Benefits of motivation

 

Benefits of motivation

 

Figure 1: Benefits of motivation (Menda, 2020)

Motivation meets the requirements of both individuals and groups. Every individual or group joins an organisation to fulfil specific personal requirements. The manager's motivational function contributes to this satisfaction. Additionally, motivation increases job satisfaction. When an employee's demands are adequately met, he or she is often content. His or her work happiness is of greater immediate significance. It is the determining element in other significant outcomes. In general, managers are content with mentally demanding positions that need creativity. Two elements determine an individual's contribution to output: his/her ability to labour and willingness to work.

1.      Deploy human resources into action

Companies require material, monetary, and human resources to achieve their objectives. Through incentives, human resources may be exploited to their maximum capacity. This may be accomplished by encouraging employees' work ethic. This will aid the firm in achieving the most efficient use of its resources (Solomon, R. L. 1980).

2.      Improves the level of efficiency of employees

Their credentials and skills do not just determine the position of a subordinate or employee. Solomon, R. L. The gap between ability and willingness must be closed to maximise subordinates' job performance, enhancing their performance. (1980).

The end outcome will be:

ü  Productivity increase

ü  Decreased operational expenses

ü  Enhancing overall effectiveness

3.      Leads to the achievement of organisational goals

According to (Faisal 2017), an organisation's objectives may only be attained if the following conditions are met:

ü  There is optimal utilisation of available resources.

ü  A cooperative work atmosphere exists.

ü  All staff are goal-oriented and act purposefully.

ü  Coordination and cooperation may be achieved concurrently, which can be accomplished efficiently through incentives.

4.      Builds friendly relationship

Employee satisfaction is significantly influenced by motivation. This may be accomplished by considering and developing an incentive strategy for the benefit of the workforce. This may result in the subsequent (Faisal, 2017):

ü  Monetary as well as non-monetary incentives

ü  Promotion chances for staff members

ü  Disincentives for inefficient workers

According to (Faisal, 2017), the above procedures should be performed by a manager in order to create a pleasant, friendly environment in a business. This would facilitate the following:

ü  Practical cooperation that contributes to the stability

ü  Industrial conflict and labour dissatisfaction will decrease

ü  The personnel will be able to adjust to the changes with little opposition

ü  This will aid in establishing a seamless and solid concern in which individual and organisational objectives coincide.

ü  This will result in the maximising of profits through higher production. 

5.      Leads to the stability of the workforce

From a company's reputation and goodwill standpoint, worker stability is of utmost importance. Only when the employees have a sense of engagement in the management will they remain loyal to the organisation. Employees and workers will constantly benefit from employees abilities and productivity (Faisal 2017). This will lead to a positive public image on the market, which will attract skilled and competent individuals to an organisation. According to the adage "Old is gold," the older the individuals, the greater their experience and ability to adapt to the business, which can be advantageous (Faisal 2017).

References

Avrahami, D., Williams, K., Lee, M. L., Tokunaga, N., Tjahjadi, Y. and Marlow, J. (2020) 'Celebrating Everyday Success: Improving Engagement and Motivation using a System for Recording Daily Highlights', in Proceedings of the 2020 CHI Conference on Human Factors in Computing Systems. New York, NY, USA: ACM, pp. 1–13. doi: 10.1145/3313831.3376369.

Faisal,A,(2017). - The Impact of Employee Motivation on Organizational Commitmen European Journal of Business and Management.

Hong, J., Yang, S., Wang, L., Chiou, E., Su, F. and Huang, s. (1995),"Impact of employee benefits on work motivation and productivity", International Journal of Career Management, Vol. 7 No. 6, pp. 10-14. https://doi.org/10.1108/0955621951009806

Kamalian, A. R., Yaghoubi, N. M., & Moloudi, J., (2010) Survey of Relationship between Organizational Justice and Empowerment (A Case Study). European Journal of Economics, Finance and Administrative Sciences.

Kanat-Maymon, Y., Yaakobi, E. and Roth, G. (2018) 'Motivating deference: Employees' perception of authority legitimacy as a mediator of supervisor motivating styles and employee work-related outcomes', European Management Journal, 36(6), pp. 769–783. doi: 10.1016/j.emj.2018.02.004.

Raziq, A. and Maulabakhsh, R. (2015) 'Impact of Working Environment on Job Satisfaction', Procedia Economics and Finance, 23, pp. 717–725. doi: 10.1016/S2212-5671(15)00524-9.