The role of motivation concerning the work performance of employees in organizations has emerged across the world during the era of human resource management that has been referred as equipment proposed in order to enhance and promote the efficiency as well as productivity level of the organization along with its degree of performance. Motivation has been contributing an effective role in the evaluating the level of employee job performance at any organizational level. The concept behind motivation level of employees has been regarded as a persistent concept in human resource management and has been drawing extensive attention as an essential area of scholarly understanding (Cherian & Jacob, 2013). Furthermore, the need of motivation and incentives in the working domain with the elevating rate of employees being engaged in both private and public organization. The rate of employee performance has not only been emphasized on the expertise and wage level of employees but further on the degree of motivation and enthusiasm that employees possess in recent times. As a result, efficiency and productivity level along with the rate of employee retention has been regarded as functions of employee functioning environment as well as the role and nature of the work (Dobre, 2013). The essay aims to study the role of motivation in understanding organisational behaviour by throwing light on various motivational methods. In addition to this, the essay also will highlight the significance of motivation on employee as well as organizational performance by providing the organizational applications of Maslow need theory.
Several ways and approaches have been witnessed in order to motivate employees in modern working environment. Organizations in recent times have been implementing various strategies to enhance the motivational level of employees. However, it has been noticed that diverse individuals possess varied kinds of ideologies, perceptions and approaches and thus are able to comprehend the needs, demands of employees by further utilizing suitable enthusiastic methods which can further aid to improve the level of motivation of employees (Bellé, 2013). The concept of employee empowerment has been encouraged as a way to develop motivation whereby empowerment provides the employees certain sentiments associated with authorization, productivity and organizational influence by creating a sense of autonomy while stating preferences and ways to function in the organization by identifying the sense of liability and competence to execute role in a satisfactory way with the feeling of success and accomplishment within prospective areas along with the anticipate consequences (Cerasoli, Nicklin & Ford, 2014). The role of achievement motivation has been regarded as an essential need for success and further indicates the desire for the accomplishment of excellence. For instance, the necessity for recreation and attainment for a well-balanced work life, to gain the sense of involvement and satisfaction have been posed as an influential motivating factor for employees (Bellé, 2013). Furthermore, the idea of growth motivation has been linked to the progress and development that has been aiding to employee retention. At this juncture, it must be noted that well-contented employees have higher rate of enthusiasm, inclination, determination and reflect greater degree of ambitiousness. Well-motivated employees look for enhanced opportunity avenues, to gain increase knowledge and develop improved skills in order to broaden their network and further to confront the employees with varied positions and roles (Pinder, 2014). Providing incentives and further stimulating the development of motivation has been considered as a fundamental approach of increasing the motivational level of employees. Several observations have revealed that the concept of employee motivation and enthusiasm has been perceived as a decisive influence on the degree of organizational productivity whereby enterprises with greater presence of motivation have ensured high rate of cooperation and the feeling of dedication and contentment within the domain of its influence and authority (Cerasoli & Ford, 2014). It must be identified that motivation acts as a significant factor to both an individual and the organization. However, the idea concerning motivation has been identified as a critical factor for an individual that stimulates an individual to accomplish objectives and goals. However, for an organization the role of motivation has been regarded as a dimension that results to greater level of employee morale and satisfaction. Furthermore, motivation as a method has been acknowledging individuals to expand an individual’s area of expertise and skills and to evaluate the competence level and potentialities (Jex & Britt, 2014).
