Importance of Motivations

 

Motivation can be a very important aspect of the management. The well-motivated employees can be the real assets for an organization. This can be a manager's function for properly motivating their subordinates and employees. There can be lot of advantages for having more motivation within an organization. Those advantages are contributed for the importance of motivations within an organization. (Varma & Chavan, 2005) 

1] High Efficiency

Motivation can change the attitude of an employee within the firm. Indifferent attitudes are more extinguished efficiently through the motivations. Those favorable attitudes can allow the firm for thriving & being successful. The management of an organization is able to boost their employees' performances and efficiency through the method or using the motivations as a technique or tool. (Kovach, 2002) Motivation is helping to transform the knowledge and talent of employee’s l into real activity and performances. And the Demotivated employee can affect the organization’s entire efficiency as well as will be caused by demotivating the other employees in that organization. (Baloglu & Uysal, 2016)

2] Utilizing the Resources

Motivations are helping to stimulate the employee. Therefore, it can have better possible selections and better utilization of production elements & some other resources. Motivated employees will be tried for minimizing that wastage and cost for performing their tasks in a better manner. It can facilitate the organization for maximizing those potential & making the best usages of those restricted resources.

3] Reducing the Labor Turnovers

It can be an important aspect to motivation. More motivations also mean higher job performance which is leading for the job satisfaction among the employees. Also, the employees will not prefer for missed out the opportunity & seeking for having a better job. It is leading to the loyalty and commitments in their employees that can lead for less absenteeism as well as labor turnovers of their employees. (Varma & Chavan, 2005)

4] Ready to Change

Each organization is functioning for the dynamic environments of business. Also with changing environments, the firm should also change for adapting and keeping up with time. If the environmental, technological, etc. change is occurred within an organization, their employees may be hesitant for accepting and adapting for those changes. However, the motivated employee can be more likely for adapting for that change. (Kovach, 2002) They can be normally more ready for accepting the change & getting to works. Adapting for the changing environment of businesses can be an important factor to all successful organizations. For reacting for that change as easily & continuing smooth function, the firm needs the extensive commitments and loyalty of their employee. It can reduce the resistance for the change that a firm is intended for making. It in effects can make the firm as more efficient to adapt to the changes. (Varma & Chavan, 2005)

5] Achieve the goal of Organization

Figure 1 - The goal of Organization

An effective method for motivating the employees can be to lines up that personal goal with the organizational goals. The motivated employees will be worked tirelessly for achieving both personal goal and organizational goal. The demotivated employee will not more enthusiastic regarding the achievement of the organizational goal. (Varma & Chavan, 2005)

6] Helping Employees’ Attitudes
Some employees can have the indifferent or negative attitudes. However, the manager is using this motivation tool for changing that attitude. The optimistic, positive employees who are well motivated can be the assets for their organization. Also, the motivation can be the key for these changes. (Baloglu & Uysal, 2016)

8. Increasing employees’ Productivity:
Motivations can lead for the increases in employee's productivity. Motivations meet the need of the employees & hence creating the drives for working in their best ability. The motivated employees will be preferred for putting more effort toward the betterment of their organization more than other demotivated employees. (Kovach, 2002)

9. Ensuring the Loyalty of Workforces: 
The well-motivated employees can be the loyal workforces to the organization. Motivated employees is having the higher levels of commitments & morale toward the company and their objectives and goals. Motivations can hence reduce the turnover of employees & reduce the need to constant new employee inductions. (Kovach, 2002)

10. Facilitating the Directions:
Direction can be the essential managerial function as well as the form of their core functions. Motivation can be the vital element to the directions which can be the processes involving the direct or initiate the actions based on the plan. It is requiring their employees for wholeheartedly working with commitments & loyalty. The direction process can be possible only if their employee is preceded to the directions that the managers determine and it is requiring the motivated employees. (Kovach, 2002)

The role of motivations isn’t being able to understate to the organization. This can be a simple process requiring an understanding about human minds and behaviors. Those understanding, as well as the appropriate actions, stimulated the motive of the employees can help to initiate and maintain the actions as well as extensive help to satisfy the objectives of the organization. 

References 

Baloglu, S. and Uysal, M. (2016), “Market segmentation of push and pull motivations: a canonical correlation approach”, International Journal of Contemporary Hospitality Management, Vol. 8 No. 3

Deci, E. L., & Ryan, R. M. (2015). Intrinsic motivation and self-determination in human behavior. New York, NY: Plenum

Herzberg F., Mausner B., Snyderman B. B., (2002), the motivation to work. New York: John

Wiley & Sons

Hackman, J. R. and Oldham, G. R. (2006). Motivation through the design of work:Test of a theory. Organizational Behaviour and Human Performance, 16,

Kovach K. A., (2002), what motivates employees? Workers and supervisors give different answers. Business Horizons, 3

Varma, C., & Chavan, C.  R.(2005),  Envisioning  Organization  Culture  &  Human  Resource Management  with  Organization  Strategy–Creating  a  Competitive  Advantage  through People.