IMPORTANCE OF EMPLOYEE MOTIVATION TOWARDS PERFORMANCE EXCELLENCE
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IMPORTANCE OF EMPLOYEE MOTIVATION TOWARDS
PERFORMANCE EXCELLENCE
MN7181
MN7181
LECTURER: Dr. Chandana Gunawardena
Introduction
Operating in a
highly competitive, intricate, unpredictable and explosive environment, an
organization cannot sit on its laurels to provide them the cutting edge which
may although be, was what had enabled the company to arrive to be the established
organization that it is today, as in going forward it would not be adequate to
withstand the mounting pressure that is brought on by the existing competitors
in the industry and those aspiring to enter it. In order to thrive and have
performance excellence, the organization needs to update, innovate and bring in
new technology. However, far more importantly the organization will need to have
their main resource, the Human resource, working at full throttle, cohesively
which is going to be the focal point in this Blog. As per Mayo (2001);
Armstrong (2008); Pennig and Traut (2009), in the modern age an organization
will not be able to survive if they fail to regard the value of human capital
as its prime most factor.
As per O’Malley
(2000) in order for an organization to optimize the outcome and improve their
market share, reputation and attraction of all stakeholders and the general
public at large who are the recipients from whom the organization’s outcome is
resultant, they need to have a highly committed and dedicated workforce who is
motivated and simultaneously who is totally and actively engaged. “Commitment
is critical to organizational performance, but it is not a panacea. In
achieving important organizational ends, there are other ingredients that need
to be added to the mix. When blended in the right complements, motivation is
the result” (O'Malley, 2000, p.13).
Present
Situation
Being employed in
one of the oldest commercial banks in Sri Lanka, which was one time, one of the
most dominant, sought after as well as considered as a trend setter
contributing to the faster development of the country with initiatives like the
introducing of extended banking hours and having a very happy workforce
attending to the needs of everyone in society of a global setting, today, finds
herself lagging behind some of those who have just entered the industry owing
to a demotivated workforce in her cadre reeling gradually to even worse
proportions, that may even have adverse impacts let alone on the organization,
but in the country at large. The negligence, in certain instances the willful
ignorance and the lack of knowledge and expertise by those responsible and in
authority to address the situation is only aggravating the issue further, which
currently has an impact on everyone connected and especially on the
organization in particular as the workforce whose tacit knowledge is invaluable
and irreplaceable on an immediate note who has and who is losing confidence,
some have already left to join the rivals and some leaving, thus taking with
them the exquisite expertise along with some of the Bank’s longstanding as well
as biggest clients, threatening its very existence to stand its own. It is a startling
fact as per Pena (2017) that workers of an organization vacating their
employment voluntarily or otherwise, having immediate adverse impacts on the
organization owing to losing of institutional knowledge and history that they
possess by their leaving the organization and the inability of most of the
organization faced with such a fiasco being unable to introduce a proper
transfer program to stop or curtail such staff turnover and thereby stalk the
damage. The total involvement epitomizes the very forte of a person’s identification
with, and commitment in, an organization.
Despite the
situation being as it is, the current management of the organization has set
sights in reaching highly ambitious goals that appear to be farfetched as of
this moment, considering the appalling and damaged emotional contract that is prevalent,
which is descending gradually to further turmoil as the management who had
assumed office well below a decade ago having experienced of progressing after
being in doldrums, consolidating its position, being lukewarm, in attitude,
being circumspect and wanting to bring about many initiatives that had worked
well in some parts of the globe and hence, whilst continuing with the ongoing
processes in the meantime introducing new ones, thus overburdening the
workforce resulting in demotivating them. According to Page (2016), obviously
loading any worker with duties and assignments more than what the person could
manage, will only disenchant and bring about un due pressure which would
eventually demotivate the worker.
Predicament
– the Reasons
Like in the
case of many of the organizations since the post war era, who has gone through
a lot of changes, some as a consequence of politics, some others strategic and
in the case of some others being compelled as a result of many factors, the
banking organization under discussion herein has been under a turbulent period as
a result of a combination of all the aforesaid reasons. Those who had taken
over and are at the very helm of the organization had failed to understand the
organization’s culture and misunderstood it to be the lack of ability, skill
and acumen of those holding positions of authority and have tactically through
methods of discouraging them, ridiculing them, palming the blame of them and together
on the workforce had been a part of the organization prior to their takeover of
office at the highest level, have conveniently ignored the grievances,
aspirations, necessities and essentials thus obstructing their progress, have
gone about business, caring less about their take home remuneration,
recognition of work & contribution and promotions. Therefore, the
‘Perceived Organizational Support’ had been overlooked which had brought about
the current dismal showing of the organization. Perceived Organizational
Support in accordance with Eisenberger et al, (1986) is the firm consciousness
of the workers in the organization that the contributions made by them are
noted, recognized, rewarded and that everyone would be looked after eventually
by the organization. The organization which I am a part of, once upon time,
paid the highest salaries to its workforce, whereas, currently it is the
reverse of same. Higginbotham (1997) affirms, that in order to keep its workers
continuing to be in the workforce, although a company will not necessarily be
stretched to pay outrageously huge salaries but will need to pay its workers
reasonable and good salaries. However, the management has now realized that they
have lost a great deal of important personnel in their organization to their
rival organizations who are being the very reasons for the growth and
development of those organizations, whilst to our organization’s stutter.
