Human Resource Management And Employee Motivation Blog Post - 1

                                      Employee Motivation

                                              

Figure 1. Employee Motivation     

Source: https://patimes.org/public-service-motivation-applying-maslows-hierarchy-understand-employee-motivatio

Introduction

Human Resource Management (HRM) and employee motivation are intricately linked, as HRM plays a critical role in creating an environment that fosters motivation and job satisfaction among employees. By implementing effective HRM practices and policies, organizations can ensure their employees are motivated, engaged, and committed to achieving the company's goals. Motivating staff is essential for any business looking to thrive. It's the intensity with which an organization's employees approach their job each day (Fernando, 2011). Without it, businesses are less productive, produce fewer goods, and are less likely to succeed in their missions. However, leaders in the workplace must endeavor to cultivate and maintain their employees' motivation. The term "motivation" refers to the enthusiasm, dedication, tenacity, and originality that people bring to their occupations. Naturally, happier workers are more invested and productive as a result (‎Helene, 2018).

Not surprisingly, increasing morale in the workplace has become a major priority for many organizations. Additionally, the more motivated and invested an employee is, the greater their output (Seema, 2014). One definition of motivation is working toward common goals while simultaneously addressing individual needs. Motivation is defined as the emotional state that prompts a person to conduct proactive, goal-directed action (Josiane, 2018). Some of us can't study for more than 20 minutes at a time, but we can devour the whole Harry Potter series in one sitting because of the people in our lives who inspire us to succeed. This indicates that people's levels of motivation may differ and that even within the same individual, its behavior may alter in response to different stimuli.

Therefore, they propose a hypothesis whereby three components interact to produce inspiration. They are a person's strength, course, and perseverance in spite of difficulties. By breaking down the whole into its constituent pieces and analyzing each one separately, we can see that none of the three is adequate by itself (Lex, 2001). A heightened level of intensity is not likely to lead to better work performance unless it is focused on a certain outcome. HRM is responsible for attracting and hiring the right talent that fits the organization's culture and values. By recruiting skilled and motivated individuals, HRM lays the foundation for a motivated and productive workforce. HRM is involved in designing jobs that are engaging, challenging, and meaningful (Lex, 2001). By creating jobs that align with employees' skills, interests, and career goals, HRM can contribute to higher levels of job satisfaction and motivation. HRM oversees employee training and development programs that enhance employees' skills and competencies. By investing in the growth and development of employees, HRM can help them feel valued and motivated to perform at their best. HRM plays a role in setting performance expectations, providing regular feedback, and conducting performance appraisals (‎Helene, 2018). By recognizing employees' achievements and addressing performance gaps, HRM can contribute to a sense of accomplishment and motivation among employees.

HRM is responsible for designing competitive compensation packages and offering a range of benefits that meet employees' needs. Fair and equitable pay, along with attractive benefits, can significantly contribute to employee motivation and retention. HRM fosters a positive work environment by promoting open communication, addressing employee grievances, and encouraging a healthy work-life balance (Fernando, 2011). A supportive and inclusive work culture can enhance employee motivation and commitment. HRM is involved in designing and implementing reward and recognition programs that acknowledge and appreciate employees' contributions. By celebrating employees' achievements and recognizing their efforts, HRM can boost morale and motivation. HRM plays a pivotal role in shaping the factors that influence employee motivation within an organization (Wailes, 2004). By implementing effective HRM practices and policies, organizations can create a supportive work environment that encourages employees to feel motivated, engaged, and committed to their work, ultimately contributing to organizational success.

Employee Motivation Hierarchy

The key to properly motivating your staff is to have an in-depth understanding of what inspires and drives them. One of the most well-known needs theories is Abraham Maslow's hierarchy of needs. According to this view, an individual's drive comes from the pursuit of the satisfaction of their five fundamental needs (physical, safety, social, esteem, and self-actualization). The fulfillment of these requirements follows a tiered structure (Kelliher, 2012). In other words, addressing fundamental needs is a prerequisite to addressing more complex needs. The idea may also provide light on the question of what drives workers to succeed in their jobs (Björkman, 2006). To better understand how to motivate workers, businesses may use this theory and learn from its discoveries.

           

   

Figure 2. Employee Motivation Hierarchy 

 

 Source: https://www.stuff.co.nz/business/better-business/85510105/how-happiness-improves-business-results

  In this competitive job market, it is more crucial than ever to keep your staff interested and involved. Since many of us are unable to go to our offices due to the ongoing Covid-19 outbreak, we may begin to feel alienated and less motivated as a result (Wailes, 2004). Physiological necessities like eating, drinking, sleeping, and keeping warm are at the base of the pyramid. After that, we go on to issues of stability, security, and comfort as they pertain to safety (John, 2004). Up the pyramid, we find esteem needs like having a good opinion of oneself, being respected by others, and having a place of honor and prominence in society (Purcell, 2015). At the very peak of the pyramid is self-actualization, which is about reaching one's full potential through one's own efforts at learning, developing their talents, and contributing to society in new and original ways (Howell, 2005).

References

Björkman, I., 2006. Handbook of Research in International Human Resource Management. Cheltenham: Edward Elgar Publishing.

Fernando, 2011. Business Environment. New Delhi: Pearson Education India.

‎Helene, 2018. International Human Resource Management. London: SAGE.

Howell, ‎., 2005. Making Sense of Political Ideology. New York: Rowman & Littlefield.

John, 2004. Employment with a Human Face: Balancing Efficiency, Equity, and Voice. London: Cornell University Press.

Josiane, 2018. Human Resource Planning for the 21st Century. London: BoD – Books on Demand.

Kelliher, C., 2012. Strategic Human Resource Management. New York: Oxford University Press.

Lex, 2001. The Contingency Theory of Organizations. London: SAGE.

Purcell, J., 2015. Strategy and Human Resource Management. London: Macmillan International Higher Education.

Seema, 2014. Human Resource Management. Noida: Vikas Publishing House.

Wailes, N., 2004. International and Comparative Employment Relations. London: SAGE.

 By: MJM Sabry