EMPLOYEE MOTIVATION

                            

Employee motivation is regarded as an important factor in achieving goals and achieving desired results. Among many real estate companies in Sri Lanka, Prime Land, Access, and Home Lands Skylines have emerged as market leaders in the housing construction and the large scale condominium projects with unique themes. . Many employees are eager to join the company. This company treats employee rewards in order to maintain a high level of motivation.

Figure 1 – Motivational subcategories

                                                               (Bratton J & Gol J, 2007)

Definition Of Motivation

Motivation can be defined in various ways. Motivation is like the steering wheel of a vehicle that drives you to achieve your goals (Ismail, 2008). Bartol (1998) defines motivation as forces that strengthen to energize the behavior and inspire the learning to continue. The motivation factor plays an important role of to achieve the company goals (Bartol, 1998).

P.Korzynski( 2013) According to the study,  employee motivation is influenced by two factors: technology and organizational changes. When a company moves to new technology systems and new developments, it motivates its employees and gives them a sense of confidence (Anastasiu, 2009). This is a long-term strategy for a company to encourage consistent growth. Employees are willing to work in a modern and wok environment where they feel confident.

To motivate employees, the Home Lands Skylines company is constantly embracing new technology. In place of carrying laptops, recently introduced lates tabs to the sales department demonstrate the virtual presentation even when they are not inside the project. The new technology motivates the sales team.

Motivated employees are more willing to work (Weerasinghe, 2009). Graham ( 2009) stated that motivation and job satisfaction show a relationship in the organization to achieve the goals, satisfied employees deliver the maximum commitment to work and unsatisfied employees failed to deliver their best to the organization. According to Kreisman (2002), a well-motivated and stable workforce that is skilled, committed, and effective is the most valuable asset to the organization.

All organizations are considered what can be done to achieve cons outstanding results through people, it means paying close attention to how individuals can best be motivated through means such as incentives, rewards, recognition and, importantly as a result company gets outstanding performance (Armstrong, 2010). Job satisfaction always has a positive influence on employee performance and needs to provide them challenging work to the employee and motivate them with good rewards to satisfy them (Pintrich P, 2003)

The company will hold an annual general meeting to reward and recognize the best salesperson for the year, who will be awarded a cash prize. Motivation accelerates you to achieve exceptional results.

When an organization's employees are dissatisfied, managers will find it difficult to complete the assigned task. Organizations should understand the loss of performing employees due to dissatisfaction with the job and the lack of motivation is big damage to the company in the long run. (VARMA, 2017) stating that motivated employees always have a committed approach toward company goals.

Azash S ( 2011) specified that organizations today recognize the value of motivated and satisfied employees as important contributors to long-term goals and it has caused organizations to cater to their employees' expectations and needs, and they can expect the same in return. Further, he stated that motivation also has a positive impact on individual and group performance, which in turn has an impact on organizational performance (Azash S, 2011). Without increased employee motivation and morale, the organization risks losing valued employees and will be at a significant disadvantage in attracting potential best talents (Dessler, 2003) , Motivation is a powerful tool that influences human behavior because no two people have the same attitude or behavior, organizations must develop practices that will satisfy the group as a whole rather than just an individual (VARMA, 2017). Successful companies must be able to identify and evaluate internal motivation resulting from an employee's job satisfaction, and supported by external motivation as needed (Kuranchie-Mensah & Amponsah-Tawiah, 2016)

Rewards can be used to attract prospective job applicants, achieve human resource goals, and gain a competitive advantage (Bratton J & Gol J, 2007). This is especially important for companies to higher high caliber employees in order to improve the work quality and gain market share and gain a reputation in the industry. Hellriege & Slocum (2007) also stated that reward systems are the main key factor of motivation and employee skills, knowledge, and abilities are the main factors to drive the organization towards success and they will be rewarded based on their performance. According to Hafiza, S.N  (2011) several factors such as training and development opportunities, working conditions, the worker-employer relationship, job security, and the company’s policies and practices for employee recognition can all have an impact on job satisfaction.    