Nevertheless, are not ready just yet to concede to that reality and trying to
fix things spontaneously rather than prior to miss-happenings taking place, in
the sense, as and when people are informing the organization of leaving the
concern to ascertain their value and offer them benefits of some sorts to
retain them which has proved futile. “If a company wishes to reduce the chances
of its employees expressing intentions to leave, it is important that they are
highly satisfied with their job and the company as a whole. They also recommend
that having a standard payment policy and effective ways of supervising as
methods of reducing turnover intentions” (Mbah and Ikemefuna, 2012).
Expected
and Needed Changes
Having a highly
devoted and keen workforce is dependent on getting many aspects proper. Apart
from paying them a reasonable remuneration package in keeping with the industry
standards, recognizing their work/contribution to the organization by way of
incentive bonuses, foreign paid trips, increasing of salary, providing the
workforce the required training to handle the job effectively and efficiently
when presented with complex situations, having career development programs that
enable the workforce to visualize the career path that has a realistic
possibility of reaching, yet that require higher level of skills to be acquired
in the process to reach
the said level is also imperative, in order to motivate the workforce to work
for the anticipated performance excellence of the organization (Armstrong,
2014). Harrison (2009-8) states that the main focus
of learning and development as an organizational tool is to assist the
collective advancement through the combined proficient and proper stimulation
and enablement of learning and knowledge that aid business goals, enhance
individual capabilities, and respect and construct on multiplicity. It
is noteworthy to mention herein that training and development is something that
needs to be done continuously whilst a follow up of the acquired skill level
and knowledge has to be conducted with utmost precision. For an example in
order to learn about a project and the manner of funding same, one or number of
the team of workers can be sent on an overseas training stint which would be
only a holiday if a proper monitoring and follow up is absent that which would
not be beneficial to the individual in his or her career progression nor the
organization which is trying to get the expertize running through the system
for performance excellence.
MASLOW’S
THEORY
Maslow’s theory is the approach which seem to be
the most appeasing considering the current status of the emotional contract
that is prevalent in the organization, as both the workers and the
organization, had taken a severe battering owing to the lack of discernment
allowing the drifting and during the crunch moments for provocative, stubborn
and deliberate sabotage approach that has been reciprocal which has been
unhealthy for the workers as well as for the organization.
Abraham Maslow debates that motivation could be
a realized phenomenon, when it is approached in terms of a ‘Hierarchy of Needs’
in the following order, Physiological, Safety, Love, Esteem and Self -actualization
(Bagozzi et al, 2003).
Figure 1.0: Maslow’s hierarchy of needs
(Source: Anderson, 2014)
Physiological
Needs
People in poverty & hunger, malnutrition,
deceases, deprivations, racialism, politically disturbed, discriminated and
instability seek solutions to these needs that of, food, medicine, to acquire
status & progress, to be treated with equality and with security and
assurance. The organization that is unable to deal with these Physiological
needs of the workforce aptly in bringing resolve to an acceptable success will
miserably fail to motivate the workers and hence, let alone being triumphant in
the industry as an organization, will have its very survival threatened (Yawson
et al, 2009). Therefore, providing the employees with a work environment that
has adequate access to food, drink, with a hygienic setting to breathe fresh
and clean air, a friendly atmosphere and a good remuneration to get
accommodation, clothing, medicine, in other wards their Physiological needs in
order will motivate the workforce to work faithfully, loyally and energetically
for the performance excellence of the organization (Pulasinghage, 2010; Sadri
and Bowen, 2011). In the organization that I am a part of, the workers are not
paid a just salary, in keeping with the times, whereas, the top management and
a certain section of the staff which represents less than 10% of the workforce
is paid exorbitantly thus, the majority of the workforce is not motivated and
the necessity not so much as to bridge the gap, rather to offer a higher salary
is essential at this present juncture, if the organization wants to stay successful
in business, the top management to continue to enjoy the perks and shareholders
to be happy and remain with the organization.
