Motivation
In current global economic scenario when organizations are facing fierce competition and sustaining growth is the biggest challenge Employee retention and motivation go hand in hand for any organization. Among global industries where even after high rate of unemployment; organizations are struggling to retain their employees. Question is whether employee motivation theories provide a feasible solution for employee retention and better strategies for performance improvement? Different articles have provided better understanding of how motivation theories may help employers identify, analyze relation between employee motivation and employee retention and hence their productivity as well as growth.
Motivation & Employee Motivation:
The word motivation is originated from Latin word ‘movere’ which means ‘to move’. According to Robbins motivation is “willingness to exert high levels of effort toward organizational goals, conditioned by the effort’s ability to satisfy some individual need”.
There are various motivation theories such as Maslow’s need hierarchy theory, McClelland’s need theory, Equity theory, Expectancy theory, Vroom’s theory. These theories talk about humans’ perpetual want, need for power- achievement-affiliation, imbalance between needs and relationship which in turn creates basis for motivation.
Based on various motivational theories different schools of thought are available so as to understand relation between employee motivation and employee retention. Is managerial action is the sole prerequisite for employees? Or providing better job designs, job rotation so as to add variety and challenges to make jobs more lucrative? It is more than compensation, incentives; it is more about employee satisfaction, affiliation and personal feeling of responsibility. When employees see their expected outcomes through the meaningful work they have performed it enhances personal motivation. Employers should form strategies so that employees feel more satisfied
Motivation & Employee Motivation:
The word motivation is originated from Latin word ‘movere’ which means ‘to move’. According to Robbins motivation is “willingness to exert high levels of effort toward organizational goals, conditioned by the effort’s ability to satisfy some individual need”.
There are various motivation theories such as Maslow’s need hierarchy theory, McClelland’s need theory, Equity theory, Expectancy theory, Vroom’s theory. These theories talk about humans’ perpetual want, need for power- achievement-affiliation, imbalance between needs and relationship which in turn creates basis for motivation.
Based on various motivational theories different schools of thought are available so as to understand relation between employee motivation and employee retention. Is managerial action is the sole prerequisite for employees? Or providing better job designs, job rotation so as to add variety and challenges to make jobs more lucrative? It is more than compensation, incentives; it is more about employee satisfaction, affiliation and personal feeling of responsibility. When employees see their expected outcomes through the meaningful work they have performed it enhances personal motivation. Employers should form strategies so that employees feel more satisfied
References: 3. lynes, Jennifer K.; Dredge, Dianne. Journal of Sustainable Tourism. 2006: Going Green: Motivations for Environmental Commitment in the Airline Industry. A Case Study of Scandinavian Airlines. Vol. 14 Issue 2, p116-138 4