“Treat your employees’ right so they won’t use your internet to look for new jobs.” Mark Zuckerberg (Pinterest, 2017)
Employee is a
person, who works for a Company under a contract to a payment (Muhl, 2002).
Where, the Motivation is the choice, method or the process that drives to
achieve the employee’s ultimate goal, objective or the KPIs(Eccles, Wigfield,
& Schiefele, 1998). Conjoining the two words will empower the employee
engagement towards to achieve the vision of the company, because motivated
employees will be an assert for the Organization.
Analyzing and
categorizing the employees of the Organization, Motivation is also can be
categorized in to two types. Intrinsic
motivation and Extrinsic motivation.
Doing something related to work because its individually motivated and the
results will give rewards and believes by themselves can be defines as Intrinsic
motivation such as receiving positive feedback from the supervisor, career
guidance, honor or feelings (Deci,1973).
Doing or working something because the person will get rewarded or
recognized through external factors can be defined as extrinsic motivation such
as bonuses, awards, rewards (Reiss, 2005)
Considering
these factors to the Insurance Company, is important where the service is
provided by the employees of the Organization especially in Life Insurance.
Thus the employee motivation plays a major role in two categories of the
employment cadre of the organization as Sales staff and the back office staff.
Therefor the company is maintaining two sub units in human resources
departments as Sales force Administration (SFA) to the sales cadre initiates
and motivates through the incentives, commissions, competitions and foreign
tours to satisfy and drive the company through extrinsic drivers and flexy
working hours, insurance and medical facilities for the employee’s family
through intrinsic motivational drivers, where Employee engagement unit under
the Human resources department is responsible for the back office or else the
permanent cadre staff initiating and motivating through above mentioned factors
(union assurance, 2019).
As a result of
maintaining the employee motivation, company received the Best employer brand award
for the years of 2018 and 2019. And great place to work award for more than 10
years (union assurance, 2019).
References
Deci, E.L., (1973). Intrinsic motivation.
Eccles, J. S., Wigfield, A., & Schiefele, U. (1998).
Motivation to succeed. In W. Damon & N. Eisenberg (Ed.), Handbook of
child psychology: Social, emotional, and personality development 1017–1095.
John Wiley & Sons, Inc..
Muhl, C.J., (2002) What Is an Employee-The Answer Depends on
the Federal Law. Monthly Lab. Rev., 125, 3
Pinterest. (2017) Words. Available from: https://www.pinterest.nz/pin/863917140996557426/
[Accessed 6 November 2021].
Reiss, S., (2005). Extrinsic and intrinsic motivation at 30:
Unresolved scientific issues. The Behavior Analyst, 28(1), 1-14.
Union Assurance. (2019)annual report 2019. Colombo: Union
Assurance [online] Available from: https://unionassurance.com/wp-content/uploads/2020/03/UAL-2019.pdf
[Accessed 6 November 2021].
Hi Deshani, Agreed with your points; furthermore, motivation is considered a key driver of performance because it is linked to numerous benefits at work (Pinder 2008). Motivated employees are more engaged in their work (Rich 2006), their performance is of higher quality (Cerasoli et al. 2014), and they profit more from occupational training (Massenberg et al. 2015). Additionally, they are more strongly committed to their work, work longer hours, pick more challenging goals to achieve (Becker et al. , 2015), and are more willing to share knowledge at the workplace (Lin2007). Due to its positive consequences, motivation plays a central role in management, both in theory and management practice.
ReplyDeleteHi Nirmika, Agree with your comments that add a value addition to the blog post. further would like to add as per (Nohria, Groysberg, and Lee 2008) identify the drives as Acquire, bond, comprehend and defend that fulfil the employee motivation via primary lever as reward system, culture, job design and performance-Management and Resource-Allocation Processes to identify the actions that should be in placed with the employee motivation as well.
DeleteHi deshani, agree with your, adding to your points, Motivated and committed employees with high levels of job involvement are considered as important asset to an organization (Denton, 1987). also motivated employee has aligned their goals with the organization's goals and directs their efforts in that direction (Kalimullah, 2010). To keeping the employee motivation, commitment and job involvement up is always rewarding to a business as motivated and committed employees are more productive (Denton, 1987).
ReplyDeleteHi Dineth, Yes indeed. Further motivated employees will help to improve the performance of the organization via producing the quality of work and minimize the retention of the company to maintain a employee brand as well (Shao, Cardona, Ng and Trau, 2017).