Safety
Needs
Job instability especially in the current
economic backdrop that is prevalent in Sri Lanka where the very survival of organizations/businesses
pose a gigantic challenge, the possibility of the organizations and its
management to treat the workforce harshly, be repressive, find lame excuse,
loop-wholes, mistakes and oust workers with a view of cutting costs and
reducing the financial burdens which is already observed to be commonly taking
place here and overseas, might cause apprehension for the workers to perform
their duties getting fully engaged being fearful of making mistakes which would
be detrimental for the organization which is aspiring to reach performance
levels that need the total commitment and fully engaged worker involvement.
Therefore, categorically, the message should resonate that despite the economy
being depressive, the jobs of the workers will rest secure provided that they
are fully engages and stay the cause. Security and safety as regards to Job
instability is significant and under Maslow’s Theory as the 2nd Hierarchy
of needs (Aworemi et al, 2011; Khan et al, 2011).
Social
Needs
Emotional and social support which is discussed
under ‘Social Needs’, which is the 3rd phase under Maslow’s Theory
emphasizes of its importance (Pulasinghage, 2010). When carrying out the duties
entrusted, precariously to encounter various problems in proceeding forward is
a commonly associated issue that will not have at all times a written
intimation of resolve, and faced with a situation of such and even if not, in going
forward, knowing that running into problems cannot be stopped, the worker will
need the friendship, encouragement, support, guidance, care, concern, advise of
the fellow workers, the managers and the organization and above all ‘Love’ to
be motivated in the discharge of his or her duties effectively in order for the
organization to excel in its performance.
In accordance with Yawson et al, (2009), getting
assistance to cope with difficulties and pressures, aids to manage
successfully, a work damage, instruction and direction on performing the job,
intermediary and interventional support to solve tribulations, worries,
interpersonal clashes, financial assistance or common career advice and
provision for inculcating and building of confidence, essentially facilitate
inner inclination of a worker in stimulating and sustaining the peak of
motivation in the work environment founded on love, reciprocal relationship and
deeper connectivity. The absence of this in the organization in question has to
be addressed with all clarity in deeds rather than with mere words that is
sadly lacking in the organization which has to be seriously dealt with.
Esteem
Needs
The organization has failed to recognize the
contributions made by the workforce, appreciate their efforts, give due
attention, acknowledge their importance, thus have damaged their psyche, the
reputation built with hard work and the prestige and eventually demotivating
and giving rise to a disengaged workforce. Esteem needs implies the necessity
to respect the rights of workers, appreciation of their capability,
categorically endorsing their achievements and recognizing their independence
and uniqueness (Anyim et al. 2012; Stoll and Ha-Brookshire 2012). Failure on
the part of the organization to seriously consider the aforementioned ‘Esteem
needs’ of the workforce is likely to result in major dissatisfaction, vulnerability,
discouragement, immobility, lethargy and or inability, producing a demotivated
workforce at organization (Netotea-Suciu et al. 2012; Sandhya and Kumar 2011).
Hence, it is paramount for the organization
aspiring to progress with improbable goals to look with intent and deal
diligently the esteem needs of its workforce as matter of priority and avoid
regrets (Netotea-Suciu et al. 2012).
Self-Actualization
Needs
The occurrence of satisfaction and fulfilment to
an employee is possible through motivation by which they express or achieve the
full potential of their ability (Benson and Dundis 2003; Forbes 2011; Kenrick
et al. 2010). The Human Resources Management of the organization has to play an
absolute impeccable role after careful study of the workforce of the
organization used in different areas of work and stations if the organization
is to benefit through ‘Self-Actualization Needs’ whereby placing the worker in
the place he or she is capable in producing the very best. However, it should be
borne in mind that all other Needs of Maslow’s Theory as discussed earlier by
now has been fulfilled, without which this would not occur. Once the worker is
placed in the place he or she is able and capable of producing the best,
desiring the self fulfilment, striving to be the best and in order for that to
become a reality giving rise to innovation and improvisation and working to the
fullest potential becomes a foregone conclusion.
Maslow indicates resolutely the ultimate Need
and the pinnacle of any employee experience is the Self Actualization Needs
(Stoll and Ha-Brookshire, 2012).
Recommendations & Conclusion
There are many approaches that the organization
could resort to and adopt, not for the organization’s survival, rather, in
order to get everyone in the organization moving in the direction of reaching
the performance excellence level that would automatically guarantee that all
the stakeholders would be happy and contributing proficiently to the achieving
of the highly ambitious goals with resounding success.