 

They are different ways to motivate employees ranging from simply recognizing the employee by saying “Thank you “to more complex rewards combined with set targets (Torrington, 2008). Employee motivation reflects the number of effort employees is willing to put in order to achieve good results, which means that both intrinsic and extrinsic motivation contributes to employee satisfaction, which improves performance and productivity. (Bhattacharyya, 2007) . Lawler (2003) emphasizes that in the twenty-first century, treating people well is not an option but a necessity.

 

 

 

References

Anastasiu, L., 2009. HOW CAN THE CHANGING OF TECHNOLOGY BECOME A MOTIVATING FACTOR IN HUMAN RESOURCES MANAGEMENT corect. onference: 5th International Conference Management of Technological ChangesAt: Alexandroupolis, Greece, Issue Universitatea Tehnica Cluj-Napoca.

Armstrong, M., 2010. A Handbook of Human Resource Management Practice. Kogan Page: London., Issue 10th ed.

Azash S MD, R. S. K., 2011. The motivational Factors and job satisfaction. a study on public and private sector bank employees in Kadapa district andra pradesh, International Refereed Research Journal Vol.– II, Issue –4, [161], (Journal of arts , science & commerence E ISSN 2229-4686).

Bartol, K. a. M. D., 1998. Management, 3rd ed. McGraw-Hill, Issue New York, NY.

Bhattacharyya, D., 2007. Human Resource Research Methods. New Delhi: Oxford University press.

Bratton J & Gol J, 2007. Human Resource Management:. Theory and Practice , (4th ed.).(London: Palgrave Macmillan.).

Dessler, G., 2003. Human Resource Management. Upper Saddle River, New Jersey: Prentice Hall. , Volume 9th ed.

Graham, S. &. W. C. (., 2009. An attributional approach to motivation in school. In K. R. Wenzel & A. Wigfield (Eds.Handbook of motivation at school, Issue . Routledge/Taylor & Francis Group., p. (pp. 11–33). .

Hafiza, S.N., Shah, S.S., Jamsheed, H., & Zaman, K, 2011. Relationship between rewards And employee’s motivation in the non-profit organizations of Pakistan. Business Intelligence, Journal, , Volume 4(2), 327-329..

Hellriegel . D & Slocum. J W, 2007. Organisational Behavior.. Thomson South-Western..

Ismail, R. I. A. Z. H., 2008. "Employee motivation: a Malaysian perspective". Journal of Commerce and Management, Vol. 18 Iss 4 pp. 344 - 362.

Kreisman, B. J., 2002. Insights Into Employee Motivation. Commitment and Retention, Issue White Paper. Insights Denver..

Kuranchie-Mensah, E. B. & Amponsah-Tawiah, K., 2016. Employee motivation and work performance: AEmployee motivation and work performance:. Journal of Industrial Engineering and Management (JIEM), Volume Vol. 9, Iss. 2.

Lawler, E., 2003. Treat people right.. . San Francisco: Jossey-Bass Inc. McGraw- Hill Irwin. .

P.Korzynski, 2013. Employee Motivation in new working environment. International Journal of Academic Research 5(5), pp. 184-188.

Pintrich P, R., 2003. A Motivational science perspectives on the role of student motivation in learning and teaching context. Journal of educational Psychology , 95(4),667-686.

Roger, R., II. UU. YFF: s.n.

Torrington, D. H. L. &. T. S., 2008. Human Resource Management. Harlow: Pearson Education Ltd..

VARMA, D., 2017. IMPORTANCE OF EMPLOYEE MOTIVATION & JOB SATISFACTION. International Journal of Social Science & Interdisciplinary Research, Volume IJSSIR, Vol. 6 (2), FEBRUARY (2017), pp. 10-20.

Weerasinghe, M. A. M. S. &. T. D., 2009. The Impact of Financial Rewards on work Motivation of Operational Level Employees…. Volume Sri Lanka Journal of Advanced Social Studies Vol. 9 No. 1, .

METHODS OF MOTIVATING EMPLOYEES

                        

Motivation is commonly referred to as thinking or acting in a specific way. Motivated employees are more active, and happy to work in an organizational environment.   (Sabir, 2017) Stating that motivated employees will be having the following qualities.

