Employee Motivation – Perspective

 

Learning Objectives

 

For employee motivation first let us look at some Learning objectives. They are as follows:

 

 

 

 

As organizations are growing larger and producing cutting-edge software, it is important to retain the talent that you have cultivated over the years. They have put in the time and effort to understand the company’s philosophy, their inner working, have developed all the special features that is the organization’s USP. Keeping employees motivated is an on-going process and there are several mechanisms to keep them in that state. Simple gestures like an appreciation letter, a dinner voucher at a nice restaurant as ways to let your employees know you value them. The slides above are a few ways in which you can keep them motivated to achieve both organizational and personal goals, fulfilling the overall vision.

Every organization should have a framework for motivation, defining discrete steps – Content, processes that bring new ways and mechanisms to satisfy employee needs. Taking care of basic needs, which are not many, from the Maslow theory of human motivation is one way to measure if each of your employee is taken care – personally and is challenged constantly to avoid boredom.

Not all factors are helpful to the organization or the employee. If your take care of only the Hygiene factors (a post work desk, generous pay and allowances, great interpersonal relationships) it grows on them slowly leading to lethargy. It has to be complimented in no small part by the motivations factors, which is assigning responsibility, recognition, applauding achievements and show a career path and growth. These are the dual dimensions that ultimately leads to job satisfaction.

There are many ways to measure motivation of which valence is one. It is the attractiveness of the outcome to the individual. We can calculate these indexes on various parameters. For example, say a manager tasked their employee with producing an on-line course on Robotic Process Automation, which would get them the bonus they wanted as a reward (Valence). According to Vroom’s Expectancy Theory, the employee must believe the task is achievable, in order for them to put the effort into it.

Note that each individual employee has different theories about what they perceive as motivation. There are both intrinsic and extrinsic outcomes. Someone may be driven by pay where another may be driven by self-esteem. Finding the right balance is the job of both the individual’s manager and the HR who frame the process and policies.

Ultimately, the final goal is employee satisfaction

Authored by Vijay Chander – 2022