It is important in the ambiance the organization
that I am currently employed in and for other organizations with a similar
front to apply the Maslow’s Theory as a means to motivate the workforce in
order to influence them to get fully engaged in order to bring the best in the
workers for their own betterment as well as for the organization performance
excellence to achieve even the most ambitious goals that have been set using
their tacit knowledge, giving the needed training and development and
monitoring the progress and rewarding the workforce for the performance
excellence and accomplishment of Key Performance Indicators, thus creating a
win-win situation for all stakeholders concerned.
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Well discribe the importance of motivational background to exert effective workforce within the organization. Due to the current situation of the country it is influencing on employees demotivation that will directly impact on the sustainability of the organization. Therefore it is eveident that the mortivation plays a key role in-terms of effective employee engagement and performance management.
ReplyDeleteThanks for endorsing the content in my Blog. Yes as I have already mentioned in the Blog Motivation is vital for employee engagement and performance management as confirmed by Kalimullah (2010) who has suggested, a motivated employee is one who aligns ones goals with those of the organization and moves in the said direction. These type of organizations breath success, as their workforce constantly look for avenues of improving their work. Getting the workers to reach the peak of their prowess and potential at work under stressful conditions though is a tough challenge, could be achieved by motivating them.
DeleteHi Saliya, as you work in a leading commercial bank in Sri Lanka I guess you have a better idea on employee motivation. Specially in banking sector employee motivation is a critical factor for the growth of the organization. In fact, it is a major factor for other type of organizations as well; but in banks there are many employee levels where employees are motivated to climb the ladder in the organization. This will mainly increase the productivity of the organization. According to Weldeyohannes (2015), the motivated workers are more productive. Therefore I accept your facts regarding the development of the organization along with the motivation.
ReplyDeleteThanks Vayanga for acknowledging the obvious as expressed in the Blog already that motivation being pivotal for the success of any organizations as confirmed byAmabile (1993) who has stated that it is crucial for managers and leaders of organizations to learn to understand and effectively deal with their employee’s motivation; since motivated employees’ are the pillars of successful organization in present and future century.
DeleteEmployee motivation is one of the key factors that decide the success or failure of an organization. (Shahzadi et al, 2014) have indicated that goals can be accomplished only if coordination and cooperation takes place simultaneously, which can be effectively done through motivation. Employees can continue to be loyal to the organization only when they have a feeling of participation in the management.
ReplyDeleteYeah right! Motivation in its climax results in a scenario where the employee feels deep down that one’s efforts are infallible to the success of the organization. Accordingly, an employee being made participant in the management instills a sense of belongingness in the organization where the employee/s feel the need to rise to the occasion and bring about their best for the company to prevail and reign supreme. Bennis (1989) acknowledges that subordinates treated as a main constituent of managerial and organizational effectiveness, where employees are given authority and the freedom to make decisions, encourages them to discover and use their full potential that brings about growth and better productivity for the organization.
DeleteHi Saliya, you have well applied employee motivation to the performance excellence using your working experience in the banking industry. Individuals are motivated by satisfying their different kind of needs and these needs depend on various factors and vary depending on the factors such as nature of the person, situation, organization, nature of works, risk level, educational background of employees, experiences and skills and position of work. Hence, the factors affecting the motivation of employees working in one bank might be different from the factors of another banking institution (Hossain and Hossain, 2012). According to Lin (2007), employees have their own motivational factors to motivate them to perform their bests at work place
ReplyDeleteWell despite the issues and problems may be unique from one bank to the other, the needs of its employees and the desire to have them gratified remains a basic necessity which is common to any organization, and in the endeavor of addressing the issue successfully for a better outcome to all stakeholders the application of Maslow’s Theory presence the best bet which covers all bases. Maslow (1943, 1954) stated that people are motivated to achieve certain needs and that some needs take precedence over others. Our most basic need is for physical survival, and this will be the first thing that motivates our behavior. Once that level is fulfilled we need to move on to satisfy other needs like Safety, Love, Esteem and Self –actualization in that order that cover all bases.
DeleteHi Saliya,
ReplyDeleteGood use of Maslow’s Hierarchy of Needs to Banking sector. Same motivating factors can be categorized into two types as well. Those are intrinsic and extrinsic. These shows that different incentives have a distinct impact on employee motivation. Whereas intrinsic motivation is concerned with rewards as the activity itself, the source of extrinsic motivation are external controlling variables as explicit rewards (Herzberg, 2003)
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DeleteYes, it is a different approach and one that attempts to motivate the employees in an organization. Herzberg (1959) introduced a well-known motivation theory, which is a duo factor theory, motivators and hygiene factors. He has reiterated that the factors can either be motivators or hygiene related, but can never be both at the same time. However, to my personal liking, Maslow’s Theory seems more interwoven, easier to adopt and appeasing to organizations in Sri Lanka which has to conduct their business in a highly volatile setting where the tempest and conflicts arising due to misunderstandings and competition is regular.