1.             A more efficient method of completing a task

2.          .   Be more concerned with quality.

3.             Increase your productivity and efficiency by recognize.

To gain the maximum an organization must recognize that employees are not the same, they are with unique characteristics. Therefore, an organization can motivate its employees with many types of methods.

Motivating factors can be intrinsic, which means they come from inside, or extrinsic, which means they come from outside. According to (Herzberg, 1987) , intrinsic motivation includes achievement, recognition for achievement, the task itself, responsibility, and progress or advancement. Mainly driving factors include, company policy and administration, supervision, and interpersonal interactions. As per Herzberg (1987) and Knoop (1994) Employees are satisfied when intrinsic motivation factors are available and employees will be dissatisfied in the absence of extrinsic motivational elements. Intrinsic and extrinsic motivation are both necessary and can be encouraging in the workplace to motivate employees and improve productivity.

With a better understanding of the employee, you will be able to motivate them using appropriate motivation methods. It will boost employee engagement and happiness. Intrinsic motivation is a type of internal motivator. Employees work because they enjoy the excitement, sense of achievement, joy, and personal fulfillment. That comes from both the processes and the outcomes of their work-related activities (Bauer K.N Orvis K.A Ely, 2016).

Extrinsic motivate employees that are motivated by external factors. People can be motivated or can provide tangible feedback through rewards such as bonuses, benefits, and awards. K. J Skaggs (1991) states that Salary, bonuses, recognition, praise, flexible working hours, and social rights are examples of intrinsic and extrinsic rewards in the reward management system. (L L Liu ., 2007) stating enterprises can use a reward management system to attract, retain, and motivate employees to achieve high levels of performance.               

Rewards & Recognition

(Eshun, 2011) emphasis that the employees can be motivated by the organization's reward and recognition systems and that would be one of the most important factors in increasing the organization's productivity. The sales team at Home Lands Company is motivated by rewarding the best salesperson every month and the best salesperson of the year.

Employees can be recognized in a variety of ways. Rewards recognition can be displayed in front of the audience as the best salesperson of the year, or it can give them vouchers to spend with their families, or it can provide them with personal development opportunities and training programs. That will encourage employees to maintain the same attitude toward the workplace. (Sabir, 2017) stating that highly motivated employees are always helping organizations to achieve company goals and it is the main plan of the organization’

Satisfactory remuneration and salary package

ISLAM (2020) states that salaries are an important source of income for employees and determine their standard of living and it will provide basic attraction to an employee and leads to employee motivation. Homelands company motivates with the luxury vehicle for transportation and incentive structure.

Training and development programs

According to Lockley (2012) another effective employee motivation approach is to provide training and development programs that effectively contribute to individuals' personal and professional growth. All sales representatives of the company will go through a training program every 6 months.

Job Rotation, Flexible schedule

Llopis (2012 ) has designated alternative working patterns such as job rotation, flexible schedules, and flexible working as effective motivational tools. When an employee has flexible working hours, he or she can report to the office whenever it is convenient for them and complete the working hours in an efficient manner. Flexible working hours will help you to maintain a good life-work balance. (Sussanna Shagvaliyeva, 2014).The sales representatives at Home Lands Company have flexible work schedules. 8 a.m. to 5 p.m. or 10 a.m. to 7 p.m.

Efficient Communication

Line managers and supervisors can ensure efficient communication with their teams by using a direct medium rather than relying on emails will create a relationship and a bond among the team and will increase the team’s motivation (Wylie, 2004).

Additional responsibilities

Additional responsibilities can be a highly motivating aspect of a job for some employees and it allows them to have a greater sense of ownership in various organizational efforts, which motivates them to try so hard for business success (Davidescu, 2020). This will help employees to have their own satisfaction.

References

Bauer K.N Orvis K.A Ely, K. a. S. E. A., 2016. Re-examination of motivation in learning contexts: meta-analytically investigating the role Re-examination of motivation in learning contexts: meta-analytically investigating the role type of. J. Bus. Psychol, pp. 31, 33–50. doi: 10.1007/s10869-015-9401-1.

