Employees Motivation
All personnel in an organization have their individual needs, which, when fulfilled, they feel motivated to work better in achieving the set objectives. According to the employee, need approaches on motivation, McClelland’s theory states that most workers in the organization require three types of needs for motivation, namely based on; achievement, need for affiliation and need for power. (University of Minnesota, 2010). Each individual has a mixture of these needs, but some dominate and describe employee behaviour.
The need to achieve refers to the strong sense of being successful and accomplishing an individual desire. On the other hand, the need for affiliation relates to individuals who feel that urge to be accepted by their colleagues in the organization. Some employees feel that their efforts should be recognized by being liked and accepted by others. Lastly, other individuals in an organization believe that they should be in control and instruct others. This need may bring conflicts amongst workers in an organization as they fight for positions that control others. (University of Minnesota, 2010).
The need for achievement is the most crucial aspect of my career. I wish to work for an organization that recognizes new ideas and coaches its employees to reach their potential. I feel motivated when the organization supports me in improving my performance to achieve the set goals and objectives. This need clearly defines what motivates me as an employee, and through formulating stretch goals, I believe that anything can be achieved.
Response on Survey Results on Motivation
According to the report, the overall score on employee satisfaction is 4.20, which implies that the current environment in the workplace is somewhat and but fully satisfactory. A score of 5 indicates that I am fully satisfied with the organization. Before the results, my perspective was that the test would real less satisfactorily results in my perception in the workplace. Though I feel excited working for the organization, it is still advisable to change to another organization where you may feel more motivated. The results were detailed, revealing that these are the actual feelings that I perceive about the organization. The organizations should focus on more improved ways of motivating personnel to retain skills and abilities.
Tools to Improve Motivation in an Organization
When developing a plan, the organization should include detailed strategies to motivate the employees to achieve their goals and objectives. Motivation will enhance productivity and improve overall employee behaviour in an organization. The organization should consider the human resource as a vital asset, and by motivating its employees, the organization will achieve better than before. (Glišović et al., 2019).
The organization should put in consideration is to modify the existing jobs in ways that motivate the employees. Job rotation is one of the important factors to consider. According to Glišović et al. 2019, organizations should incorporate job rotation to avoid fatigue and boredom that arises from repeatedly doing the same activity. Organizations can also incorporate flexible working time and allow employees to decide when to work by creating a shift that meets the maximum hours that they should work per week.
Elvie and Maria 2019 suggest that a company’s performance is influenced by the ability of employees to perform. Therefore, organizations should focus on improving workplace culture, better compensation, and effective communication. Compensation or rewarding of the employees is the main idea of motivating personnel in an organization. Though workers spend their time, energy, knowledge and skills to prove that they are better suited for the specified jobs, the organization should realize that they expect better remuneration. (Elvie and Maria, 2019). Therefore, the organization should compensate its employees accordingly and even reward them when they achieve the set milestones. Therefore, by recognizing and rewarding their efforts, they will feel more motivated to work towards the organization’s success. The use of performance incentives is another essential tool for motivating employees. It involves incorporating the following methods; piece-rate systems, individual bonuses, commissions, merit pay, teamwork bonuses, and profit-sharing. (University of Minnesota, 2010). These performance incentives are generally based on an individual work performance, which indicates that employees are motivated to work better because there are rewards for their success besides the basic compensation. According to the University of Minnesota 2010, the management should improve communication in the workplace. Communication as a motivation tool is essential since employees also feel the need to be heard or air their views on the organization’s running. The decision-makers should involve employees in decision making, which makes them feel that they are part of the organization. Communication will also improve the organization behavior, enhancing productivity and better running of operations within the workplace.
Conclusion
Every organization should understand that employees are an important asset, which indicates that their motivation is essential to enhance productivity and better services. When employees are motivated, their morale is developed, ensuring they are in the right organization. Motivation is also a key aspect of retaining skills and abilities in a firm, and this is because skilled employees may leave an organization in search of a better one where they are recognized.
References
University of Minnesota (2010). Organizational Behavior. Retrieved from. https://open.lib.umn.edu/organizationalbehavior/chapter/5-2-need-based-theories-of-motivation/