Factors affecting employee motivation

 Factors affecting employee motivation

For an organization to succeed employee motivation is a critical influencer and close attention needs to be given to factors that affect employee motivational levels (Güngör, 2011). Initial theories of motivation were looking for causes in the work environment and emphasized the importance of reward and punishment to motivate employees. Different theories in recent times state such as, the theory of self-determination work can be naturally enjoyable as well as interesting (Lazauskaite-Zabielske, Urbanaviciute, and Bagdziuniene, 2015).

According to Che Ahmat, Arendt, and Russell, (2019) employee motivation can be divided into two components which are intrinsic and extrinsic, which means behavior may be motivated by internal rewards such as positive emotion that an employee gets when a customer is served or an external reward such as financial bonus. 

Below is a conceptual framework of rewards and motivation used by (Aamir, Jehanzeb, Rasheed, and Malik, 2012) to elaborate on the factors of motivation.

 

Figure 1. Conceptual framework on Rewards and Motivation

Source: (Tumi, Hasan, and Khalid, 2021) Impact of Compensation, Job Enrichment, and Enlargement, and Training on Employee    Motivation

(Aslam et al., 2015) is of the view that it’s important to implement an attractive compensation system that works as an incentive for the existing employees of the organization to commit to staying within the organization. In the same manner, Job enrichment and enlargement policies, and effective training policies are supportive to an organization to improve the interest and commitments of its employees (Tumi, Hasan, and Khalid, 2021). Several dynamic frameworks have been formulated which predict factors comprised of affecting employee motivation (Tumi, Hasan, and Khalid, 2021). To further investigate reliable conceptual frameworks in examining the relationship between performance and its antecedents Tumi, Hasan, and Khalid, (2021) develop a framework covering compensation, training, job enrichment, and enlargement linked to employee motivation. The designed research framework is exhibited in Figure 2.

Figure 2. Theoretical Framework of the Study.

Source: (Tumi, Hasan, and Khalid, 2021) impact of compensation, job enrichment, and enlargement, and training on employee motivation

Compensation

Monitory and non-monitory compensation provided by an employer for services delivered can be defined as compensation. According to this notion, compensation can have a great range from a weekly paycheck to an occasional ticket to a baseball game (Zobal, 1998). A great way to reward effort and behavior which the organization wishes is through incentives. A change in behavior by employees will be seen if they believe working harder or prioritizing their actions will be rewarded with something of value to them (Taylor et al., 2012).  While Catanzaro (2001) is of the view that motivation is affected by rewards and also stated motivated employees are deeply affected by rewards. Randy K Chiu et al., (2002) state the following to be important factors to retain and motivate employees’ base salary, merit pay, year-end bonus, cash allowance, housing provision, overtime allowance, and individual bonus. Organizational pay systems can also be connected to employee motivation this can help ensure the validity of the salary, and does the employee receive the deserved amount for their work or not (Milne, 2007).

 

Training

According to Kinnie et al. (2005), training is a way of dealing with skill deficiency. Conti, (2005) defines training as a factor in improving an employee's present or future performance by raising their capacity to perform by learning or altering their attitude, which results in an improvement in their skills and knowledge. Tumi, N., Hasan, A., and Khalid, J., (2021) elaborate that for organizations to effectively deal with complex tasks contribution from their knowledgeable, skilled human capital is required. (Tabassi, 2012) is of the view for a task to be fulfilled with a group of employees motivation plays a considerable role in training and improvement of teamwork, he further goes on to state that skill development in team members is motivated through training. Furthermore, Wright and Geroy (2001) state through advanced and effective training programs employee competencies could be transformed to improve employee motivation as a result they will perform their jobs efficiently.

 

Job enrichment and enlargement

Job enrichment is a technique that involves giving existing employment new components to make them more engaging. Examples of job enrichment include the addition of new tasks (also known as job enlargement), the diversification of skills, the addition of meaning to jobs, the development of autonomy, and the provision of feedback (Vulpen, 2022).

Milne (2007) is of the view through job enrichment and enhancement employee satisfaction can be attained and as a result, we would see improvements in organizational commitment this would motivate employees to put their sincere efforts towards organizational success.  The freedom to organize work processes and time is offered to employees through job enrichment and enlargement. Stress levels associated with the job will reduce through this and motivate employees to perform well (Tumi, Hasan, and Khalid, 2021). Furthermore, Robbins and Everitt,(1996) are of the view varying employee tasks and providing them with the opportunity to experience different types of tasks play an important role in employee motivation.

Wright and Geroy, (2001) are of the view that job enrichment mirrors as a feeling of satisfaction, which can be derived by the individual through work itself. Organized and well-structured jobs allow employees to feel like human beings rather than units of production. Job enrichment and enhancement strategies of an organization are highly reliant on employee motivation and performance (Dost, Ur-Rehman, and saleem, 2012).

To conclude when analyzing the above stated the author believes for an organization to succeed employee motivation is a critical influencer and factors that affect employee motivation should be given close attention. Motivation can be divided into two components which are intrinsic and extrinsic. It’s very important to implement both components of a reward scheme for an organization to achieve success and long-lasting progress.

Reference

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