Introduction
Employee motivation is critical to ensuring that employees accomplish their work satisfactorily, achieving organizational goals. This presentation suggests five strategies for motivating employees of various races, faiths, ages, and genders. The techniques used are based on Maslow’s and Herzberg’s motivation theories. The presentation discusses what employees may do to inspire themselves, what motivates the presenter to finish their work, and how the tools used relate to the four mentioned employees, Adara, Ivy, Maria, and Richard
Employee Motivation
The success of every business relies heavily on a motivated workforce. Motivation is an employee’s enthusiasm for work and commitment to getting things done to benefit the firm (Aleksic-Glisovic et al., 2019). Inspired workers show greater investment in their work, produce better results, and report more job satisfaction, all contributing to lesser turnover and higher profits. It is impossible to exaggerate the value of a highly motivated workforce in fostering an innovative, collaborative, and productive workplace. Employees are more driven when they feel appreciated, have room to learn and advance, are guided by caring management, and have a meaningful role in the organization. A more enthusiastic and committed workforce can achieve better organizational outcomes, which can be achieved through increased awareness of these characteristics and the adoption of methods to boost employee motivation
Maslow’s Hierarchy of Needs
Abraham Maslow developed his famous Hierarchy of Needs to describe what motivates humans. The idea assumes that people have desires and needs that they endeavor to meet and that these desires and needs can be prioritized. The needs at the top of the hierarchy cannot be addressed until the requirements at the bottom are met (Abbas, 2020). The five levels of the hierarchy are physiological, safety, love and belonging, esteem, and self-actualization. Regarding employee motivation, Maslow’s hierarchy of needs theory suggests that companies should prioritize addressing their employees’ basic needs, such as a safe workplace and fair pay, before worrying about more abstract demands like self-actualization and career growth. Companies may create an inspiring and practical workplace by understanding and satisfying the needs of their employees
Herzberg’s Two-Factor Theory
The Two-Factor Theory of Herzberg has significant consequences for employee motivation. Companies must guarantee that basic needs are satisfied in the workplace, but they cannot encourage employees just through hygiene issues. Employers must also provide recognition, growth, and meaningful work opportunities to create a motivated staff (Maria, 2019). It includes establishing positions that provide people with purpose and autonomy and fostering a work atmosphere that promotes collaboration, innovation, and creativity. Employers can boost employee motivation and engagement by concentrating on hygienic elements and motivators.
Five Tools to Motivate Employees
Maslow’s Hierarchy of Needs and Herzberg’s Two-Factor Theory are two of the most effective employee motivational approaches. Work enrichment and rotation are two ways that may help employees achieve self-actualization (Maria, 2019). Another alternative is to employ flexible working hours to achieve Herzberg’s hygiene criteria of work-life balance and job stability. Furthermore, acknowledging and empowering employees can boost engagement and loyalty, consistent with Maslow’s need for esteem and self-actualization, as well as Herzberg’s success and recognition motivating theories. Telecommuting is another viable alternative because it fits the criterion of physical working circumstances while giving individuals more control over their work environment. Third, financial incentives that meet Herzberg’s motivator of income and benefits may be highly motivating for some workers. Organizations may enhance staff morale and output by implementing these strategies appropriately.
Job Enrichment or Rotation
Job enrichment and rotation improve employee motivation in the workplace. For Adara, who has been performing the same tasks for several years, job rotation could be an effective tool to help her gain new skills and experiences and increase her motivation. On the other hand, Maria may benefit from job enrichment, which involves giving her more control over her work and increasing her responsibility. Using job enrichment and rotation, managers can help address Maslow’s theory by fulfilling employees’ higher-level needs, such as self-actualization and esteem.
Flexible Work Hours
Work satisfaction is an essential component of Herzberg’s Two-Factor Theory of Motivation, and flexible work hours can effectively motivate employees and improve job satisfaction. Richard and Ivy, two employees with very different family responsibilities, illustrate how flexible scheduling may be beneficial. Richard’s small children will benefit from working from 7 a.m. to 3 p.m. Ivy works from 11 a.m. to 7 p.m. to help care for her elderly mother. Working from home or altering work hours to meet family obligations might benefit employees. According to Herzberg’s method, meeting employees’ needs leads to higher levels of job satisfaction and employee loyalty.
Employee Recognition and Empowerment
Maslow’s and Herzberg’s motivation theories can be supplemented with employee appreciation and empowerment. Empowering employees has more input in how their jobs are carried out. Extending gratitude in the workplace entails doing so publicly. Adara values public and private gestures of gratitude for her hard work and dedication to her job. Adara’s sense of agency and empowerment can be enhanced by including her in decision-making and giving her more control over her work. Richard may receive a bonus or increase as a token of the company’s appreciation for his accomplishments. Enabling Richard to head a project or design his schedule gives him more autonomy at work. Employee recognition and empowerment efforts meet workers’ demands for esteem and control in the workplace, thus satisfying Maslow’s and Herzberg’s theories.
Telecommuting
Employees no longer have to report to a central location to complete their shifts. Allowing Ivy and Richard to work remotely or from home would provide them the flexibility they want to balance their career and personal lives. As a result, job satisfaction and retention may improve. Working from home provides a better work-life balance while saving time and money on travel expenses. Telecommuting offers numerous benefits but has certain disadvantages, such as isolation and difficulty communicating with coworkers. Employee cooperation and sociability opportunities, such as virtual meetings and team-building exercises, can offset these challenges. According to Herzberg’s theory, telecommuting has the potential to boost worker happiness and retention, but its implementation requires rigorous investigation and appraisal of the benefits and cons.
Financial Incentives
Employees are motivated by monetary incentives, but according to Herzberg’s Two-Factor Theory, qualities like workplace contentment and public acclaim are essential. Adara would be more motivated to work if monetary rewards were linked to successfully completing a project or attaining predetermined goals. Giving Maria a monetary incentive for earning positive client feedback is what she needs to succeed. Although monetary incentives may assist in motivating employees, Herzberg believes they are insufficient. These should be combined with non-monetary incentives such as public praise, job happiness, and growth opportunities. Companies will never be able to build a work environment that inspires and retains employees unless they use both rewards.
Conclusion
In conclusion, employee motivation requires self-motivation rather than relying on external rewards and incentives. Workers can motivate themselves in various ways, such as internal motivation, goal-setting and self-reflection, and continual training and education. Individuals must be motivated by something other than money or recognition to be intrinsically motivated. Setting clear goals and reporting on success can help employees stay engaged and motivated. Opportunities to learn new talents and acquire confidence in one’s ability can inspire employees. Self-motivation approaches enable employees to direct their inspiration, resulting in increased dedication and effectiveness at work.
References
Abbas, J. (2020). Service quality in higher education institutions: Qualitative evidence from the students’ perspectives using Maslow hierarchy of needs. International Journal of Quality and Service Sciences, 12(3), 371–384. Web.
Aleksic-Glisovic, M., Jerotijevic, G., & Jerotijevic, Z. (2019). Modern approaches to employee motivation. Ekonomika, 65(2), 121–133. Web.
Maria, E. (2019). The influence of organizational culture, compensation and interpersonal communication in employee performance through work motivation as mediation. International Review of Management and Marketing, 9(5), 133–140. Web.