The evaluation of factors associated with motivation can be viewed from the psychological perspective that has been regarded as a recent and challenging concept. It has been distinguished that content theories of motivation concerns the recognition of personal needs and desires while process theoretical aspects have fundamentally been revolving around the ideas reflecting the behavioural patterns of employees within the organization. It must be noted that the proper understanding of ideas related to needs and rewards must be recognized in order to comprehend the aspects of both content and process theories (Jerome, 2013). The ideological dimensions of content characterize the efforts and performance to categorize these shared needs associated with particular categorizations (Kaur,2013). The level of employee performance in an organization is immensely dependent on the motivational roles in order to satisfy the needs and demands of employees. Renowned psychologists such as Maslow has focused on the aspects of human needs and the way the theoretical perspectives have been associated with organizational management (Zameer et al., 2014). Maslow’s Hierarchy of Needs has begun with the lowest level of need that is the physiology requirements which incorporates essential needs for human existence and is thus regarded as most significant because of its need to attain it at the first level. This level signifies that employers who pay minimum living wage will aim to accomplish certain fundamental necessities. The next level characterises the need for security that has further revealed that in organizations employees can accomplish such requirements and needs by guaranteeing employees about their protection from physical, verbal or emotional hazards and further have the sense of job security and satisfaction (Lazaroiu, 2015). However, the following level that demonstrates the human need and desire for love, affection and belonging explains the humans’ needs are basically interpersonal, engaged and based on acceptance. Furthermore, employers or managers from the organizational perspective are being able to execute a satisfactory and reasonable rewards system and further implement specific organizational program whereby employees provide active participation in accomplishing the demands and requirements of their employee base (DuBrin, 2013). The concept of esteem needs belongs to the fourth level of Maslow’s Hierarchy of Needs which can be attained when an individual meets his or her satisfaction level by developing a sense of positive, valuable, determined life (Adiele & Abraham, 2013). Lastly, the role of self-actualization has been positioned at the highest level of the hierarchical level employees aim to work on everything by utilizing the best of their abilities and competencies. However, in the opinion of Maslow, individuals in order to achieve this of level of needs must not only aim to attain and intend to satisfy their previous needs and desires but further put efficient efforts to expertise those needs (Ozguner & Ozguner, 2014).
Maslow’s theory of need has been positioned in the realistic as well as practical understanding concerning the management aspect of organizations. However, the foundation concerning the theoretical aspects is associated with the idea that it enables the role to provide recommendations to managers regarding the way employees can be motivated or stimulated to be self-actualized because of the ability that self-actualized employees possess to elevate their unique and creative abilities and potentialities (Burke & Noumair, 2015). As a result, it becomes immensely crucial for managers or supervisors to provide effective assistance to employees to accomplish organizational needs and demands by implementing certain strategies or approaches. Firstly, Maslow has emphasized on the identification of employee’s attainments whereby recognizing the achievements of employees has been regarded as a significant way to develop their level of satisfaction towards their esteem desires and requirements (Maslow, 2013). This can be associated to the forms of rewards and recognitions. It has been witnessed that the concept of rewards and recognition are executed by modern organizations in order to develop the ways of enhancing satisfaction and contentment level of clients or stakeholders and further elevate the level of organizational performance (Lazaroiu, 2015). However, it has been noted that such concepts of rewards and acknowledgements can only produce efficacy only if such activities are directly associated to the desired behaviours of the employees. Secondly, the supply of financial security of employees has been considered as a significant form of safety requirement which employees seek to work efficiently in an organization. Thus several modern organizations have been emphasizing on this factor in order to motivate and stimulate employees by further transforming them to have adequate economic security by further making them engage in the process of revenue generation of the organization. Several organizations such as Woolworths and Coles have revealed that over 50% of the workplace has received economic outplacement services in order to aid unsatisfied employees to secure new jobs (Adiele & Abraham, 2013). The third approach has focused on providing scopes to establish a ground for socialization to the employees. The term ‘socialization’ has been referred as one of the significant factors to sustain the spirit and enthusiasm to develop effective team building and performance. Employees engaged in teams demonstrate the abilities to increase the organizational performance. Thus, employees’ psychological needs and requirements have been regarded as essential for organizational performance thus has been providing effectives incentives and rewards in order to sustain employees and increase the rate of employee retention (Lazaroiu, 2015). As a result, several companies have been effectively offering insurance concessions along with health lifestyles whereas additional premiums have been provided to the employees who have high risk habits such as alcohol consumption or smoking.
However, certain criticisms have been developed concerning the aspects of Maslow’s Need Theory of motivation whereby it has been stated by Maslow that the lack of accomplishment and achievement of an individual reflects to his or her incompetence of functioning in efficient manner. Certain studies related to Maslow’s theory has underpinned the peculiarity between the insufficiencies and growth needs but further stated that not all individuals have the competence to accomplish their higher-order requirements on the job (Maslow, 2013). Several observations have revealed that employees belonging to the higher echelons of the organization have the expertise to accomplish their development and deficiencies while employees belonging to lower organizational positions have the ability to satisfy their shortage of needs on the job and responsibility (Burke & Noumair, 2015). Furthermore, it has been noted that Maslow’s theoretical notions on motivation has not received adequate acknowledgement in regards to certain ideologies it proposes. However, this model of Maslow has been conceptualized to provide explanations of the behavioural patterns of the employees who reflect greater level of motivation in growth need strength as employees who condemn to the idea of elevating their development will not realize any forms of psychological responses towards their roles and responsibilities (Zameer et al., 2014). Few fundamental disapprovals have been witnessed which has been directed to the need theory along with other content theoretical aspects of motivation such as it has been assumed by need theory that employees possess certain level of similarities and not entirely dependent on motivation but rather associated with factors related to job contentment.
