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Employee Motivation
Introduction to Employee Motivation
After employees are hired and trained, it is important to
motivate them to get the desired efforts from them, to
achieve organizational objectives. While designing their
compensation package, we try to meet their expectations
at the outset, suitably identifying their extrinsic and
intrinsic needs, within the given policies and procedures
of the organization.
Motivation is a dynamic organizational-behaviour issue
and there cannot be any organization-specific motivation
tool. The subject of motivation, per-haps, received the
highest attention from management thinkers’ worldwide.
What is Employee Motivation?
The word motivation is derived from Latin word
‘movere’ which means ‘to move’. Motivation is
something – a desire, a want, need or drive − that
moves or spurs an individual to act in a particular
way to achieve a goal or objective.
The factors that stimulate the behaviour and
actions of the people are as follows
Success and advancement in Life
Desire for Money
Desire to be empowered
Work Satisfaction
Recognition in the Society etc.
Employee Satisfaction Survey
The HR department regularly conduct employee
satisfaction surveys to estimate the level of job
satisfaction among employees. This satisfaction
score provides critical insights about the source of
motivation/demotivation and helps pinpoint the HR
manager could undertake decisive actions to improve
the employee satisfaction score. This clearly
indicates that the management understands that
high level of employee motivation is crucial for the
success of the organization.
Turnover Rate
Turnover rate indicates the number of employees who
leave an organization during a specific period. In
case a good number of employees have left the
organization during a specific period, it indicates
that the employee motivation is not necessarily high-
hence,they are opting out to join other organizations.
Low turnover rate indicates that the organizational
infrastructure is suitable for the employee.
Walt the Talk
Many HR executives undertake ‘Walt the Talk’
philosophy to get a first hand feel of employee
motivation. This indicates engaging employees near
their workstations, in their workplace, or any other
public place other than the HR manager's office.
When the conversation unfolds in their natural
setting with the HR person, it provides the employee
informal opportunities to express their thoughts and
provide feedback to the managers about the
perceptions of the welfare initiatives undertaken by
the HR department.
Incidence of Counter-productive Behaviour
In many organizations, it has been found that the
employees engage in various counter productive
behaviours such as stealing,fighting,breaking and
damaging company’s property. Regular cases such as
these indicate that the motivational level of
employees appears to be low and requires immediate
attention and corrective action.
How to motivate employees
Fair work process
Job Rotation
Job enrichment
Employee recognition programme
Joy at work
Job Satisfaction
Introduction to Job Satisfaction
Human resource is considered to be the most valuable
asset in any organisation. Job satisfaction is all about
how one feels about (or towards) one’s job. An
employee who expresses satisfaction is said to have a
positive attitude towards the job, unlike a dissatisfied
employee who has a negative attitude towards the
job. A person having negative attitude shows a
personality disposition which is inclined to
experience nervousness, tension, worry, upset and
distress, where as those with positive attitude will
feel happy with themselves, others, and with their
work.
Job satisfaction has been considered as state
of condition where people are:
1) Induced to do work efficiently and effectively;
2) Convinced to remain in the enterprise;
3) Prepared to act efficiently during contingences;
4) Prepared to welcome the changes without
resistance;
5) Interested in promoting the image of the
organisation; and
6) More happy and satisfied with their job. The level
of job determines the job satisfaction.
Importance Of Job Satisfaction
Commitment
Productivity and job satisfaction
Job withdrawal behaviour and job satisfaction
Job satisfaction across different cultures
Job satisfaction and turnover intention
Job satisfaction and organizational citizenship
behaviour
How employee convey their dissatisfaction

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Employee motivation

  • 2. Introduction to Employee Motivation After employees are hired and trained, it is important to motivate them to get the desired efforts from them, to achieve organizational objectives. While designing their compensation package, we try to meet their expectations at the outset, suitably identifying their extrinsic and intrinsic needs, within the given policies and procedures of the organization. Motivation is a dynamic organizational-behaviour issue and there cannot be any organization-specific motivation tool. The subject of motivation, per-haps, received the highest attention from management thinkers’ worldwide.
  • 3. What is Employee Motivation? The word motivation is derived from Latin word ‘movere’ which means ‘to move’. Motivation is something – a desire, a want, need or drive − that moves or spurs an individual to act in a particular way to achieve a goal or objective.
  • 4. The factors that stimulate the behaviour and actions of the people are as follows Success and advancement in Life Desire for Money Desire to be empowered Work Satisfaction Recognition in the Society etc.
  • 5. Employee Satisfaction Survey The HR department regularly conduct employee satisfaction surveys to estimate the level of job satisfaction among employees. This satisfaction score provides critical insights about the source of motivation/demotivation and helps pinpoint the HR manager could undertake decisive actions to improve the employee satisfaction score. This clearly indicates that the management understands that high level of employee motivation is crucial for the success of the organization.
  • 6. Turnover Rate Turnover rate indicates the number of employees who leave an organization during a specific period. In case a good number of employees have left the organization during a specific period, it indicates that the employee motivation is not necessarily high- hence,they are opting out to join other organizations. Low turnover rate indicates that the organizational infrastructure is suitable for the employee.
  • 7. Walt the Talk Many HR executives undertake ‘Walt the Talk’ philosophy to get a first hand feel of employee motivation. This indicates engaging employees near their workstations, in their workplace, or any other public place other than the HR manager's office. When the conversation unfolds in their natural setting with the HR person, it provides the employee informal opportunities to express their thoughts and provide feedback to the managers about the perceptions of the welfare initiatives undertaken by the HR department.
  • 8. Incidence of Counter-productive Behaviour In many organizations, it has been found that the employees engage in various counter productive behaviours such as stealing,fighting,breaking and damaging company’s property. Regular cases such as these indicate that the motivational level of employees appears to be low and requires immediate attention and corrective action.
  • 9. How to motivate employees Fair work process Job Rotation Job enrichment Employee recognition programme Joy at work
  • 11. Introduction to Job Satisfaction Human resource is considered to be the most valuable asset in any organisation. Job satisfaction is all about how one feels about (or towards) one’s job. An employee who expresses satisfaction is said to have a positive attitude towards the job, unlike a dissatisfied employee who has a negative attitude towards the job. A person having negative attitude shows a personality disposition which is inclined to experience nervousness, tension, worry, upset and distress, where as those with positive attitude will feel happy with themselves, others, and with their work.
  • 12. Job satisfaction has been considered as state of condition where people are: 1) Induced to do work efficiently and effectively; 2) Convinced to remain in the enterprise; 3) Prepared to act efficiently during contingences; 4) Prepared to welcome the changes without resistance; 5) Interested in promoting the image of the organisation; and 6) More happy and satisfied with their job. The level of job determines the job satisfaction.
  • 13. Importance Of Job Satisfaction Commitment Productivity and job satisfaction Job withdrawal behaviour and job satisfaction Job satisfaction across different cultures Job satisfaction and turnover intention Job satisfaction and organizational citizenship behaviour
  • 14. How employee convey their dissatisfaction

Notas do Editor

  1. Success and advancement in Life Desire for Money Desire to be empowered Work Satisfaction Recognition in the Society etc.