Davidescu, A. A., 2020. Work Flexibility, Job Satisfaction, and Job Performance among Romanian Employee Implications for Sustainable Human.

Eshun, C., 2011. Rewards as a Motivation Tool for employee performance.

Herzberg, F., 1987. How do you motivate employee. Harvard Business Review,, Volume 109, p. 65.

ISLAM, 2020. What Factors Do Motivate Employees at the Workplace? Evidence from Service Organizations. Associate Professor, Department of Business Administration, The International University of Scholars .

K. J Skaggs, A. D. .. A., 1991. The use of concurrent schedules to evaluate the effects of extrinsic rewards on “intrinsic motivation”: a replication. J. Org. Behav. Manage. 12, 45–83., p. 10.1300/J075v12n01_04.

Knoop, R., 1994. Work Values and job satisfaction. The journal of psychology , Volume 128, p. 683.

L L Liu ., L. B.-M. Y. J. Y. W. W., 2007. Does dopaminergic reward system contribute to explaining comorbidity obesity and ADHD?. Med. Hypotheses , pp. 70, 1118–1120. 10.1016/j.mehy.

Llopis, G., 2012 . The Top 9 Things That Ultimately Motivate Employees to Achieve. Forbes.

Lockley, M., 2012. The Secret to Motivating a Team. The Guardian.

Sussanna Shagvaliyeva, R. Y., 2014. American Journal of Industrial and Business Management. Impact of Flexible Working Hours on Work-Life Balance, Volume Vol.4 No.1(2014), Article ID:42311,4 pages.

Wylie, K., 2004. Managers Get the Staff They Deserve. GRIN Verlag. .

 

 

 

 

 

IMPORTANCE OF EMPLOYEE MOTIVATION

The Home Lands Company is currently working on large-scale housing and development projects in Sri Lanka. Because they are dealing with high-value houses worth more than 30 million per unit, the sales team must remain motivated at all times.

Figure 2- Home Lands Skyline company projects in Sri Lanka

           Canterbury Gulf Villas                      Santorini Project           Oceana Beach Resort Apartment 

                                                   (Source : www.homelandsskyline.lk)

It is essential to retain highly motivated employees because the Home Lands company delivers high-value houses and apartments to customers. The company will ensure that the facilities, infrastructure, and technical guidance provided are satisfactory to the customer. To keep customers happy the company will make convinced that its employees are satisfied.

One of the most important factors influencing human behavior and performance is motivation (Abbah,  2014). Employees can be motivated on the job for various reasons such as recognition, job enjoyment, promotion opportunities, Incentives and personal growth. Adi ( 2000) States that employees can be motivated on the job by a variety of factors, including a sense of accomplishment, recognition, job enjoyment, promotion opportunities, responsibility, and the opportunity for personal growth. (Kumery, 2004) Stating that Employee motivation can lead to increased productivity, efficiency, and performance of the Organization.

 ü  Improved Job satisfaction

Motivated employees always provide higher productivity to the company by maintaining higher standards.  An employee who is motivated is enthusiastic, driven, and takes pride in their work. When a worker's motivation is low, the company’s revenue and output may go down. LMA (1988), emphasizes motivation as a means of increasing employee satisfaction, productivity, and efficiency. A motivating environment will change the employee’s capability, capacity, and efficiency level, and the satisfied employee will increase company productivity (Duah, 2011). Employees who are motivated and satisfied will work hard to achieve organizational goals (Kallimullah, 2010).

ü  Improved efficiency

The company is eager to motivate employees by providing a good incentive scheme, promotions, annual bonuses, and learning opportunities and it will increase the organizational performance (Varma, 2017) . Organizations also must take a similar approach in order to achieve employee goals. This goal can be met by creating an inspiring work environment that promotes and addresses employees' needs for growth and development.

