In this paper, motivation theories are compared with regards to how they can be used to motivate individuals & employees to achieve more. Organizational goals and objectives cannot be achieved without motivation and job satisfaction. Organizations that do not motivate their employees frequently suffer from catastrophic consequences, such as depression, turnover, and burnout, which undermine success. Motivating employees is an essential aspect of making employees an organization’s greatest asset and ensuring their retention. In the study, suggestions are given to organizations on how to establish working environments that foster positive attitudes among employees. This study utilized a qualitative methodology and a theory-based approach.
Motivating employees is about assuring them they’ll have a job they love, a good working environment, loyalty and belonging, and assuring they will be challenged. Motivating an employee may be due to external causes (extrinsic) such as rewards or internal reasons (intrinsic) such as forging ahead. When it comes to the day-to-day operations of a business, a lack of motivation is a risk factor. Some employees operate highly dangerous tools and equipment daily. Thus, about work issues, organizations must ensure the well-being of their employees as well as their emotions.
Motivating an employee to work and achieve results can come from their passion and desire. Motivating an employee in this manner raises his feelings to accomplish a goal. The employee’s morale and desire to work is boosted by an external factor such as a reward in extrinsic motivation. The level of motivation dictates how far employees will go for compensation for hard work. Performance is linked to the employee’s pay, which is external to the employee. Aside from rewards, there are some external factors that motivate employees, such as promotions, job stability, and salary increases. Therefore, organizations should continue to develop strategies that motivate their employees to be able to maintain and grow their workforce. For employees to achieve and be innovative, they must believe in themselves, which will boost the success of the organization.
Management and leadership styles play a key role in motivating employees in organizations. In addition to financial rewards, employees can also be motivated by non-financial rewards. Leadership must develop and align with theories that lead to employee satisfaction and job satisfaction. Although there is no one reliable theory, a combination of theories can be applied. Motivated workers must be given a voice and a platform to deal with concerns about motivation.
To align and comply with organizational goals, each employee should be aware of the company’s goals and vision. There are organizations in which workers work in an assembly line where one employee’s absence can affect the entire plant. The results of good production are always positive if employees are motivated and inspired. In a results-oriented organization, employees are motivated to reach their goals by the company going all out to motivate them.
Although there is so much research, theory, and data on motivation, why do we need additional qualitative research on motivation theories?
Is it because of evolving society, culture, laws, & technology that people’s preferences, thinking/behaving patterns are changing so do their motivational factors/triggers are constantly developing thet’s why motivation theories and research is needed?