Factors affecting employees motivation
Category : Motivation Theories
Factors affecting employees’ motivation
The study will be dealing with employee motivation of Ethiopian organizations, finding out several factors affecting the level of motivation from looking at positive factors as well negative factors that will shake in the mode of motivation received by the employees. Ideally, from one point employees are being considered as a manpower basis into the production of goods and services (1973). The need to recognize if some employees are not motivated by money as employee behavior is linked to certain comprised attitudes ( 1993). (1995), define motivation as the psychological process that gives behavior purpose and direction also, an internal drive to satisfy an unsatisfied need according to (1994), and the will to achieve (1993). For the study, employee motivation assume an inner force that drives individuals to accomplish personal and organizational goals.
The research objectives for this research would be, to describe the importance of certain factors in motivating employees of Ethiopian organization preferably, the small and medium sized business. Thus, research assumption sought to recognize rankings of certain employee motivating factors namely: job security, loyalty to employees, conducive working conditions, better wage system, work performance appreciation as well as promotion and growth at work
What is employee motivation? How it is applied in business organizations? Discuss motivation theories
What are the factors affecting employee motivation? List them and provide possible positive and negative factors
How does employees received motivation? Are they motivated based on standards and norms?
What are several ways that organization may use to constantly motivate their employees?
Is performance affected by factors such as wage systems and the issue of money, the amount of salary given? Explain in relation to theories.
Does flexible paying terms work effectively to positively motivate employees? Why? What can be done to improve employee motivation at Ethiopian organizations? Give cases of employee motivation
The significance of motivational factors of employees provides useful information for the centers' director and employees. Knowing how to use this information in motivating Ethiopian based employees can be complex if, Hertzberg's theory is followed, management should begin by focusing on pay and job security before focusing on interesting work and full appreciation of work done. If Adams' equity theory is followed, management should begin by focusing on areas where there may be perceived inequities before focusing on interesting work and job security. The key to motivating centers' employees is to know what motivates them and designing a motivation program based on those needs.
The Role of Motivation
According to (1994), organizations need necessary motivated employees for survival as needed in the fast moving and changing workplaces. Motivated employees help organizations survive. Motivated employees are more productive. To be effective, managers need to understand what motivates employees within the context of the roles they perform ( 1991). For example, research suggests that as employees' income increases, money becomes less of motivator ( 1987) and if becoming older, interesting work becomes one great motivator.
There can be approaches that assume understanding of motivation based on Maslow's need-hierarchy theory, Herzberg's two- factor theory, Vroom's expectancy theory, Adams' equity theory, and Skinner's reinforcement theory. Maslow argued that lower level needs had to be satisfied before the next higher level need would motivate employees. work categorized motivation into two factors: motivators and hygienes ( 1959). Vroom's theory is based on the belief that employee effort will lead to performance and performance will lead to rewards ( 1964). Rewards may be either positive or negative. The more positive the reward the more likely the employee will be highly motivated. Conversely, the more negative the reward the less likely the employee will be motivated. Adams' theory states that employees strive for equity between themselves and other workers. Equity is achieved when the ratio of employee outcomes over inputs is equal to other employee outcomes over inputs (1965). theory simply states those employees' behaviors that lead to positive outcomes will be repeated and behaviors that lead to negative outcomes will not be repeated (1953). Pay was not ranked as one of the most important motivational factors by (1987), but was ranked second in this research and by (1990). Full appreciation of work done was not ranked as one of the most important motivational factors by (1990), but was ranked second in this research and by (1987). There supports the idea that what motivates employees differs given the context in which the employee works. What is clear is that employees rank interesting work as the most important motivational factor.
The research method design will have to employ in descriptive survey method, target population of study will include employees At Ethiopia based organizations and sample size will comprise of 15 employees of target population and be participants of the survey to come up with such participation ratio. A survey questionnaire was developed to collect data for the study ( 1991; 1990; 1987). Data will be collected through use of written questionnaire hand-delivered to participants. Questionnaires to fill out by participants and return through mailbox. The questionnaire will be asking the 15 participants to rank the importance of several factors that motivated them in doing their work based on scaling process 1= as most important and so on. The instrument will be pilot tested to be situated as employees within the institution, comparison will also be used as a research method linking to Maslow's need-hierarchy theory, compares to highest ranked motivational factor to Vroom's expectancy theory and interrelated to other theories of motivation.