Thus it can be noted that motivational level of employees has been providing a decisive role in the productivity level and effectiveness of organization and further strongly aids to its development and level of prosperity. As a result, it has been essential for any organization to comprehend the actual understanding of employees and the way organizations have been functioning to elevate the overall job performance. It has been noted that the factors related motivation of employees have been influenced by two fundamental factors such as extrinsic as well as intrinsic motivational factors whereby the extrinsic emerges from certain external components associated with remuneration and other factors related to rewards and recognition. While concepts related to intrinsic motivational factors have been derived from the internal characteristics of an individual and associated to their needs, requirements, desires, aims and other beneficial packages. As employees are regarded as a major contributed entity to the achievement and progress of the organization, the motivational aspect of employees can be attained through the empowerment and recognition of employees whereby enhanced rate of employee engagement reveals greater level of employee motivation as well as satisfaction.
Introduction
Organizations engaged in global business operations undergo certain degree of challenges and complexities. Corporate performance as well as the growth of sales is often considered as internal and external operating environment factors. Organizations in order to maintain its sustainability in a profitable manner within the immensely challenging as well as competitive global market economy, factors associated with Employee Retention and Production must be determined in a productive manner. The rate of increased productivity and efficiency is regarded as an enduring beneficial factor of employee motivation (Goetsch & Davis, 2014). A motivated or well-contented employee is perceived as a valuable and important asset of an organization that produces immense value to the organization in sustaining and reinforcing the business and revenue development. The report intends to study the way factors related motivation influence the role of employee communication and satisfaction in O’connor Marketing organization in Australia.
Impact of Motivational Needs in Organizational Performance
Proper identification of individuals’ needs has been regarded as a significant factor within the workforce which can aid the management to develop their approaches and strategies and further enable them to obtain the most efficient skills and abilities of each individual employee. Maslow’s Hierarchy of Needs has been associated to organizational theoretical aspects and behaviours as it reveals the motivational level of an individual employee. It has been noted that for any organization, the primary cause behind the persistent activities of an organization is to attain certain organizational goals, performance level has been established related tom various factors (Elnaga & Imran, 2014). Furthermore, attainment of individualistic goals assists an employee to sustain his or her motivational level and increases its level of job satisfaction. With the enhancement of proficiency level and employee relationship, factors related to motivation aids to improve the performance level and resulting to the organizational targets and objectives. Factors related to motivation has transformed the enthusiasm level to embodied subject whereby the organizational productivity is a degree to which organization intends to attain its goals implementing certain resources and by positioning creates tension and pressure on its members.
O’connour impact on employee communication and satisfaction
O’connour marketing recognized as one of the leading marketing organization which has been performing with the perception and belief that an effective leader truly inspires action and further inspire others employees to develop such skills and expertise (Choi et al., 2016). Utilizing such behaviours shared by certain significant leaders who have demonstrated the way leaders have been effectively establishing communication competences an increase and further motivate the other employees associated with them. It is important to note that while factors related charisma, skills and knowledge can provide assistance to O’connour to create an influence on the other employees in order to acquire true respect and extract the most efficient ability of an employee who must be able to develop motivation and inspiration within the employees (O’connour marketing, 2018). Factors related to leadership concentrates on the individuals further leading them to improved and highly advanced performance further developing inspiration within the employees to perform for the attainment of organizational performance. This company has perceived the notion of leadership as a significant area of expertise for all employers to excel (Elnaga & Imran, 2014).
O’connour marketing has been recognized for its effective collaboration with CEO’s, supervisors, presidents, investors as well as other board members in order to refurbish the approaches and strategies of forming a communication base with their employees (O’connour marketing, 2018). The company performs with the notion of communicating its aimed culture and ethics and further involving several essential elements to improve its employee motivation level and further influence the level of confidence and engagement of its stakeholders.
Conclusion
Therefore from the above discussion it can be stated that transparent communication process and proper employee empowerment leads to an increased productivity level of the organization. O’connour marketing with its effective strategies has been enhancing motivation and satisfaction level of the employees thus has resulted of being a leading and most recognized organization of Australia.
References
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