ACCENT JOURNAL OF ECONOMICS ECOLOGY & ENGINEERING Available Online: www.ajeee.co.in/index.php/AJEEE
Vol.03, Issue 02, February 2018, ISSN -2456-1037 (INTERNATIONAL JOURNAL) UGC APPROVED NO. 48767
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ANALYTICAL STUDY OF MOTIVATION PRACTICES MONIKA CHOUDHARY
Research Scholar, Jayoti Vidyapeeth Women's University, Jaipur DR. MINI AMIT ARRAWATIA,
Research Guide, Jayoti Vidyapeeth Women's University, Jaipur Email: [email protected]
Productivity growth plays a substantial role in improving the performance of every organization. Productivity is affected by many factors in which labor productivity is the key measure of any organization performance. It is believed that labor productivity, however, depends on motivation of Employees. Therefore, in order to improve the labor productivity, managers and employers should focus on motivation and the ways in which employee’s motivation can be strengthened. The main problem that managers and employers are facing in this process is the lack of information about ways and factors that can help the organization to produce enough motivation on employees.
In the other word we can say that the success of an organization largely depends upon the level of performance of its employees. The level of the performance of an employee is a function of his abilities and motivation. Motivation is an art of stimulating people to get the desired things done. It is one of the important factors affecting human behavior. Motivational factors are the perceived needs of the employees, satisfaction of the employees will contribute to employees' performance and productivity. The process of motivation may be internal or external to the individual that arouses enthusiasm, and persistence to pursue a certain course of action.
Major ideas which have been discovered about motivational processes as they appear in industry, lie six general principles are:
Motivation is psychological and not logical. It is primarily an emotional process and most basic motivations are defined in terms of feelings. Man uses objects, people, actions, and ideas as tools in his never-ending pursuit of the way he wants to feel.
Motivation is fundamentally an unconscious process. Most of us find this difficult or impossible to believes,
but in most instances a man Gles not himself know the real reasons why he acts as he does or what it is that he seeks.
Motivation is an individual matter. The key to a person's behavior lies within himself. The supervisor must use judgment to figure out why each person reacts the way he does in a given situation.
Not only do motivating needs differ from person to person, but in any individual they vary from time to time.
There is a constantly shifting hierarchy of needs within the person. Some one of all the things he wants is at the top of his list at any given moment.
Motivation is inevitably a social process. The individual does not live in a vacuum. His actions and his needs are shaped from the moment of birth by the people around him. Some of this influence comes through the broad general society in which he lives, some through the smaller groupings
In the vast majority of our daily actions we are guided by habits established by motivational processes that were active many years earlier.
METHODS OF MOTIVATION:
There are as many different methods of motivating employees today as there are companies operating in the global business environment. Still, some strategies are prevalent across all organizations striving to improve employee motivation. The best employee motivation efforts will focus on what the employees deem to be important. It may be that employees within the same department of the same organization will have different motivators. Many organizations today find that flexibility in job design and reward systems has resulted in employees' increased longevity with the company, improved productivity, and better morale.
Empowerment: Giving employees more responsibility and decision-making authority increases their realm of control
ACCENT JOURNAL OF ECONOMICS ECOLOGY & ENGINEERING Available Online: www.ajeee.co.in/index.php/AJEEE
Vol.03, Issue 02, February 2018, ISSN -2456-1037 (INTERNATIONAL JOURNAL) UGC APPROVED NO. 48767
2 over the tasks for which they are held responsible and better equips them to carry out those tasks. As a result, feelings of frustration arising from being held accountable for something one does not have the resources to carry out are diminished. Energy is diverted from self- preservation to improved task accomplishment.
Quality of Life: The number of hours worked each week by American workers is on the rise, and many families have two adults working those increased hours.
Under these circumstances, many workers are left wondering how to meet the demands of their lives beyond the workplace. Often, this concern occurs while at work and may reduce an employee's productivity and morale.
Monetary Incentive:For all the championing of alternative motivators, money still occupies a major place in the mix of motivators. The sharing of a company's profits gives incentive to employees to produce a quality product, perform a quality service, or improve the quality of a process within the company.
What benefits the company directly benefits the employee. Monetary and other rewards are being given to employees for generating cost-savings or process-improving ideas, to boost productivity and reduce absenteeism.
Other Incentives: Study after study has found that the most effective motivators of workers are nonmonetary. Monetary systems are insufficient motivators, in part because expectations often exceed results and because disparity between salaried individuals may divide rather than unite employees. Proven nonmonetary positive motivators foster team spirit and include recognition, responsibility, and advancement.
Motivation has been derived from the word motive. Motive is anything that initiates or sustains (continue) activity. It is an inner state that energizes activates or moves & that directs or channels behavior towards goals. Motive is a psychological force within an individual that sets him in motion. Motivation is a general inspirational process which gets the members of the team to pull their weights effectively, to give loyalty to the group, to carry out properly the task that they have accepted & generally to play an effective part, in the job that the group has undertaken.
Motivation has two primary approaches:
content and process. Words like: needs, goals, values, culture, management and incentives are all related to motive or motivation
Motivation is the process of giving direction a person is inner drives & actions towards certain goals & committing his energies to achieve these goals. It involves a chain reaction starting with felt needs, resulting in motivates which give rise to tension which causes action towards goals. It is the process of stimulating people to strive willingly towards the achievement of organizational goals.
References:
Angelo S Denisi, Ricky W Griffin: (2009), “Human Resources Management”, Biztantra Publication, New Delhi 2nd edition
Branham, L. (2005), “Planning to become an employer of choice”, Journal of Organizational Excellence, 24, 57-68
Herman Roger E. (1991), “Keeping Good People: Strategies For Solving the Dilemma of the Decade”, McGraw-Hill, Inc. New York.1991.
