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 and work seem meaningful to them. Some behaviorist theories such as Skinner’s theory of operant conditioning talks about incentives for example monetary incentives, bonuses to motivate people towards work. But it has been observed that it might be useful only for short terms; to have long term goals to be fulfilled managers should understand the ideas of values, individual respect, and individual’s ability to express and communicate himself within the group. How does service guarantee impacts employee motivation? A study conducted states that service guarantee has a positive effect on employee motivation and the effect is long lasting. A service guarantee gives vision and motivation to provide high quality work input. It also helps in better customer relationship management as employees feel responsible for organization’s success. It is also an important factor for motivation to learn, organizations where learning is an essential input from employees for organizational growth; service guarantee motivates employees to learn and add value to the organization. Motivation, Leadership, Group performance at work:
Sometimes employees have to sacrifice personal interests for short term (e.g. overtime) so as to achieve long term positive results (e.g. new business clients) .Here an individual’s motivation towards the success of whole group or organization is essential. It is of utmost importance for an organization to inculcate such motivation so that they can collectively work to achieve the goal of the organization. An individual’s identity within a group plays a major role for his motivation as his recognition, participation impacts his capabilities and hence his motivation to collectively achieve the team goal. It has been observed that role of manger is very effective in controlling individual’s behavior within the group. Managers might be considered within the group or outside the group by the team members based on their supervisory methods and leadership skills. A...
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
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