SIGNIFICANCE OF MOTIVATIONAL THEORIES IN AN ORGANISATION ARSHVEER KAUR

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1 SIGNIFICANCE OF MOTIVATIONAL THEORIES IN AN ORGANISATION ARSHVEER KAUR Assistant Professor, Guru Gobind Singh College for Women, Sector 26, Chandigarh. ABSTRACT Motivation is an act which stimulates others or one to achieve the desired course of action and helps person to give their best performance. Every management tries to select certain motivational factors which can be employed for improving the performance of the employees. These factors may be suitably employed in one concern, others may be useful in other concern and so on. Various factors motivating the employees can be wages and salaries, promotion, recognition, training, etc. This paper tends to cover the theories of employee motivation used in an organisation to motivate the employees. An attempt has been made to define the factors leading to employee motivation and the importance of motivation in an organisation. KEYWORDS: Motivation, employees, motivation theories, organisation INTRODUCTION Motivation is an act which stimulates others or one to achieve the desired course of action and helps person to give their best performance. Motivation can be intrinsic or extrinsic. Intrinsic motivation arises from factors that are in the job itself and individual enjoys this by completing his task successfully. On the other hand extrinsic motivation is that which includes working conditions, job security, promotion,bonus etc. Which are external to the task of job as per Mc Cormick and Tifflin (1979). According to Ajila (1997), an extrinsically motivated individual will be committed to his job up to the level where he will be able to receive external rewards for his work, but on the other side an intrinsically motivated person will be committed to his work up to the extent where he thinks that his job has inbuilt tasks which are rewarding to him or her. Ajila further concluded that there must be an unsatisfied need of the individual which he or she can satisfy through rewards. Motivation of individual is intrinsic if he is motivated by the reward which is intrinsic to job and extrinsic if the individual is motivated by the reward which is external to job. According to Iqbal et al. (2012), employee s Performance is basically dependent on employee s motivation and their ability. Now a days in research history employee s needs and wants have more importance.human resource in the organisation is basically affected by motivation.the organisation should motivate their employees to achieve the organisational goals and it improve the performance of the employees. Motivated employees of the organisation are more responsible.(azar and Shafighi,2013).There are many motivational theories which helps the organisation to understand the needs of the employees and helps to motivate them admin@icmrr.org

2 LITERATURE REVIEW: Motive is need or desire that causes a person to act. Motivation is the performance or it is the procedure of presenting an intention that pushes a person to capture some accomplishment (Shanks.N. H.). According to Butkus & Green (1999), motivation is derived from the word motivate, which means to move, to push or to influence someone to proceed for fulfilling a need or want. Among the financial, economic and human resources, the last ones are more essential and have the capability to run a company with competitive edge as compared to others (Rizwan et al, 2010). Employee Performance generally depends on many factors like performance appraisals, employee motivation, Employee satisfaction, compensation, Training and development, job security, etc. but the area of study is focused on importance of motivation theories in the organisation. Organisation is the composition of people who formulate an independent business identity for some specific purpose and for getting desired outcome within defined resources is treated as effectiveness. Organizational effectiveness is the notion of how effective an organization will be in accomplishing the goals of the organization. (Muhammad, et al, 2011). According to Asghar Ali & Muhammad Naseem Akram e al employees in any sector are the real assets of the organization. if the employees are motivated they will perform their duties with full responsibility and dedication. Also they become full loyal and consider themselves as a human capital of the organisation. Managers and management researchers have a long believe that the goals of the organization are not attainable without the enduring commitment of the employees of organizations. Motivation is related to human psychology which contributes to the individual s degree of commitment (Stoke, 1999). It includes all the factors that channel, direct and sustain human behaviour in the particular direction. According to Stoke( in Adeyemo 1999) there are basic assumptions of motivation practices by managers. Motivation is a good thing; one feels good when one is motivated. Individual performance is affected by motivation. Motivation is short in supply and need periodic replenishment. Managers use motivation as tool in the organisation. FACTORS AFFECTING EMPLOYEE S MOTIVATION Every management tries to select certain motivational factors which can be employed for improving the performance of the employees. These factors may be suitably employed in one concern, others may be useful in other concern and so on. Following are some of the factors which affect the motivation of employees in the organisation. 1) Salary, Wages and Conditions of Service: Four components of the salary structure must be considered by the personnel managers to make salary effective motivator for the employees which include job rate, that is the importance attached by organization to the each and every job; payment, which is given to workers according to their performance; personal or special allowances, which are associated with the factors such as scarcity of particular skills ; and fringe benefits which include holidays with pay, pensions, and so on. It is also important to take into 55 admin@icmrr.org

