Загрузил Ismoiljon Nurmatov

Asilbek Khayrullaev

реклама
Motivational Tool on Employee Performance
Asilbek Khayrullaev, Berjozkina G
ISMA University of Applied Sciences, Latvia
*Corresponding author’s e-mail: [email protected]
Received 18 May 2023, www.isma.lv
Abstract (
In today's cutthroat corporate world, motivating people is crucial for organizational success. The literature on the effect of
motivational aids on worker performance and satisfaction is briefly reviewed in this abstract. With an emphasis on inner and extrinsic
motivators, the review covers the theoretical underpinnings of employee motivation. It examines typical organizational motivating
techniques such rewards systems, career development programs, cash incentives, and employee engagement efforts. To meet the
varied demands of employees, a comprehensive strategy incorporating several instruments is stressed. According to empirical data,
properly developed and used motivating tools have a good impact on employee engagement, productivity, and job satisfaction.
Aligning goals, being truthful in communication, and receiving personalised praise are all factors that contribute to success. The risks
of inciting competition, the effectiveness of motivating methods being short-lived, and the need for ongoing evaluation are all
recognised as obstacles and limitations. The need of matching methods to business culture and personal preferences is highlighted.
For businesses looking to comprehend the effects of motivating tools on worker performance and happiness, this review offers
insightful information. In today's dynamic business environment, firms can achieve long-term success through optimizing human
resources through strong motivation.
Keywords: Mistakes, Tool of management, financial incentives, Factors, Approaches
process of generating willingness and desire to perform tasks
effectively, rooted in human needs and expectations.
Meeting diverse demands and creating a pleasant, tensionfree environment contributes to employee motivation and
productivity. Motivation is crucial for achieving
organizational goals and benefiting both the organization
and its employees. It is a continuous and circular process
that requires inducement and encouragement. The
Hawthorne Experiments highlighted the importance of
employee attitudes, demonstrated the impact of attitudes on
performance, and emphasized the need for employee
satisfaction in achieving organizational success. Motivation
plays a vital role in all aspects of life, including familial and
business relationships. Managers must act as both friends
and motivators for their team members. Motivation is
essential for enhancing performance at all levels and is an
integral part of the management process. Understanding
group dynamics and effectively addressing changes are key
aspects derived from the Hawthorne Experiments.
1 Introduction
A person's motivation at work can be described as the
complexity of influences that increase their desire and
readiness to use their potential in order to accomplish
organizational goals (Ekundayo, 2018). Employing
motivational methods to lead employees toward a certain
objective is crucial for meeting employee demands. These
tools come in a variety of forms, and each one has the ability
to inspire workers to increase output.According to (Koontz
etal. 1990), employee motivation is a crucial internal control
tool that must be met in order to get benefits like greater
employee engagement, increased productivity, and
efficiency. Organizations must be motivated, rewarded, and
led toward the proper objectives that people are capable of
achieving if they are to remain competitive in the outside
world. The research report is centered on promotion, one of
these motivational techniques. An essential aspect in
motivation is a promotion, which is defined as an
improvement in an individual's status within an organization
and is positively seen by the promoted person.
2 Motivation as a tool of function
Motivating employees is an essential aspect of effective
management. Managers need to inspire their staff, encourage
teamwork, and provide effective communication and
acknowledgment to foster motivation. Motivation is the
3 Motivational Principals
The following guidelines should be followed if motivation is
to be successful and produce the intended results and
benefits for both employees and employers:
- a proportionate response to effort
1
- The reward should reflect the work expended to obtain
it; the bigger the prize, the more effort expended to obtain it;
- variety (not class) - the award should vary based on the
contribution made and not be influenced by the position or
rank held,
– constructive encouragement (for success)
- good occurrences, whether financial or not, and
accomplishments should be valued; if a bonus is paid prior
to the occurrence of a negative event that leads to its
withdrawal, the absence of the incentive will not be
motivating and the employee will feel cheated;
- psychological distance (the award should not be delayed
in time) - the prize should be given as soon as possible after
the incident that led to its giving, as this will fix the desired
and expected behaviors by the employer,
- right orientation - people should understand why they
are rewarded and penalized, as well as the conditions,
events, and punishments that decide when they will receive a
reward.
- clarity and simplicity - the motivating and rewarding
ideas should be straightforward, understandable, and
transparent.
- Maintenance of incentive thresholds
- the values should be felt, and the predicted reward's
value should motivate employees to make attempts to attain
it.
- internalization of organizational goals - a motivational
system that supports behaviors that advance the
organization's strategic goals should be tied to the
organization's goals.