DeleteDear Saliya, good attempt of presenting the subject employee motivation. As you clearly describe a motivated employee is an asset for the organization. According to Azeez (2017), performance appraisal based reward system is also a motivation factor for the employee. Employee recognition, promotions, training and development procedures can be some positive outcomes of a well-organized performance appraisal process.
ReplyDeleteFurther,you have successfully adopt the Maslows Hierarchy theory to demonstrate the employee motivation in a structural manner.All the bst of luck to you.
You would agree that the content of the Blog reflect and cover the views expressed by you under Maslow’s theory profoundly especially under ‘Esteem Needs’, although, it is not comprehensively dealt with. Esteem needs are upholding the rights of workers, appreciation of their capability, endorsing their achievements, recognizing their independence and uniqueness, promoting them and emphasizing their value to the organization (Anyim et al. 2012; Stoll and Ha-Brookshire 2012). Failure on the part of the organization in this regard is likely to cause major dissatisfaction in producing a demotivated workforce at organization (Netotea-Suciu et al. 2012; Sandhya and Kumar 2011).
DeleteInteresting line up Saliya, As you have compared Maslow’s Hierarchy of needs to employee motivation. By treating your team fairly, you can create an organization where employees forget about money and concentrate on organizational goals. Success and balance is viral. Without a motivated workplace, companies could be placed in a very risky position (Yang, 2008). If leaders can motivate their staff it can lead to increased productivity and allow an organization to achieve higher levels of targets.
ReplyDeleteVery much so, Crystal. Many employers have been forced to forego the payment of bonuses, premiums etc. Therefore extrinsic motivation has to be accompanied by intrinsic motivation (Cheney,Christensen,Zorn,& Ganesh,2011). Under the Maslow’s Theory this situation has been clearly dealt with under the headings of Safety, Love, Esteem and Self –actualization in that said order.
DeleteAn effective employee performance management system aligns individual performance with the organization's mission, vision and objectives (American compensation association, 1996.) Therefore Saliya you have clearly identified that motivation helps to drives an effective performance management in an organisation helps to exert sustainability in the industry.
ReplyDeleteThanks and well said in a few words. “Performance management is a process of designing and executing motivational strategies, interventions and drivers with on objective to transform the raw potential of human resource into performance. All human beings possess potential within themselves in a few or more functional areas. However, utilization and conversion of this potential into deliverable performances is often sub optimal due to a variety of reasons. Performance management acts as an agent in converting the potential into performance by removing the intermediate barriers as well as motivating the human resource". (Kandula, 2006:5). Maslow’s Theory says the reciprocity and an alternate manner in which this could be done and in some way Performance Management is a part of Maslow’s Theory.
DeleteDear Saliya , Your theme of blog is very important to all and what is the importance of employee motivation to the performance further if i endorsed your debate , The key factor in employee motivation is one thing: the nexus between the manager and the managed. It is what takes place at the moment of contact or communication between the manager and the employee that is the key determinant of performance, effectiveness, productivity, output and profitability of an organization. The point at which the two people connect, whether positively or negatively, is where the past, present and future performance of the individual and the organization is determined (Armstrong , 2014)
ReplyDeleteThis comment has been removed by the author.
DeleteThis comment has been removed by the author.
DeleteYou have correctly identified the importance of connecting to each other in an organization between the top and bottom line in order to bring about the ultimate results. However, it is imperative to understand the needs of each party in the discussion that usually is headed by the HRM as an intermediary who should ensure that assurances are communicated that enable the employee in realizing personal potential, self-fulfillment, seeking personal growth and peak experiences in the process if their duties are discharged effectively. A desire “to become everything one is capable of becoming”(Maslow, 1987, p. 64). This sentiment motivates the worker.
DeleteHi Saliya, It is understood that Maslow’s hierarchy of need makes sense, but applicability to contemporary world is bit different. (Armstrong, 2001). More or less it seems rather rigid approach where in the hierarchy, necessity of requirements may be different from one people to another. (Armstrong, 2001). As another critique Maslow’s hierarchy of needs may also fails with aesthetic forego since their physical needs to acquire spiritually driven needs (Cooper in Boeree, 2006: 4).
ReplyDeleteThis comment has been removed by the author.
DeleteIt is apparent that none of the theories are fully fledged. However, Maslow has attempted to develop a theory that has the possibility and frame work to discuss, sought out and amicably solve an issue without damaging the forward march of an organization whilst ensuring the motivation of the employees of the organization would reach such an extremity, that they will find ways and means when confronted with a personal or other issue not to stall the progress of the company which will have a detrimental impact on themselves as well, therefore, innovate, improvise and realize their full potential for their own benefit and the organization’s own benefit (Ojo, 2009). The Maslow’s Theory has proved to be one of the most popularly used and success derived in application over a long period of time.
