Employees And Organizational Effectiveness: Critical Appraisal Of Motivation Techniques In Textile Industry

Importance of motivation and performance in workplaces

Discuss About The Employees On Organizational Effectiveness?

Motivation is an important aspect at workplaces that is a fundamental component measuring human performance (Wong & Laschinger, 2013). Techniques are required that motivate employees to enhance performance of employees. This helps in the fulfilment of organizational goals and gain global competitive advantage. management play an important role in motivating employees and enhance their self-esteem so that it helps to achieve organizational goals. A positive working environment is important for employees that motivate them to achieve action goals (Manzoor, 2012). Therefore, the following essay involves the critical appraisal of an article where the managers used motivation techniques to increase employee productivity by enhancing their efficiency and its strengths and weaknesses.

The thesis statement for the article by authors Guclu and Guney (2017) is that effect of motivation techniques employed by managers’ increases employee productivity at workplaces. Efficiency keeps changing according to economic circumstances that have significant influence on human life. Talents, potential and hidden powers of people are acknowledging strengths that need to emerge. To be efficient and successful at work, people need to recognize their potentials and talents to utilize them at work. For this, motivation acts as an intrinsic factor that reveals the hidden potential and talents of people that can be utilized by managers at workplace in an efficient and influential manner (Bakker, Demerouti & Lieke, 2012). The paper showed that motivation acts as a driving factor that evoke the talents and actual potential of employees at work and achieve success. The strength of this paper is that it employed motivation techniques that promoted efficiency of employees. The paper employed various tests to evaluate the effect of motivation on the employee productivity. The tests include Economic Tools, Psycho-social Tools and Organizational and Managerial Tools, Mann-Whitney Test which were used to evaluate efficiency of employees through motivation. The paper showed that practicing the motivation techniques would make the employees happy and enhance their willingness to work. It also helps in the successful completion of tasks that provide expected and targeted change in the business enterprises and workplaces.

In the given article, Cronbach’s Alpha of Scale was used thoroughly during the program that assessed the safety and validity analysis. Descriptive analysis was also done that was based on frequency range and percentage of demographic data was obtained from scale. The scores obtained were also ensured through Kolmogorov-Smirnov and Shapiro Wilk’s Significance level to resolve the normal variance and scores were also compared through the above tests. The paper also studied the behavior of the managers in motivating employees as it has both positive and negative influences.

Critical appraisal of Guclu and Guney (2017) article on motivation in the workplace

The weaknesses of the paper is that the motivation techniques were employed in a textile industry taking into consideration the type, gender and age of employees. The research study cannot be generalized to other employee population or workplace as it was specifically employed in an industry. The firms in the textile industry were chosen that were within the scope of the research answered to the description that employed more than 50 employees. The research contained questions for the employees working in the textile industry. However, the paper also highlighted the importance of manager-employee relationship that worked as an important factor for motivating them. According to Fiaz et al., (2017) for the successful operations performance, there should be establishment of positive relationship between the employers and employees.

The article by Guclu and Guney (2017) identified the motivation techniques that can be employed by managers for the enhancement of organizational performance and productivity.  For this, the question survey was prepared for the employees to determine their opinions regarding the motivation tools that are employed by managers in association with employee performance. The individual specifications were identified through questions in the first survey section aimed at learning the age, gender, assignment, educational status and experiences of the respondents of the survey. The questions were multiple-choice type used in the survey questionnaire. In the second part of the survey, the questions were designed in a manner where the employees’ opinions were recorded about the motivation tools. Three parts in the question section were prepared according to the five points Likert Scale. The population sample was too big and receiving information from them was not possible, so the authors selected a sample from the big population. Three medium-scaled firms and 229 people filled the questionnaire at the textile industry. 

SPSS 20 packaged software was used for the data analysis regarding the research aim of motivation techniques implemented by managers to measure the efficiency of textile industry workers. The data was validated through safety and validity analysis and frequency variance. The sampling method was appropriate where the authors did not consider a large population and rather focused on a small population that was easy to survey. In another study conducted by Fiaz et al. (2017), this sampling method was used to study the impact of leadership style in motivating employees. This small group was helpful as it represented all categories of the participants and chose the best sample for the study from the entire population.

Evaluation of statistical tests used in Guclu and Guney (2017) study

The research success of the paper by Guclu and Guney (2017) was that it presented the statistical data on the employment of psychosocial, economic and organizational tools among the participants. The motivation techniques were clearly used by the authors in enhancing the efficiency of the employees. The paper gave detailed results regarding the every aspect of employee and showed the importance of these variables in the motivation factor. In the results, it was clearly stated that employee performance is related to the workplace productivity. When employee performance is enhanced, they work towards the accomplishment of the organizational goals. The term of office and assignment status, provide an insight regarding the impact of motivation tools on employee leave, retention and assignment completion. Accounting to Cerasoli, Nicklin & Ford, (2014) job satisfaction and salary factors play an important role in retention of employees and outcomes of organisational goals.