3 consideration certain other factors while deciding the pay structure of the organisation (Bernard in Stoner, et al.,1995) 2) Money: Akintoye (2000) Money is considered to be the most important factor to motivate the employees.. Frederick Taylor and his scientific management associate also consider money as the most important factor in motivating the employees and it also helps them to achieve greater productivity. Establishment of incentive wage systems by Taylor acts as a means which stimulate workers to higher performance, commitment, and satisfaction. Money contains significant motivating power and helps the individuals to achieve goals like security, power, status and the feeling of satisfaction and success. Katz, in Sinclair, et al. (2005) illustrates the motivation power of money by the process of choice of job. According to him money can attract, retain, and motivate individuals towards higher performance. For example, if a librarian gets a job offer which has characteristics that are similar to his current job, but reward in terms of money is more than that individual would be motivated to accept new job offer. Banjoko (1996) considers that money is used to punish or reward the employees by many managers. The employees are punished because of poor performance and are rewarded for high performance. The desire to earn more money and promotion also motivates and increase the productivity of the employees. 3) Staff Training: High productivity and success of the organisation depends on level of motivation and the efficiency and of the employees.training of the staff is one of Important factor for motivating the workforce. The organization should have good training programmes for the employees. Training will provide opportunity to the employees for self-improvement and for the development of their skills to cope with the challenges and to meet the requirements of new machinery and new methods of performing the task. 4) Information Availability and Communication: One way to stimulate motivation adopted by managers is to provide appropriate information on consequences of their actions to others (Olajide, 2000). According to this researcher there is no such organization in which people do not want change in the communication patterns. They want that there should be improvement in the methods in which the departments communicate, coordinate and collaborate with each other. Information availability motivates the employees and bring pressure on them, now when two or more people are running together they will run faster than when they run individually or when they run without being aware of the pace of the other people. Subordinates compete with each other by sharing information. THEORIES OF MOTIVATION Management in an organisation make use of various ways to motivate their employees and get work done from them in desired manner. A few of these theories used to motivate the employees in the organisation are as follows: Maslow s Need Hierarchy Abraham Maslow has developed a need hierarchy.his hierarchy is as : Physiological Needs According to Chintalloo and Mahadeo (2013), Physiological needs are the basic needs of the individual.food,water, shelter and other factors necessary for the survival are physiological needs. Once the basic needs are satisfied than only individual move to the second level of needs admin@icmrr.org

4 Safety Needs Once the basic needs are satisfied individual moves to the needs that are safety and security needs. Now days, job security, security of source of income, health security, provision of old age, job security, health security are demanded by the employees of the organisation. Organisations also provide emergency funds, protection from physical danger etc. Social Needs Social needs are also known as belongingness needs. Belongingness needs relate to desires for friendship, love, and acceptance within a given community of individuals. These needs of the individual can be satisfied by interacting with colleagues. For example feeling of love, warmth, affection. Esteem Needs Esteem needs are also known as ego or self esteem needs.these needs are more tuff to satisfy. Employees expect that managers should treat them fairly and on the other hand employees should also obey the rules and regulations of the organisations. These needs are concerned with self confidence, self respect, appreciation, recognition. Self actualisation needs These needs are at the top of the hierarchy. At this stage man has desire for personal achievement. Individual wants to do something which is challenging. Herzberg s motivation hygiene theory Herzberg developed motivation hygiene theory also known as two factor theory, in late 1950s and early 1960s. He concluded that there are certain factors which are related to job satisfaction and there are some factors which are related to job dissatisfaction. He referred last job conditions as HYGIENE factors and first job conditions as MOTIVATION factors. Herzberg [9]. a)hygiene FACTORS: These factors are extrinsic in nature. According to Herzberg when hygiene factors are not there in the organisation the employees are dissatisfied and if these factors are there it will not lead to motivation or satisfaction but will only remove dissatisfaction. In other words you can say that these factors maintain zero level of motivation. Following are the ten hygiene factors according to Herzberg: 1) Company policy and administration 2) Technical supervision 3) Inter-personal relations with supervisor 4) Inter-personal relations with peers 5) Inter-personal relations with subordinates 6) Salary 7) Job security 8) Personal life 9) Working conditions 10) Status b) Motivational Factors: These factors are intrinsic in nature. Motivational factors are used for motivating the employees. These factors have positive impact on employee satisfaction and also lead to increase in total output of the employees in the organisation. These factors have positive impact on the satisfaction, morale, 57 admin@icmrr.org