DeleteHi Saliya ,agree with what you have constructed by linking the Malsow's Need theory to your experiential learning.According to Bartol and Martin (1998) the major theories of employee motivation can be classified into three categories as follows.
ReplyDeleteNeeds theory
Cognitive theory
Reinforcement theory
Out of which the Maslow's theory is also considered as one theory of motivating employees to achieve organizational goals.
Well in my study of motivation what you have mentioned did come to scrutiny. However, being part of a Bank, it is my fervent view that despite the other theories in practice that Maslow’s theory is more suited for a Bank. Then again it is proven over time that it is a theory in practice that has brought about success to many a organizations as well, globally.
DeleteMaslow himself (1954), made mention that there could be areas of concern, however, the classification of needs highlight very important aspects that can be applied by banks during recession times, particularly in the developing or struggling economic regions where employees are often fortunate just to have a job. In such conditions it is believed that the individual’s job and life in general in this region would often correspond better in the very basic needs identified in Maslow’s hierarchy needs theory.
Hi, Saliya. I must say that your blog is very informative and interested as you clearly focus on importance of employee motivation towards performance excellence. You have extensively covered the employee motivation by describing various aspects of motivation and your explanation on practical application is very interesting.
ReplyDeleteIt is obvious that most well-known theory of motivation is Maslow's need hierarchy theory Maslow's theory is based on the human needs. It has been observed that you have clearly communicate the vital part of the theory on Maslow's who classified all human needs into a hierarchical manner from the lower to the higher order.
By the way, motivated employees can lead to increase the productivity and keep the organization to achieve their high level of goals and explained benefits of employee motivation and how to increase the employee motivation. As you aware most of the banks are providing special benefits for banking staff to increase the employees’ satisfaction and also employee development. Banking employees are highly benefitted employees who motivated with their benefits and opportunities.
I totally agreed with the recommendations given in your blog to implement the training and development, rewarding the workforce for the performance excellent, accomplishment of Key Performance Indicators, thus creating a win situation for all stakeholders concerned.
Thanks Udeni! Appreciate your comments. However, just to add a little to what I have already mentioned in my Blog as Tietjen & Myers, 1998 states one employee may be motivated in his work with higher remuneration, whereas other employees may be interested in a better working environment. Hence, the needs according to Maslow as explained in my Blog epitomizes how overwhelmingly it covers all bases of employee motivation that leads to the success of the organization and satisfaction and happiness of all stakeholders concerned.
DeleteHi Saliya , Well explained Blog on IMPORTANCE OF EMPLOYEE MOTIVATION TOWARDS PERFORMANCE EXCELLENCE .I would like to emphasis the drawbacks of Employee motivation process .1. Employee motivation process requires the instructor or leader to have personal knowledge of each individual in the group (Keenum, 2011).By highlighting the employees ,under performed employees ,encourage demotivation further .
ReplyDeleteHigh Kasun. Thanks for your acknowledgment on the Blog. Employee reviews and appraising on a regular note is essential which requires discussion with the relevant worker (one to one) and the supervisor separately to ascertain the level of commitment, skill level of the employees, short comings, grievances and their desire for self-actualization and give them the required training and development to reach a better standard in life, as every man on earth as taught in Anthropology wants ‘to be’. Just by giving a pay at the end of the month or increasing or not increasing the pay based on productivity without examining and inquiring on the matter would prove futile for the company which too, aspire ‘to be’. As Whitley (2002) suggest, the pay of an employee does not boost productivity on the long term and money does not improve performance, efficiency and effectiveness of an employee, significantly. Nevertheless, with a reasonable salary, non-financial factors such as rewarding, social recognition and performance feedbacks to improve oneself aids the worker to be motivated which results in the improvement of business.
DeleteHi Saliya, its an well described article of Employee Motivation and how does it affect in employee performance, Since your blog is only limited to Maslow’s Theory I would like to mention How performance through employee motivation is addressed by Herzberg Two Factor Theory.
ReplyDeleteOn the contrary, extrinsic motivation refers to the performance of activities to achieve the desired outcomes. Extrinsic motivation can arise from both internal and external factors. However, most of the time it comes from the impact of external factors rather than internal ones (e.g. individual itself). Therefore, the main question to answer is from where to get the extrinsic motivation and how a person can sustain his/her motivation (Ryan 2000). There are factors that create extrinsic motivation, for example, competitions, appraisals, external rewards, or punishment (Dewani 2013) (Nguyen, 2017).