The research hypothesis tested the differential effects on worker’s gender of psychosocial tools, economic tools, managerial and organizational tools from motivation techniques aiming to increase employee efficiency. The psychosocial tool showed that motivation level among the low-income segment was significantly high as compared to middle and high-income segment. It was also observed that managerial and organizational tools were also useful among the low segment people rather than middle and high-income segment of employees. This research study provided reliable information regarding the perception of employees about the motivation tools. It was seen that educational status affected the perceptions of employees regarding the motivation tools. The employees who had high education level was perceived a high amount of motivation as compared to employees with low level of education. Work experience and educational status is important for motivation, as employee would understand the technique well and affect their performance. According to Canrinus et al., (2012) participants who have more work experience and mean education is a result of self-efficacy that have an impact on the organizational behaviour.

Another factor is the income group of the employees. In this, different motivation tools had an impact on the results of the study. As discussed earlier, the psychology tool was useful in influencing the low-income group as the psychosocial support provided by the workplace motivated them. In a similar manner, managerial and organization tools were also useful for motivating the employees. The managerial personality also plays an important role in the in motivating the employees. The managers who have a positive attitude towards motivating employees enhanced their efficiency at the textile industry. This shows that organizational behaviour plays an important role in motivating employees as positive working environment enhances employee retention as they feel motivated (Barrick, Mount & Li, 2013).  

Importance of positive working environment and manager-employee relationships in motivating employees

I think the research study clearly showed that motivation techniques enhanced employee efficiency and as a result, the organizational productivity. The managerial personal traits were also studied along with the perceptions of the employees regarding the motivation tools. When a manager motivates an employee in a positive manner, there inculcates a feeling of achievement in the employees to perform work and in recognizing their potential to perform a particular task (Grant, 2013). There is also possibility of further growth and achievement along with sense of responsibility and trust among the employees regarding their work performance.  Managers have the potential to understand the personalities and individual hidden powers and therefore, they are the right person to make the employees motivated. In the similar manner, the study results showed that employees are motivated depending on the personal traits of the managers. Emotional stability, agreeableness, openness, conscientiousness, customer service and optimism were the personality predictors that were identified by the study measuring the employee performance depending upon managerial performance (Taubman-Ben-Ari & Yehiel, 2012). However, this was not included in the questionnaire and therefore, acted as a limitation of the study.

The above discussion critically analysed the research study by Guclu and Guney (2017) regarding the motivation tools impact on the employee performance and productivity. The research study showed many results that helped to understand the association between income status and employee education regarding motivation. The future study regarding this research is that manager’s personality should be studied that can also be useful in motivating employees and enhancing their productivity and performance.

References

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Barrick, M. R., Mount, M. K., & Li, N. (2013). The theory of purposeful work behavior: The role of personality, higher-order goals, and job characteristics. Academy of management review, 38(1), 132-153.

Canrinus, E. T., Helms-Lorenz, M., Beijaard, D., Buitink, J., & Hofman, A. (2012). Self-efficacy, job satisfaction, motivation and commitment: Exploring the relationships between indicators of teachers’ professional identity. European journal of psychology of education, 27(1), 115-132.

Cerasoli, C. P., Nicklin, J. M., & Ford, M. T. (2014). Intrinsic motivation and extrinsic incentives jointly predict performance: A 40-year meta-analysis. Psychological bulletin, 140(4), 980.

Fiaz, M., Su, Q., Ikram, A. & Saqib, A. 2017, “Leadership Styles And Employees’ Motivation: Perspective From An Emerging Economy“, The Journal of Developing Areas, vol. 51, no. 4, pp. 143-156.

Grant, A. M. (2013). Rocking the boat but keeping it steady: The role of emotion regulation in employee voice. Academy of Management Journal, 56(6), 1703-1723.

Guclu, H. and Guney, S., 2017. The Effect of the Motivation Techniques Used by Managers to Increase the Productivity of their Workers and an Application. Business Management Dynamics, 6(7), pp.01-08.

Manzoor, Q. A. (2012). Impact of employees motivation on organizational effectiveness. Business management and strategy, 3(1), 1.

Taubman-Ben-Ari, O., & Yehiel, D. (2012). Driving styles and their associations with personality and motivation. Accident Analysis & Prevention, 45, 416-422.

Wong, C. A., & Laschinger, H. K. (2013). Authentic leadership, performance, and job satisfaction: the mediating role of empowerment. Journal of advanced nursing, 69(4), 947-959.