The paper "Strategies for Employee Motivation " is an outstanding example of management coursework. Due to increased globalization, dynamism and changes in the business environment, some organizations focus on employee motivation strategies to help in enhancing competitive advantage and sustainable creation of wealth. In this regard, the practice and theory of employee motivation have received more attention in modern leadership and management practices. There is an increasing belief that recognizing and appreciating human behavior forms the basis for the development of an effective employee motivation strategy. As such, some researchers propose motivational strategies based on intrinsic factors while others back extrinsic inducement that can be adopted to increase employee motivation.
However, it is notable that other researchers have come up with conflicting approaches to explain employee motivation. This paper gives an in-depth critical view on the issue of employee motivation by examining conflicting approach based on the intrinsic motivation and extrinsic inducement theories. Employee motivation Employee motivation remains one of the most complex issues under the human resource management functions. There is increasing evidence that although most organizations have existing employee motivation plans, such strategies fail to produce the required results.
This has led researchers to re-examine employee motivation tactics by emphasizing on several conflicting theories and approaches based on the concept of intrinsic motivation and extrinsic inducement. Evidently, the issue of employee motivation is highlighted by the need for corporations to enhance performance and meet organizational goals and objectives. It is notable that employee motivation has received significant attention in recent years due to the vital role it plays in enhancing organizational profitability. Most organizations focus on employee motivation as one of the tactics for enhancing creativity and innovation the critical elements for sustainable creation of wealth through efficient use of resources (Millette and Gagne 2008).
More importantly, it is understood that employee performance is determined by the ability of the employee and the level of motivation the employee has to achieve the objectives. The ability to perform tasks is a function of the level of education, training and experience. Although it takes relatively longer time to develop talent and skill as a way of enhancing the ability of the employee, it is notable that motivation of employees can be done in a shorter time.
However, this does not imply that employee motivation is a straightforward issue. On the contrary, the issue of employee motivation has been one of the greatest challenges for human resource managers for a long time. Strategies for employee motivation Several strategies for employee motivation have been proposed to explain the issue of motivation. However, it is notable that such strategies have been employed with varying degree of success. In some instances, these basic strategies have been integrated together to create a mix that fits specific situations and circumstances.
The basic strategies used by organizations include positive reinforcement, treating employees fairly, satisfying employees, effective discipline and punishment as well as restructuring tasks and setting goals. However, more generally, employee motivation is classified as either intrinsic or extrinsic. Intrinsic motivation and the theory of self-determination Intrinsic motivation emphasizes on internal factors that create rewarding experiences like pleasure, happiness and sense of satisfaction. The theory of intrinsic motivation has been used to explain hobbies. It is understood that hobbies inspire people not on the basis of external rewards but from the rewards that are derived internally from accomplishing the task (Grant, 2008).
The definition of intrinsic motivation has also been a huge challenge with different theorists coming up with conflicting definitions. However, there seems to be an apparent consensus that intrinsic motivation is based on what employees do or fail to do when there are no external inducements. Similarly, theorists have identified several factors that drive employee intrinsic motivation. Challenge is one of the factors that promote intrinsic motivation. This argument is based on the need for humans to engage in personally meaningful activities based on personal values and interests.
The second factor that promotes intrinsic motivation is recognition where employees realize satisfaction when their contributions are recognized by the authorities. On the other hand, cooperation has also been identified as a contributing factor (Baard et al, 2004). There is an increasing belief that an employee’ s intrinsic motivation is enhanced by the satisfaction derived from helping others. This forms the energy that drives teamwork and group activities in most organizations. Contrary to the belief of many, competition has also been termed as a potent issue that drives intrinsic motivation.
Although some theorists think that competition is only motivation when the individual is getting the right results, it is clear that some individuals are clearly driven by competitive forces. Finally, the employee’ s intrinsic motivation may be promoted by the need for control. Evidently, some individual employees derive their satisfaction from the ability to control situations, choose on a voluntary basis on what to do and what to achieve. However, on the other hand, some experts argue that external inducement provides a potent motivation that drives employee performance.