- Constrained accessibility
- The recipient must feel remarkable and set apart from
other employees if the prize is to inspire; it cannot be given
to everyone.
In conclusion, it is important to positively motivate
employees, which entails progressively bringing their
aspirations to life while also achieving the goals of the
company. If someone is to be disciplined, then the
fundamental principles of penalties should be taken into
consideration. For example, negative criticism should be
given face-to-face and in a way that is not humiliating. This
allows for understanding of the employee's mistakes and
enables future avoidance. Appropriating an employee's
accomplishment is pointless. An employee who receives
praise for their efforts will likely put in longer hours since
they feel appreciated. Ordering fairly ambitious chores will
prevent monotony and routine and will give a sense of
progress. It is important to reach an understanding with them
regarding the direction and workforce development
initiatives in order to avoid a scenario in which the
employer's plans conflict with the employees' development
goals. It makes sense to assign permissions since
accountability in and of itself is motivating. Employees
should receive praise as frequently as feasible so that desired
behaviors can be changed. Finally, a variety of motivational
tools should be used; they come in a vast variety, as was
seen above. Each person is unique and has unique
expectations and values; the art of motivation is in using
these differences to further the goals of both the employee
and the organization.
often analyzed, focusing on McClelland's drive for success
and achievement motivation. Goal-oriented individuals set
specific objectives and thrive in environments that offer
innovation, growth, and hard work. However, they may
struggle with recognizing their limits and avoiding
exhaustion. McClelland's affiliation motivation emphasizes
the desire for good relationships and effective teamwork.
Affiliation-driven individuals value a welcoming workplace
culture and excel in jobs requiring teamwork and
communication. Project managers should foster a culture of
support and shared objectives to motivate those driven by
affiliation. While working with affiliation-motivated people
offers benefits like a happy workplace and strong teamwork,
drawbacks like prioritizing group cohesion over personal
development can arise. McClelland's power motive focuses
on the need for influence and control. Project managers
should understand individual motivational factors to design
tailored environments and tasks for each team member. By
addressing fundamental human needs and individual
motivators, project teams can achieve higher performance
and satisfaction..
5 Monetary Incentives
Companies have access to various incentives, including
monetary and non-financial options. Monetary incentives
include base pay, bonuses, commissions, and awards.
Base pay, irrespective of performance, serves as the
primary financial incentive for employees. Result-based
bonuses provide variable compensation, while
discretionary incentives are granted at the employer's
discretion. Commissions, often expressed as percentages,
reward employees for sales contributions. Rewards, both
tangible and monetary, should fulfill three requirements:
making employees feel valued, timely delivery upon
meeting requirements, and selective distribution. Noncash rewards such as tools, extra medical care, childcare
services, additional holidays, outings, and educational
subsidies inspire workers. Equipment, office settings, and
supplementary benefits like medical assistance contribute
to employee motivation. The reintroduction of company
creches allows convenience for working parents, and
additional vacation time can serve as a motivating factor.
Business trips and social activities can also be included as
incentives. Funding staff development, particularly in
knowledge and skills, through training opportunities
further promotes motivation and competency
improvement. Organizations effectively employ a
combination of monetary and non-monetary incentives to
inspire employees, enhance job satisfaction, and foster a
productive workplace..
6 Factors of Employee Motivation
According to Wheelhouse (1989), certain elements are
crucial to employees' performance and, if ignored by
managers, can have a detrimental effect on motivation. This
study looks at a number of independent variables, including
compensation, job security, training and development,
management communication style, working environment,
reward, recognition, and promotion. When offered to top
performers, rewards are a crucial instrument for promoting
desired behavior (Locke and Latham, 1990). Herzberg
(1968) contends that incentives are merely satisfiers or
dissatisfiers and that motivation derives from the activity
4 Motivational Mistakes
Different project teams have varying levels of motivation.
Factors influencing individual and team performance are
2
itself. To establish a balance between basic pay, benefits,
and external awards, managers should review the incentive
programs in their organizations. Internal rewards, like a
sense of greatness or accomplishment, also have an impact.
When employees receive recognition for their
accomplishments, it serves as a significant motivator (Pinar,
2011). It promotes respect, encourages workers to
demonstrate their abilities, and supports a supportive and
creative workplace culture. Offering employees additional
roles and responsibilities through promotion can inspire
them to work harder (Jurgensen, 1978). Employees are more
likely to accept their new tasks and realize the benefits of
their work when explicit instructions, support, and resources
are given to them. Employee motivation strategies that are
just transitory include salary, wages, and increments.