DeleteHi Deshani, In recent researches it has also been argued that workers in both public and private sectors require motivation from their company's to perform in the most favorable way in their job role and obtain job satisfaction. Money is one of the main motivational factors while other factors can be identified as rewards, recognition, appreciation, professional development, positive company culture, flexible work schedules, career development opportunities, job security and work environment (Ahmadi and Alireza, 2007).
ReplyDeleteHi Deleep. Agree with your comments. As explained in the blog post yes it is important to motivate the employees through the extrinsic rewards such as bonus, incentive, commissions, development opportunities for the employees and promotions (Mahaney and Lederer, 2006).Furthermore training and coaching is also consider as an intrinsic rewards (Yoon, Sung and Choi, 2015).
DeleteAgree with you Deshani. According to Chaudhary and Sharma (2012), Employees who are motivated outperform those who are not. If an employee is satisfied and happy, he or she will do his or her job in the most fantastic way possible. The outcome will be beneficial, and it will inspire other employees in the office.
ReplyDeleteHi Janakan, Yes . That's why an organization is always looking for to minimize the barely motivated employees for an organization to achieve the ultimate goal of the company (William, 2010).Further the company I have been working is always consider as the mental factors as allocate 12.30 to 1.00pm for lunch break, no meetings after 6 and weekends will also introduced to motivate the employees in the organization as well (unionassurance, 2021).
DeleteHi Deshani, Agreed to your points. Adding to that looking positive motivating factors to the organization, there can be a high chance of employee will transfer to engage to disengagement. Imposing unwanted rules and regulation is also leading to employee disengagement where it is creating fear among the employees to complete the assign duties (Wildermuth, 2019).
ReplyDeleteHi Lakshan, Thanks for your feedback and agree with your comments as well. Organization has to introduce rules and regulations that inline with the values of the company as well to drive to achieve the vision of the company. However it is important to balance these rules to be fit before implementing to the organization and clearly communicate to the employees as well (Foss, Foss and Nell, 2012).
DeleteGood day, Deshani. I agree with the above statement. According to Mike (2008), employee interactions have become a crucial component in boosting an organization's performance and efficiency. Management and coordination of human activity has become crucial to achieving organizational objectives. Furthermore, this achievement makes it easier to protect employees' interests and welfare, reducing the likelihood of a conflict between the corporation and the individual.
ReplyDeleteHi Isuru. Good day for you as well. Yes agree with you. However this is an human resource KPI that helps the organization to continue the momentum to minimize the conflict between the employees (Khan and Sheikh, 2012), have to maintain a good relationship with the employees to identify the ground level grievances to minimize the conflict between the corporation and the individual (Opatha and Ismail, 2001).
DeleteHi Deshani. Well-explained article. Paul & Vincent (2018) mentions that the motivators which fulfill the employees’ various competing needs, are the elements used to boost the organizational performance. Thus the human resource managers must address the actual requirements of the particular employee before they implement any motivational strategy (Lee & Raschke, 2016).
ReplyDeleteHi Gihan, Thanks for your feedback and well said. Yes. It is important to address the employees needs accordingly (Ambrose, 2010). Further the responsibility of the concept is as you mentioned is falling under the human resource management where it might differ in considering to my organization, recreation club of the company is also responsible for employee motivation as well (unionassurance, 2020).
DeleteHi Deshani, Well explained. Motivation is close to the concept of directing or leading. Motivating employees implies encouraging humans to get higher initiative and interest in the work allowed. It is the art of making things done willingly by others (Souders, 2021).
ReplyDeleteHi Indika, Thank you for your valuable thoughts. Further would like to add to your comment as mentioned, yes it is directing the employees to leads towards to achieve the ultimate goal of the company (Nohria, Groysberg and Lee, 2008). Moreover the highly motivate employees will be an example for the above statement as well. Hence organization has to plan the employee motivation at the initial stage of the year planning will also improve and in directly effect to the growth of the organization as well (unionassurance, 2020).
DeleteHi Deshani , Well written article , agreed with your points , when people motivated they put extra effort fulfil their task towards organizational goals. Motivation is the strength and
ReplyDeletedirection of behaviour and the factors that influence people to behave in certain ways. People are motivated when they expect that a course of action is likely to lead to the attainment of a goal and a valued reward – one that satisfies their needs and wants(Armstrong,2014)
Hi Manoj, Agree with your comment. Yes. As mentioned, if the customer is motivated through the factors, that improves the work performance, quality of the product or service, relationship between the subordinates and retention of workers will also benefited for the organization to achieve the ultimate goal of the company (Abbah, 2014). Further above mentioned organization is also conducting lots of activities in order to keep the momentum ongoing. Moreover this will explains in other blog post as well (unionassurance,2021).
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