce engagement. Motivation is, therefore, the significant determinant of an organisation workforce performance and its relation to other players within the organisation (Sharon, 2014).
Motivation as a factor fostering organisation workforce engagement has been traced back to the scientific management and human relation movement in line with the human resource approach. This paper, therefore, aims to review the factors contributing to workforce engagement and how the organisation approach to the motivation issue poses a challenge to the workforce engagement. 1.1 Motivation as a workforce engagement issue Over the years Motivation has been a significant managerial issue. The current changes in organisation and individual work principles, processes and practices have affected the motivation levels in an organisation and at an individuals scale.
Motivation in our current time and date is now fostered by work-life balance, working freedom and formal performance management processes (Brajer-Marczak, 2014). Organisations are increasingly fostering their efforts of ensuring that their workforce is motivated and engaged which has been attributed to foster a great deal of success in an organisations workforce. However, since the motivation level of each individual varies, there is no exact science to employees motivation. It seems that it is little that an organisation can do when it comes to workforce motivation since the employee's motivation level are dependent on various factors which an organisation might have little or no control over.
However, organisations which have been reported to further the aspect of workforce motivation and engagement have reported that they have recorded a significant improvement in their workforce morale and engagement and productivity in the long end (Crosby, D. (n. d.). 2.0 Relationship of motivation and organisation engagement Organisations have used different motivation concepts in an effort to foster the organisation engagement some of these concepts include; the Maslow hierarchy of needs theory, McGregor x and y theory, Heisenberg two-factor theory and McClelland theory of needs concepts (Ahmed 2013).
In order to foster workforce engagement organisation have focused on motivation in two distinct strategies, this includes personal motivation and organisational motivation. Personal motivation focuses on what motivates each employee at the workplace while organisational motivation focuses on the approaches taken up by the organisation which ensure that employees are motivated at the workplace (Vestal, 2012). McGregor’ s x and y theory have been influential in motivating employees through the carrot and stick approach. Figure 1: McGregor’ s x and y theory Organisations have also used process-based approaches to foster motivation in an organisation.
These approaches are used to study how motivation takes place in an organisation. Thus, they reveal the reasoning behind an employee’ s choice of a certain behavioural option (Miller, 2014). On the other hand, it also spells out the need for employees needs to be fulfilled in order to meet their satisfaction needs in line with their goals.
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