Table of Contents
In the current era, almost every organization would like to select and have highly motivated and workaholic employees to obtain high productivity and reputation in the competitive world but truly somewhere they are lacking in understanding what really leads people motivated towards work. However, organizations could be progressively effective if the representatives had invested enthusiasm for the fate of the organization. Moreover, it’s very essential to consider all the needs and drives must be met either individuals or workplace especially for an employee to succeed at the workstation.
By writing this motivation paper I will come up with various motivation theory along with some experience regarding motivational situations what I felt including how motivational theories are applicable to the working environment, and how businesses can actualize the hypotheses to guarantee upbeat and spurred representatives.
Additionally, the most important theories will be Maslow’s hierarchy of needs, Herzberg’s two-factor theory, and manifold motivation approaches that will help for better understanding for managers how employees get self-motivated and work supremely for the best. Furthermore, there will be additional information that mainly emphasis on implementation of motivation approaches that as a result how motivated employees lead a successful company to make stand in the fast-paced world.
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Introduction
Admittedly, every time one question comes in mind is that why there is a necessity for any managers of any particular organization to spend their quality time on motivating the workforce but at the second moment, clearly defined answer blinks that target the existence of extended motivation.
Workers make up an association and on the off chance that they don’t have an authoritative duty, at that point there is no impetus to exceed expectations at their occupations. But as a beginner sales employee at the well-known retailer organization “D-mart” which is a chain of hypermarket and general stores in India begun by R K Damani where I had work experience of product selling and logistics along with leadership.
The structural arrangement of D-mart is such a manner that makes any employees work with them and also, they know the supreme value of their workforce because the D-mart community believes that good employees sell more products, more productively with successful engagement to consumers in a very genuine manner. D-Mart is a noteworthy shopping complex for the present clients.
It is where customers discover an assortment of items at a sensible value most clients have a place with middle-class families. While working in this organization as a team member of salesforce motivation played a critical role and also managers. So, the biggest issue was service available to customers due to employee confrontation at work and also lack of motivation at the initial stage for how to handle customers’ and employee’s dissatisfaction.
Similarly, for employee’s motivation and reward there was less option available but according to Share-Based Employees’ Benefits Regulation, 2014 D-mart made provision of long-term financial growth of the company as well as employees for better improvement in work abilities and individual life. For any employee, two vital reasons that representatives ought to be roused are to accomplish their own individual objectives and the hierarchical objectives. Lastly, how and in what ways would managers be able to rouse their representatives to make them increasingly beneficial to the association? Such aspects will be discussed here.
Research Methods
At the initial stage, while I was working as a salesperson but I noticed the problem what customers facing due to employee’s behavior at work so I started getting reviews from people and also with the assistance of my team we informed upper management and they came to know that this all was happening because of improper training before staring of work regarding motivation and leadership. In general, employee dissatisfaction was a major part of being rude to customers by employees.
As per Jex and Britt (2008), fulfillment in the working environment is critical for authoritative achievement. Jex and Britt (2008) additionally contended that fulfilled representatives resolve to work more and have higher rates in maintenance and efficiency. For better training of employees, D-mart management team have started approaching expert session to overcome employee’s tendency towards work. At the same time, they are trained to understand what is the customer value for the business by approaching different motivational theories along with our team.
Definition of Motivation at Work
As well defined in the Essentials of Organizational Behavior by Robbins and Judge (2013), “Motivation is the procedures that represent a person’s force, bearing, and ingenuity of exertion toward accomplishing an objective” (p.97). Similarly, motivation also has a wide range of definitions, however, it is imperative to concentrate on those that are identified with the workstation. According to Nancy Shanks, motivation makes somebody act and another person can’t make somebody spurred.
Moreover, it is the caution of the individual to choose in the event that they will be propelled or not. As per my point of view, the organizational commitments, employees only understand and identify when they are highly motivated and satisfied with the organization. To overcome employee dissatisfaction, it is mandatory to get an idea about employee’s drives, needs, and performance along with rewarding system what D-mart system did later on.
Motivation is the Key to Performance Improvement
Performance is simply considered as a product of ability and motivation (Newstrom, 2015). So, Job performance = Ability * Motivation.
At the time of training, managers may not know where to start because, obviously, a lot of options for improvement of a single aspect. But to remove such confusion they approached some strategies of motivation like positive reinforcement or high expectation, effective discipline, and punishment, treat people fairly, the setting of work goals and employee needs satisfaction, rewarding system on performance (Ganta, 2014). As a result, it led them to greater employees’ satisfaction, better team harmony, workforce stability, and so on.
Techniques of Employee Motivation
D-mart management system initiated three basic approaches such as job enlargement, job enrichment, and job rotation to check how positive impact these will have on employee work conditions (Khurana and Gajaria, 2018).
Job Enlargement
In this method D-mart manager gave us the right of work means to complete the whole work or process from start to end rather than being a small part of it, in turn, that eliminates the boredom of the job by removing repetitive work by means augmented responsibilities.
Job Enrichment
It was an attempt to give employees excessive control and responsibility for their tasks to design, modify, implement and output with the assistantship of previously understood ideas and thoughts of staff people and supervisors for better correction of particular tasks successfully.
Job Rotation
It doesn’t mean employee turnover but it’s simply to allocate specific work for predefined time just for identification of employee efficiency and for better learning of the organization. So, through job rotation or not firm gets key information about workability and employee flexibility according to work.
Theories of Motivation
By implementation and explanation of motivation theories, the management system will understand that worker improvement programs must concentrate on giving a learning situation that enables representatives to end up occupied with their self-improvement so that the objectives of the association are accomplished.