Consider an employee who is unmotivated at work and the organization will use various methods to motivate different layers of employees and to ensure that they are satisfied with everything in the organization (Bhavikatti, 2021).  An unsatisfied employee spends their time at their desk surfing the internet for personal enjoyment or even looking for a new job and waste of your time and money also impact of employee dissatisfaction creates absenteeism, low performance, lower morale, low contribution towards team performance as well as the achievement of the organizational goal and as a result, it is critical to investigate and comprehend the factors that motivate and create job satisfaction among employees (Varma, 2017)

Every successful organization has a dedicated workforce, commitment is the result of motivation and job satisfaction and it is the energy that drives employees to organizational goals (al, 2011) . Myers( 1998) Stating that employees who are motivated to work will generally give their all to the tasks that are assigned to them. Bottom-line employees are the foundation of the company's ability to generate profits and ensure its long-term viability. Employees in the bottom line are motivated to achieve maximum productivity in collaboration with their supervisors (Babalola, 2021). Focusing on bottom-line results is widely regarded as beneficial to both organizational and employee productivity (M, 2007).

ü  Achievement of the company's goal

Motivated employees are always assets to the company.      This will demonstrate the benefits of having motivated employees in the workplace. These highly satisfied employees are more productive, efficient, and willing to work even late hours. As a result, these employees are less likely to leave the company and will stay for a longer period of time. Employee turnover will be reduced. employees will spread the good word about the company, making it easier to hire new employees. This will result in lower employee turnover and higher profits. In the market industry, the company has a good reputation.

References

Abbah, M. T., Apr. 2014. Employee Motivation: The Key to Effective Organizational. IOSR Journal of Business and Management (IOSR-JBM), e-ISSN: 2278-487X, p-ISSN: 2319-7668. Volume 16, Issue 4. Ver. I (Apr. 2014), PP 01-08(Department of Marketing, Federal Polytechnic Bauchi PMB 0231Bauchi-Nigeria).

Adi, D., 2000. Motivation as a Means of Effective Staff Productivity in the Public Sector. A Case Study of Nigerian Immigration Service, Borno State of Nigeria, Issue Unpublished MPA Thesis. School University of Maiduguri Nigeria..

al, A. e., 2011. The motivation factors and job satisfaction. A study on selected public and private sectors bank employee in KADAPA DISTRIC. Andra pradesh.

Babalola, M. T. M. G. ,. R., 2021. How and when supervisors bottom line menality motivates employees contributions in the workplace.. Journal of management,47 ,pp.1134-1154,ISSN 0149-2063, p. pp .

Bhavikatti, D. V. I., 2021. EMPLOYEE MOTIVATION AND WORK PEFORMANCE IN. Assistant professor Gurukul Degree Colleg Karnataka State Akkamahadevi Women’s University, p. ournal of University of Shanghai for Science and Technology.

Duah, C. E. &. F. K., 2011. Rewards as a Motivation tool for Employee Performance. Urban Ljungquist.

Kallimullah, A. R. Y. N. M. &. J., 2010. Survey of Relationship between Organizational Justice and Empowerment (A Case Study). European Journal of Economics,. Finance and Administrative Sciences, Issue European Journal of Economics, pp. 165-171..

Kumery, R., 2004. Employee Motivation as it relates to effectiness, effeciency, productivity and perfomance. Nova Southeastern University, Issue Aliied Academis International Conference.

LMA, A., 1988. Corporate objectives and self development .. The Specialist International Journal of Institute of Management Sepecialist., p. 3(5).

M, F., 2007. The social responsibility of business is to increase its profits.. In corporate ethics and coporate fovernance (PP.173-178), Sprimger , Berline,Heidelberg..

Myers, M. A. T. A. R. M., 1998. Motivation and job satisfaction Managemnet Decesion. 36/4 pp 226-231, MCB University Press .

Varma, D., 2017. IMPORTANCE OF EMPLOYEE MOTIVATION & JOB SATISFACTION FOR ORGANIZATIONAL PERFORMANCE. Electronic copy available at: https://ssrn.com/abstract=3073813 International Journal of Social Science & Interdisciplinary Research__ ISSN 2277-3630, Volume JSSIR, Vol. 6 (2), FEBRUARY (2017), pp. 10-20 Online available at indianresearchjournals.com 10 .