Employee productivity is highly impacted by financial
factors, according to research (Locke et al., 1980; Guzzo et
al., 1985). For employee motivation, gratitude is significant,
but good pay and financial incentives are more important
(Trank et al., 2002; Harrison et al., 1996; Trevor et al.,
1997). Security is crucial for the performance and
motivation of employees. To ensure that employees feel safe
in their jobs, businesses frequently offer insurance benefits,
retirement programs, and savings plans (Wheelhouse, 1989).
In order to provide personnel with the appropriate skills and
abilities, training and development are essential. To
encourage a workforce that prioritizes serving customers,
technical and interactive skills training should be provided
on an ongoing basis to both employees and supervisors
(Valaries et al., 1996). While motivation is vital, the
resources available and the employees' capacity to complete
the work also play a big part (Alexander et al., 2000).
Employees who are driven work harder to build a solid
reputation and make better contributions to the company
(Alexander et al., 2000).
al., 1968). Positive outcomes are produced by highperforming personnel because they go above and above
when necessary and are more dependable (Spurgeon &
Harrington, 1989; Ono et al., 1991). The ability to motivate
oneself has long been seen as a crucial element in improving
one's productivity at work (Asad, 1986). According to
research, there is a correlation between employee motivation
and performance, with driven workers typically achieving
higher levels of performance (Bradley, 2004; Ryan & Deci,
2000). Employing people who are ready to grow and
advance, as well as offering the appropriate training, are
practical recommendations for firms to boost motivation and
performance (Bradley, 2004). Employees that are highly
motivated, driven by satisfaction, put forth more effort and
work at their best (Ryan & Deci, 2000; Bradley, 2004).
Furthermore, motivated personnel are more productive and
add more value to the company (Deci, 1971; Akerlof &
Kranton, 2005). This is because they are engaged in
satisfying and interesting work. Employees demonstrating
their full potential reinforces this reciprocal benefit, leading
to ongoing growth and excellent performance (Jen et al.,
2004; Chadwick, Hunter & Walston, 2004). Higher
responsibility levels can also inspire employees since they
stimulate involvement and the efficient use of their skills
(Khodov, 2003). forth contrast, unmotivated workers put
forth little effort, avoid tasks, and deliver subpar work,
which frequently results in turnover (Wigfield et al., 2004).
8 Conclusion
The information gathered leads to the conclusion that
employee performance can be motivated by promotion. The
course paper focuses on how promotion can impact workers
and inspire them to improve performance. The article also
discusses many elements that are important in promoting
employees and pushing them to deliver higher results.
Additionally, according to the course paper, characteristics
like acknowledgment, autonomy, and appreciation–all
components of promotion–have a good effect on the
employee and consequently enhance productivity in order to
meet goals. According to the survey, promotions also come
with benefits that encourage employees and go beyond a
simple pay increase. In light of this, it can be said that
promotion serves as a motivating tool for an organization to
improve employee performance
References
7 Approaches to Motivation on Employees’
Performance and Behavior
The way people act and perform at work is referred to as
employee performance. It is an ongoing process with the
goal of enhancing both individual and organizational
performance rather than just fulfilling duties in exchange for
incentives or pay increases (Baker, 1999). Performance
reviews are used by organizations to evaluate an employee's
skills, productivity, and potential for growth (Goldthorpe et
[1] AbrehamTadesse (2017) –The Effect of Employee Promotion Practice on Job Satisfaction: The Case of Dashen Bank S.C.– Addis Ababa
University School of Commerce
[2] AkahNdang William (2010) –Employee Motivation and Performance– Mikkeli University of Applied Sciences,
https://www.academia.edu/10237441/
[3] Almas Sabir. Motivation: Outstanding Way to Promote Productivity in Employees. American Journal of Management Science and Engineering.
[4] Ashley Miller (2017) –How Do Employees Get Motivated by Promotions?
[5] Boamah Richard (2014) –The Effect of Motivation on Employees– Performance: Empirical Evidence from the BrongAhafo Education
Directorate– The Department of Managerial Science, 115.
[6] DdamuliraSseruyange Chris (2009) –PROMOTIONS AS A MOTIVATION FACTOR TOWARDS EMPLOYEES– PERFORMANCE: A
CASE STUDY OF UGANDA POLICE FORCES (UPF)– The Department of Religious Studies, 2004/HD03/2347U. )
[7] Edith W. M. Gathungu, Dr. Mike A. Iravo, Prof. G.S. Namusonge (2015) –Effect of Promotion Strategies on the Organizational Commitment of
Banking Sector Employees in Kenya– IOSR Journal of Humanities and Social Science, Volume 20, Issue 10, PP 36-45.
3
Скачать