5 efficiency and productivity of the employees in the organisation. Herzberg has given six motivational factors to motivate the employees as following: 1) Achievement 2) Advancement 3) Recognition 4) Work itself 5) Responsibility Goal Setting Theory According to Latham and Locke ([10]) motivation and performance is higher when individuals set specific goals and these goals are difficult to achieve but accepted by the employees and then there is feedback on the performance. Locke [16] states that difficult and specific goals lead to the higher performance and efficiency than the easy goals or, no goals and even when the organisation sets abstract goal for the employees for example telling them to do their best the performance is low as compared to specific or difficult goals. This theory states that all parts of managerial approach such as setting the objectives jointly, feedback and involvement can improve the motivation of the employees.. The theory focuses on goal-setting behaviour and make sure that the goals are clear, specific and achievable for the employees, if they need to motivate them. Nagyms [17] says that if the employees are aware w rather than the difficulties which will come in their way,they are motivated. According to Robbins [18] the performance of employees will be better if they are provided feedback continuously because they will come to know their progress towards their goal. If the employees are given the opportunity to set their own goals they would be more committed towards the achievement of such goals. IMPORTANCE OT MOTIVATION IN ORGANISATION Motivation plays an important role in an organisation to achieve the organisational goals in the desired manner. Following points throw light on the importance of motivation in an organisation [14]: IMPROVES PERFORMANCE OF THE EMPLOYEES Efficiency of an individual in the organisation is affected by the ability and willingness of the employees Education and training can improve the ability of the employees but on the the other hand will power of the employees to do work can be increased by motivating them. Motivated employees will put maximum efforts to achieve the organisational goals. Motivation will act as stimulant for improving the performance of the employees Better performance will also lead to higher productivity. Reduction in Employee Turnover When the employees are not satisfied with their job they will leave it whenever they get an alternate offer. Employee turnover creates many problems for the organisation. The training of new employees costs dearly to the organisation. But motivation can save the organisation from such costs.if the employees are motivated and satisfied with their jobs they will not leave the job and work for long time in the organisation. Acceptability to Change Due to change in the social and industrial situations organisation need to introduce new and better methods of work from time to time. Generally, employees resist changes. When the employees are given various opportunities of development than they can easily adapt to the new situations. If the employees are satisfied with their work and are not offered better avenues then they will oppose 58 admin@icmrr.org

6 everything suggested by the management. Motivation will ensure the acceptability of new changes by the employees. Employees can be made to accept such changes easily with the help of motivation. Helps to Change Negative or Indifferent Attitudes of Employees Sometimes people in the organisation have indifferent attitude which affects their performance in a negative way. They are of the view that organisation will not give them any credit even if they do more work.. The managers motivate them and use different techniques to change this negative attitude of the employees. Better organisational image The enterprises which offer better monetary and non monetary facilities to motivate their employees have better image among the employees. Such concerns are successful in attracting better, qualified and experienced persons. Since there is better manpower to development programme, the employees will like to join such organisations. CONCLUSION Motivation is complex of forces starting and keeping a person at work in the organisation. It is an important factor which encourages person to give their best performance and help in reaching the enterprise goals. There are certain theories like Maslow s Need Hierarchy, Herzberg s Motivation Hygiene Theory, and Goal Setting Theory which are used by managers to motivate the employees. Each theory stresses on one or the other factors for motivating the employees. Motivation helps to improve the performance of the employees, reduces employee turnover and absenteeism and motivates them to work for longer period of time with the organisation. REFERENCES McCormick and J. Tifflin Industrial Psychology; New York: George, Allen and Unwin. Iqbal, J. Yusaf, A. Munawar, R. Naheed, S. (2012). Employee Motivation in Modern Organization: Interdisciplinary Journal of Contemporary Research in Business, Vol. 4, No. 3. Ajila, C.O Job Motivation and Attitude to Work as Correlates of Productivity Among Workers in Manufacturing Companies in Lagos State. Nigeria. Unpublished Ph.D Thesis submitted to the Department of Psychology O.A.U Ile-Ife Osun State, Nigeria. Azar, M & Shafighi, A. (2013). The Effect of Work Motivation on Employees Job Performance: International Journal of Academic Research in Business and Social Sciences, Vol. 3, No. 9 ISSN: Shanks, N. H., Chapter 2, Management and Motivation. [Online] Available: Akintoye, I.R. (2000). The place of financial management in personnel psychology. A Paper Presented as Part of Personnel Psychology Guest Lecture Series. Department of Guidance and Counselling, University of Ibadan, Nigeria admin@icmrr.org

7 Banjoko, S.A. (1996). Human resource management. Lagos: Saban Publishers. 8)Olajide, A. (2000). Getting the best out of the employees in a developing economy. A Personnel Psychology Guest Lecture Series. Department of Guidance and Counselling, University of Ibadan, Nigeria. Chintalloo, S & Mahadeo, J. (2013). Effect of Motivation on Employees Work Performance at Ireland Blyth Limited: Proceedings of 8th Annual London Business Research Conference Imperial College, London, UK, 8 ISBN: Hertzberg F (1968) One more time: How do you motivate employees? Harvard Business Review, Jan.-Feb., pp Locke EA, Latham P (2002) Building a practically useful theory of goal-setting and task motivation; a 35 year odyssey. American Psychological Association, 57: Locke EA(1984) Effect of self-efficacy,goals and task strategies on task performance, J. Applied Psychology, 69(2): Nagyms MS (2002) Using a single- item approach to measure facet job satisfaction. J. Occupational Psychology, 75(1): Robbins T (1998) Organizational behaviour (8th ed.). New Jersey: Prentice-Hall International. Pujari saritha,importance of motivation in bussiness admin@icmrr.org