The simplified arrangement of outward rewards (compensation, professional stability, workplace, positive supervisor-subordinate connections) that chiefs have depended on in the past is never again sufficient for the contemporary specialist (Wilson and Madsen, 2008). There are two the most prevalent models of motivation are Maslow’s Hierarchy of Needs and Herzberg’s two-factor model. Both are broadly acknowledged and surely this paper additionally expands on the thoughts displayed in these two models.
Maslow’s Hierarchy of Needs
Abraham Maslow displayed his model of inspiration in 1954. The fundamental thought of Maslow’s model was that there are five different stages of requirements for people and each level should have been satisfied before somebody could be persuaded by more elevated amount factors (McLeod, 2018). Maslow trusted each individual had needs that should be met. He elaborated his thoughts into a triangle structure which is shown below:
Additionally, Maslow conceived that needs and drives can be satisfied by people but if we consider pyramid for any organization it works the same so, for D-mart obviously work similarly means every employee has different drives and needs that operate from the bottom to top-level according to Maslow’s needs theory. Likewise, it is not possible for any employee to reach the next level until and unless the needs of the prior levels are met otherwise growth will be gradual.
The first stage is Physiological needs that simply consists basic needs of any individuals such as shelters, food, clothing, etc. which is easily available for everyone at the workplace but the next stage is about safety and security means if anybody working in an organization where the environment seems to be secure and safe that helps one to become more stable in organization for a long time rather than turnover. Security could be in financial form like retirement package, secure job, personal and family insurance which was the worst option that resulted in employee dissatisfaction at D-mart but these days, after the supreme implementation of Maslow’s theory, people love to work here for successful career-related to retailer business.
At the third level, an affiliation which at a certain level gives supremacy of being part of an organization, as a result, they want others to accept them means friends and love or belonging. Maslow’s hierarchy of need’s fourth stage is considered esteem and status but to understand this stage person must have a feeling of self-worth and need respect from others.
At the top, the final level is self-actualization means it shows the full potential to accomplish everything. So, at D-mart I found difficulties regarding job security and rewarding after accomplishment but later on with the assistantship of expert executives who gave ideas to handle such critical situations by taking control over financial sources and promotion of employees for the upliftment of them. Fortunately, this issue was solved by making incentive schemes, better transportation facilities, modern amenities, and especially life insurance. From that day to till date, there is no issue occurred between employees and D-mart organization across India.
Herzberg’s Two-Factor Theory
Frederick Herzberg developed a two-factor model of motivation and it is also known as the Motivation-Hygiene Theory (Newstrom, 2015). He trusted that the emotional wellness of an employee is legitimately identified with performing important work (“Motivation Theories”). Based on the study, he discovered factors that he labeled as motivators, or job content factors, and hygiene factors, or job context (Burton, 2012).
So, Motivation factors are always found in the workplace such as recognition, accomplishment, responsibilities, and individual growth. Similarly, hygiene factors are like organizational policies, administration, job security, salary, social status, working environment, interpersonal relationship, personal life, and so on. The organization has almost good control on such factors but personal life cannot be controlled.
If Herzberg’s two-factor motivation theory applied to D-mart organization both factors equally play a significant role because there were issues about employee dissatisfaction in detail employee recognition and job security. In addition, at D-mart high job recognition were given to employees in term of salary or wages, extra bonus but still employees can be motivated only by real motivators not form hygiene factor by means money because money is not a real motivator, it helps to fulfill regular needs, not drives which any employee seeking for.
For employees of D-mart including me, to feel meaningful and enriching whatever we doing our manager consider some points according to this theory like, he removes some of the job control and provided employees freedom and authority to work for worker accountability, problem-solving tasks to increase capabilities and knowingly assign difficult challenges to become expert and get a certain level of personal value for personal achievement. At a certain level, it may help to have successful employee satisfaction and can be motivated for work because of quality factors.
Hackman and Oldham Job Characteristics Model
This model is based on the idea that works itself as an important aspect of employee motivation at the workplace (www.yourcoach.be). As indicated by this hypothesis, “work configuration affects inspiration, work execution, and employment fulfillment.” It has filled in as a system for the board to distinguish how certain occupation qualities influence the results of the occupations. Moreover, it studies the various factors that make a specific job satisfying for the organization, and for the person doing the job. Therefore, it describes the relationship between job characteristics and the responses of individuals to work or the job being performed (Martin, 2017).
This JCT model works basically on five key characteristics which are skill variety, task identity, task significance, autonomy, and finally feedback. So, skill variety solicits the number from aptitudes and abilities that the activity expects of the individual that will deal with the job and task identity enables the employee to work wholly for the entire process rather than being a small part of it.
Furthermore, task significance, autonomy, and feedback allow the workforce to justify how an individual’s work matters for others, and also it should be done with certain independence at work but at last worker’s should be motivated by giving them feedback according to their work whether it is quality work or not. But as a result, it helps to get more internal work motivation, high job satisfaction, improved performance quality, lower absenteeism, a lower rate of personal turnover.
These aspects need to be considered while applying such theory at the retailer business because at the same time due to lack of job satisfaction and performance quality lead to a higher rate of employee turnover. For example, at D-mart employee’s get demotivated and very poor performance because of improper financial sources and unable to get recognition for certain work. But after fulfillment of employee’s needs and fully motivated employee’s behavior was tremendously changed so positively.
Conclusion
To recapitulate, after understanding the whole D-mart organization system and employee’s mindset, tendencies which render knowledge about how motivation impacts on an individual’s life and organization as well as. In the current era, managers’ obligations in the present corporate world are multi-faceted.
In addition to the fact that managers need to be versed in the fund, financial matters, and data frameworks; it is presently fundamental for them to have a firm handle on hierarchical conduct and human psychology. After this study, I came to know that true motivator is that what fills enthusiasm within-person toward the fulfillment of drives. At last, motivation is everything for every organization to hike employee performance and work productivity.
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