The Benefits of Employee Motivation:
In an organization, employees are the key resources through which all the other objectives are achieved. Motivation is a power that strengthens behavior, gives route to behavior, and triggers the tendency to continue (Farhad, 2011). Employees can be defined as people who are recruited and selected by a company to carry out specific undertakings. Present Day business success is highly dependent on customer fulfillment which has led to the satisfaction of customer needs being a key priority of any organization in the world. Regardless of this, a notable amount of companies are ineffective in the contentment of their internal customers, better known as their employees (Gupta, 2013). Organizations, regardless of industry and size, strive to create a strong and positive relationship with their employees. However, employees have various competing needs that are driven by different motivators. For example, some employees are motivated by rewards while others focus on achievement or security. Therefore, it is essential for an organization and its managers to understand what really motivates its employees if they intend to maximize organizational performance (Welsh, 2016).
There are two specific types of motivation: financial and non-financial. Let`s focus on ways the employers can motivate employees using financial means as well as non-financial recognitions. In this day in time, there is not always a plentiful amount of money to spend on motivation, so it is important to understand how managers can make their employees feel important. Both types need to be executed in a strategic way to provide the best results (Burton, 2012).
Benefits of Motivation
Everyone works in expectation of some rewards, and welfare (Chao Hong, 1995). In order to understand the impact of employee benefits on employees′ work motivation and productivity, questionnaires were sent to corporations which had undertaken employee benefit programmes. Some of the significant results of this study are: employee benefit programmes have greater impact on work‐motivation than on productivity; monetary benefit programmes are most highly valued by both executives and workers; there is a cognitive gap between management and worker on the importance of employee benefit programmes; different genders have different benefit demands; unmarried employees, more than married employees, perceive that employee benefits have a greater impact on job performance (Wang, 1995 ) Employees with different education levels and positions perceive different employee benefit impacts; and employee benefit programmes have greater influence on younger employees′ job performance (Research Gate ,1995).
Nestle, always takes these 5 top approaches to motivate:
1. Say thank you, with meaningful gifts
2. Put it in writing
3. Give employees career-development opportunities
4. Endorse a healthy lifestyle
5. Use Food service Rewards as incentive
(Source: Management theories Nestle, 2014)
Motivation is the set of forces that initiates, directs and makes people persist in their efforts to accomplish a goal. Motivating employees can be a manager’s biggest challenge. Employee motivation is a key to the overall effectiveness of an organisation. In studies in which goals were clear, compensation was adequate, and a significant amount of support for merit pay plans existed, resulted in positive outcomes (Perry et al., 2009).Today in a world of competitive corporate environment, every company regardless of scales and markets is striving to gain competitive advantage to perform better and to achieve productivity and effectiveness. In order to do that, it is important for an organization to clearly define its objectives, and to know how to do it well with the use of available resources (Nguyen, 2017). However, mentioning an organization’s resources, it is the human resources that fill all the gaps between each step to success. Employees are the one who use their competencies and knowledge to provide support to the company as the way of achieving goals. Organizations across the globe that consider their human resources as a central core of the business and continuously increase the level of their employees’ motivation and performance tend to be more effective (Adi et al., 2000)
Nestle Lanka PLC: A Diverse Workforce, Recruitment and retention – The organization promote diversity by ensuring equal representation of gender amongst candidates and select potentials based on employee’s merits and skills. Train line managers to eliminate bias during the selection process. Post these training sessions, establish focused development plans, which are monitored regularly. Empowering young females to find employment - To attract more qualified females to the firm’s factory and sales teams, Nestle began to build relationships with educational institutions in key towns across the country, to help reach potential female candidates for openings in suitable areas. Flexible work arrangements – Nestles offer flexible work arrangements for primary caregivers, allowing them to work from home in the event of a family emergency. The organization also offers special resources and support services for pregnant and breastfeeding mothers (Annual Report, Nestle Lanka PLC, 2017).