Thanks Ruwani for your comments and insights on the other available motivational theory/s. It is not as if I did not observe the other theories in existence, rather to the organization/industry I belong to, I thought could have the Maslow’s Theory in operation which appears to be wholesome and setting a trend to resolve certain issues, consolidate the position and take off to higher levels and in the process doing right by the employees who make that happen in various ways where one’s need may differ from the other, however, despite same, still Maslow’s Theory having the structure in place to address them all, with a flavor of appeasement attached to it. Abraham Maslow debates that motivation could be a realized phenomenon, when it is approached in terms of a ‘Hierarchy of Needs’ in the following order, Physiological, Safety, Love, Esteem and Self -actualization (Bagozzi et al, 2003). This covers all bases.
DeleteDear Saliya
ReplyDeleteConsidering the prevailing scenario in the industry I agree with your views of the proposal which is well theoretical and affectionate .Shows your vast experience in the banking industry and the behavior patterns throughout the past years ,I think main reason for the demotivation of bank employees are non recognition, promotion restrictions, inequitable appraisal procedures and low remuneration
Elaboration of the theory is excellent .Interpretation is well managed and the presentation of Maslows Hierarchy theory to demonstrate the employee motivation in a structural manner.
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DeleteI agree Shantha. It is not just about the pay, some general allowances and concessions that are afforded across the board to all employees that is adequate to motivate the workers but to recognized them for contributions made to the company and rewarding them either monetary-wise or non-financial ways like promoting them, is key to motivating the worker to work with purpose and vigor for a better outcome to/for the organization. It is paramount for the organization aspiring to progress with improbable goals to look with intent and deal diligently with the workforce and their needs, as matter of priority and avoid regrets (Netotea-Suciu et al. 2012).
DeleteAs you have critically evaluated on the subject relating to the banking industry in Sri Lanka, it has been a burning issue on causes such as frauds, negligent, inaccuracies, security issues in the resent scenario are at the highest . These issues cause not only financial loss but more damagingly the institutions reputation in the industry which takes a tremendous time to overcome. By many researchers conducted among the industry, the causes for such are due to human error. And further it is evident these issues are directly related to lack of employee engagement due to dissatisfied employees.
ReplyDeleteThese issues are critical to address by tools to motivate their staff in both extrinsic and intrinsic motivational tools (Kian and Yusoff, 2015). The blog clearly discuses facts which is vital to the topic and comprehensively evaluated which has brought justice to the title
Thanks Chaminda and you are right. There had been lackluster performance by all commercial banks in general in Sri Lanka owing to the lackadaisical approach by the employees as a consequence of demotivation that has come about due to the heavy load of work being assigned to the workforce which those in authority regulating such would not budge an inch to carry but who will be quick to pounce on any small mistake that happens in the progression of carrying them on by the workforce who as a result has a disposition of ‘don’t care and not bothered’ attitude which was not heard of commonly about 2 decades ago. It is an abomination which can be viral and reach dangerous proportions which those in authority should do well to address as a matter of priority in the lines of Maslow’s Theory and restore the industry to its billing, as to how it was known commonly as “safe as a Bank”. “If someone feels overburdened by a, large impossible work load, they can soon become disillusioned, stressed and lose motivation” (Page, 2016)
DeleteReally appreciate the ideas & efforts given by you to elevate the present situation of your own organization back to the era where it had a dominant role in the industry. The staff motivation is the key in setting up such standards & the Marslow’s theory is the widely used tool you too have used in your illustrations. As per Kaur (2013) this theory has made a significant contribution in the field of organizational behavior and management especially in the area of employee motivation.
ReplyDeleteI am glad that I have been able to impress upon through the Blog as to how through the Maslow’s Theory, the workers who had been battered and bruised yet could be motivated by the organization and the Employer to bring about the best of their true potential to regain loss grounds and become the force they were reckoned to be once upon a time. However, I feel it is important to mention herein that the employee as well as every organization to some extent will go through a lean period as the organization, I am working for is currently going through where, the Maslow’s Theory could be applied then or anticipating of similar scenario to what our organization is going through, taking same as a warning, the other organizations would do well to apply the Maslow’s Theory immediately to mitigate a future damage whatsoever, and hence would create the environment for all the workers of the organization, “to become everything one is capable of becoming”(Maslow, 1987, p. 64).
Delete@saliya truly a comprehensive article on one of the facets of motivation through the use of “Marslow’s Hierarchy of needs”. As an addition to your precise content, ‘Motivation” as described in human psychological sciences, is largely depended on the social frameworks that humans operate. Therefore, when we consider an employee in an organization, he\she could be engaged or passive. Hence, Marslow’s model can be further integrated as a useful tool to drive an employee’s intrinsic behaviors to trigger self-regulation and self-motivation, which can have a long-term impact on the businesses as these embedded for long term behavioral changes ( Richard & Edward , 2000).
