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, .