Maslow’s Hierarchy of needs
(Source: Cherry, 2018)
The psychologist Abraham Maslow developed a theory that suggests humans, are motivated to satisfy five basic needs. These needs are arranged in a hierarchy. Maslow suggests that employees seek first to satisfy the lowest level of needs. Once this is done, employees seek to satisfy each higher level of need until we have satisfied all five needs (Cherry, 2018).
According to Tanner (2018) the five levels are as follows
1. Physiological Needs (basic issues of survival such as salary and stable employment)
2. Security needs (stable physical and emotional environment issues such as benefits, pension, safe work environment, and fair work practices)
3. "Belonging" Needs (social acceptance issues such as friendship or cooperation on the job)
4. Esteem needs (positive self-image and respect and recognition issues such as job titles, nice work spaces, and prestigious job assignments.)
5. Self-Actualization needs (Psychological process aimed at maximizing the use of a person’s abilities and resources. This process may vary from one person to another (Couture, 2007).
The Physiological (Physical) stage: Breathing, food, water, sex, homeostasis, these are biological needs which consist of the need for oxygen, food, water, and a relatively constant body temperature. They are the strongest needs because if a person were deprived of all needs, it is these physiological ones that would come first in the person's search for satisfaction (Cherry, 2018).
The Safety stage: security of body, employment, resources, morality, the family, health, property, when all physiological needs are met and are no longer controlling thoughts and behaviors, the needs for security can become active ( Hasan , 2017).
The Love / Belonging stage: Friendship, family, when the needs for safety and for physiological well-being are satisfied, the next class of needs for, affection and belonging can emerge. Maslow states that people seek to overcome feelings of loneliness and alienation. This involves both giving and receiving affection and the sense of belonging (Simons et.al, 1987).
The esteem stage: Self-esteem refers to the positive (high self-esteem) or negative (low self-esteem) feelings that have about human beings. Experiencing the positive feelings of high self-esteem when one believes that are good and worthy and that others view people positively (Tafarodi & Swann, 1995).
The self actualization stage: Abraham Maslow popularized the concept of self-actualization as a process an individual undergoes through life. He believed that most mentally healthy individuals follow a path called growth motivation that allowed them to self-actualize and realize their true potential as they grow older and mature. Maslow’s theory of self-actualization is synonymous with seminal psychological, philosophical, and religious theories that support the noble human transition from self-indulgence to selflessness and altruism (The Humanistic Psychologist, 2016) According to Maslow, these needs, which are arranged in a hierarchical order of importance, i.e. physiological, safety, social, esteem and self-actualization, are universal and thus apply to all employees and workplaces (Adina and Medet 2012).
The organization I work now is a leading organization selling motor cars, the support, motivation & resources provided are according to Maslow`s Hierarchical needs diagram as follows.
Physiological Needs: an attractive remuneration package is offered on par with industry`s norms & this covers the basic needs of every employee.
Safety Needs: This is a very essential requirement by all humans, irrespective of the cadre such as at Office or at home. Employment itself is a safety factor for better living & to be supplied with health related rationales & other needs. A medical facility scheme & a health insurance scheme are implemented for every employee and job security. The organization provides family medical insurance, and after six months of probation is absorbed in to the permanent carder.
Love & belonging: A friendly atmosphere, with better working relationships between subordinates and superiors, along with team spirit building activities such as Training & development seminars are conducted for employees. Annual get together for Xmas & Annual Trip are the evidence.
Esteem Needs: Depending on experience & seniority, employees are being elevated timely in this organisation. Annual award ceremony is another evidence for recognition of efforts & achievements. Senior managers are provided with luxury motor vehicles and other allowances such as for entertainment and foreign travel holidays
Conclusion & Recommendation
As per findings, motivation does wonders to careers as employees are energized and sprit is being uplifted .The relevant job specific knowledge transferring & monetary & non-monetary reward scheme`s are announced & confirmed the employees are highly motivated to run the extra mile without any hesitation. In fact, morale has a huge impact on the success of a team. Therefore, managers must identify de-motivated employees, and uncover the route cause, and implement a strategy to improve employee morale.
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