ReplyDeleteThanks, Kasun. I am with you as regards to being conscious of the social framework that people operate. However, my choice of words to describe the worker segregating them in this context as ‘passive and engaged’ would be rather to say ‘docile or enthusiastic’. Accordingly, the Maslow’s Theory as comprehensively articulated by my Blog has the venom to make the most docile creature passionate and invigorate the enthusiastic worker to excel, thus MOTIVATE both, and bring about the remarkable success that every organization looks towards, as Abraham Maslow debates that motivation could be a realized phenomenon, when it is approached in terms of a ‘Hierarchy of Needs’ in the following order, Physiological, Safety, Love, Esteem and Self -actualization (Bagozzi et al, 2003).
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ReplyDeleteA motivated and qualified workforce is essential for any company that wants to increase productivity and customer satisfaction (Argyris. C,1980).Motivation means the willingness of an individual to do efforts and take action towards organizational goals. The challenge for any manager is to find the means to create and sustain employee motivation. On one hand, managers should focus on reducing job dissatisfaction (working conditions, salary, supervision, relationship with colleagues), while on the other hand should use motivating factors such as achievement, recognition, responsibility and the work itself.
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DeleteI agree with you Tharindu. However, there is the vogue for a lot of the people currently to acquire qualifications of different disciplines and a majority if not all of them in the case of many people are not applicable in the discharge of duties of the present position of work they are assigned with and as such the required training and development to improve competencies have to be initiated by the organization, internally or externally. Nevertheless, so to speak, in order to ‘step up to the plate’ despite all the training in the world an organization may provide the worker with, the worker’s desire to fulfill the aspiration of the organization will remain fruitless, unless there are factors that the worker could realize and be satisfied with, on an immediate note and the others in time to come, that MOTIVATE him or her to go at full throttle to bring about resounding success to the organization that Maslow’s Theory very well exclaim. On the contrary, the failure on the part of the organization in this regard is likely to cause major dissatisfaction in producing a demotivated workforce at organization which would be detrimental to the organization (Netotea-Suciu et al. 2012; Sandhya and Kumar 2011).
DeleteHi Saliya, Its an amazing and much descriptive blog and you have given a chance to think that how much affected employee motivation on performance excellence. The service provided to the customers may be one of the most valuable thing for your success. Meanwhile Schneider and Bowen(1985) have shown that both a climate for service and a climate for employees' well-being are highly correlated
ReplyDeletewith overall customer perceptions of service quality. They concur that both the service climate and human resource management experiences that employees have within their organization are reflected in how customers
experience the service.
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ReplyDeleteThanks Ruwanga and I agree with the comments made by you as regards how the customer would feel when he or she is served with dedication and passion which eventually and definitely have a huge impact on the business as a human being is made not only with matter but along with the ‘Spirit’ that identifies, recognizes and awaits gratification of the senses that attracts and has the power to keep a lasting impression in a person more than what a material benefit could give, which could be bought with the use of money. A demotivated worker could do an unrepairable damage to a business more than just losing a particular client, as a badly served client is bound to convey the message to the world at large that derogates having a viral impact causing a bigger clientele loss to an organization who is dependent on them. Hence, as John Smith, the former CEO of Marriot Corporation indicated, “You can’t have happy customers served by unhappy Employees” (Heskett et al., 1997 in Emery and Barker, 2007).
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ReplyDeleteDear Saliya, You have created a Super blog which motivate the reader to make his own imagination for Employee Motivation on Performance Excellence.
ReplyDeleteAs compared to financial resources, human resources have the capability to create competitive advantage for their organizations. Generally speaking, employee performance depends on a large number of factors, such as motivation, appraisals, job satisfaction, training and development and so on, but this paper focuses only on employee motivation, as it has been shown to influence to a significant degree the organizational performance. As Kalimullah (2010) suggested, a motivated employee has his/her goals aligned with those of the organization and directs his/her efforts in that direction. In addition, these organizations are more successful, as their employees continuously look for ways to improve their work. Getting the employees to reach their full potential at work under stressful conditions is a tough challenge, but this can be achieved by motivating them (Dobre,2013).
For banks it is very much necessary to understand its employees, their needs and behaviour from time to time so that positive and conducive environment and culture may be created whereby the employees feel motivated both intrinsically and extrinsically. At the same time their group morale is also to be kept high which leads to achievement of high standards of performance in the attainment of organisational goals (Kumar, 2003))
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