 

 

 

 

 

 

 

 

 

 

 

 

                                                                                                                        

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MOTIVATION THEORIES

 

Maslow’s Hierarchy of Needs

Abraham Maslow was a pioneering 20th-century psychologist whose "hierarchy of needs" theory is still widely used today. Motivation theories are important because they serve as the foundation for modern management theories and are still used by many practicing managers Maslow's defining work was the creation of the hierarchy of needs (Gawel, 1996). Maslow's Hierarchy of Needs is a well-known motivation theory in the world. Maslow starts with the idea that people always want something, and what they want is defined by what they already have. 

The way Maslow's theory is explained, according to Lake ( 2000) is based on the fact that people want to achieve more in life, and their needs are prioritized according to their importance. Maslow developed a five-stage theory (Illustrated in figure 3.0) in which he categorizes and prioritizes an individual's needs (Jerome., 2013). Furthermore, humans have a general pattern of recognizing and satisfying their needs in the same order (Abulof, 2017).

 

Figure 3.0 - Maslow’s Hierarchy of Needs

                              Source : (Ricky W. Griffin, 2007)

Maslow’s Hierarchy of Needs theory

Physiological needs are at the bottom of the hierarchy. These requirements are primarily met by adequate wages, as well as the work environment itself, which includes a restroom, proper lighting, and comfortable ventilation for the employees. (Ricky W. Griffin, 2007). Home Lands Skylines is the leading Real Estate company in Sri Lanka, and they provide a decent salary package, company transportation, drinking water, a restroom and a lunchroom, and a comfortable working environment to satisfy the basic needs of the development and office staff.

Next are the security needs for a secure physical and emotional environment. Managers should provide job security, insurance, and retirement benefit packages to employees in the workplace. In order to feel that family is secure in society. These needs can be satisfied in the workplace by job continuity.  (Ricky W. Griffin, 2007). The company provides health insurance to the employee and his family members. Specifically for the project, they provide safety shoes and hats, as well as hang all safety signboards in the project area to reduce safety risks.

 Belongingness needs related to the social process. Employee needs love and affection and needs to be accepted by their peers (Maslow, 1943). Managers can help meet these needs by encouraging social interaction and making employees feel like they are a part of the team. The project managers will assist employees in maintaining a work-life balance. To maintain a good relationship between the manager and the employee, the company conducts training programs and organizes annual trips. 

(Ricky W. Griffin, 2007) States that esteem needs to comprise two different sets of needs, the need is positive Self-image and self-respect, and the need for recognition and respect from others also managers can help address these needs by job title, rewards, recognition. The company's recognition for the best salesperson of the month and year, improved incentive schemes for the sales team, and new company vehicles for the AGM and higher levels.

In the final level of self-actualization, more intrinsic level managers can provide challenging job assignments and opportunities for the employees to feel a sense of success. One of the pieces of advice was for managers to find ways of motivating employees by devising programs or practices aimed at satisfying emerging or unmet needs (Kretiner, 1998). The company's recognition for the best salesperson of the month and year, improved incentive schemes for the sales team, and new company vehicles for the AGM and higher levels.

 Video 1: Maslow’s Hierarchy of Needs – What is the Hierarchy of Needs

(Happiness.com, 2017)

 

 References

Abulof, U., 2017. Introduction: Why we need Maslow in the twenty-first Century. Society,.

Gawel, J. E., 1996. Herzberg's theory of motivation and Maslow's hierarchy of needs are Practical.

Happiness.com, 2017. What is Maslow's Pyramid? What is the hierarchy of needs?. youtube, Issue https://www.youtube.com/watch?v=zLHiWjMFYUU.

Jerome., N., 2013. Application of the Maslow’s Hierarchy of Need Theory. impacts and Implications on Organizational Culture,Human resources and Employee’s Performance. International Journal of Business and Management, , Volume Volume 2 Issue 3, 41-42..

Kretiner, R. &. K. A., 1998. Organizational Behavior. Boston: Irwin McGraw-Hill.Lake, .

Lake, S., 2000. Low-cost strategies for employee retention. Compensation and Benefits Review, pp. 32(4), 65-72. .

Maslow, A. H., 1943. A Theory of Human Motivation.. Psychological Review,, pp. 50, 394-395.

Ricky W. Griffin, 2007. “Management”. p. Tenth Edition.