Problem in Employee Motivation

Keep the employee as engaged and motivated will help for boosting morale, reducing the turnovers and creating more profitable and dynamic operations. When different factors are motivating the different employees, there can be many demotivation practices that are negatively impacting the organization. Recognize & correct those issues are helping to improve their firm. (Varma & Chavan, 2005)

Poor Structure of Leadership

If no person is appeared for being in charge, or worse, all persons is thinking that they are on charge, this could be difficult for performing in a higher level. The lack of Hierarchical or directing the report structures can lead for the confusion, resentments & ultimate lack of directions. Employees can be demotivated due to the objective of them is unclear, & hence, hard for working towards. There are many issues which ate contributing for this problem in employee motivations: (Kovach, 2002)

• Nonexistent or Unclear description of job.
• Not having the chain of commands clearly.
• Disorganize the directive.
• Hazing the objectives and goals.

The problem of employee motivation could be solved through write the detailed description of Jobs, the creation of internal organizational charts and clearly set the goals of the organization, both departmentally and individually.

Lack of Challengeable Works

The employee who is getting bore can be normally unmotivated. He might not take the interests on task. They are considering mundane or might poorly do in their works they are attempting. There are few reasons to those motivational problems such as: (Varma & Chavan, 2005)

• Not proper hires.
• Not utilizing the advantages of their employees’ skills.
• Lack of opportunities to professional developments.
• Failures for promoting from within.

These issues could be pointed out in many fronts, consist the interview stages when the organization must strive for ensuring the persons hired can be the best match to their jobs. After positioning a person on a job, providing the appropriate training as well as the required tools for doing those jobs more effectively and efficiently. When they are appearing for master task quickly or are not showing the interests, considering the cross-trainings, job-shadow, mentoring or even various positions which is more utilizing those talents.

Conflicts at the Workplace

When the employee of an organization can be in odd with other people, or with their management, this does not only demotivate but also unproductive as well as will lead for the toxic working environments. Workplace conflicts can include: (Deci & Ryan, 2015)

• Bicker & open disagreements.
• Work product's Open sabotages.
• Formation of clique and Gossips.
• Constant complaint to the human resource

Resolving the workplace conflicts through set the directive clearly regarding the behaviors types that would not tolerate, and take the actions accordingly. Addressing the conflicts as these are arising and setting in place, the approach of medications for ensuring the employee has the abilities for working out that difference at the professional settings.

Lack of Confidences within an organization

When the employee doesn’t feel, the organization can "go anywhere," or perceiving the businesses can be mismanaged for the points of loss of potential jobs, that insecurity feeling is manifested as the poor motivations. Sign of that lack of confidences might be demonstrated as below manners: (Kovach, 2002)

• No interests on a long-term project. 
• Unwillingness for cross-training or developing professionally.
• Higher turnovers as people are searching for a newer job.
• Poor product qualities.

Those issues are being addressed through share the objectives of the organization with their employees. It is important for developing the strategic business plans for long-terms as well as soliciting the employees’ feedbacks. Demonstrating how those roles can be augmented along the team works & growths for getting the buy-in regarding the future of the organization. When the gossip is developing to the closures, merger or some altering elements, communicating quickly more than taking time hence employees can feel that they can be upfront regarding the future of the organization. (Varma & Chavan, 2005)

No personal Attentions

Regardless of the size of the organization, the employee should be regularly given the feedbacks for being motivated for doing those jobs appropriately. There are some factors that can make the employees to feel left out as following: (Kovach, 2002)

• Not regularly evaluating the performances.
• Not having a regular one-on-one meetings of management.
• Lack of individual goal-settings.
• Absence of feedback regularly.

 Those potential motivational issues can be solved through regularly schedule the private brief appointment with their employees for touching according to both works & professional developments issue. Holding the regular reviews of employees' performances (quarterly, annually or semi-annually) and on those discussions, setting the specific objectives and goals.

Employee's motivations can be directly related with the productivity & the success of operations. When an organization is concentrated on whether its employees can be motivated, inviting them for sharing those feelings in a subject through the focused groups, employees committee or surveys. The organization can create many feedbacks that can be used by them for getting advantages, and reassuring the employees’ inputs are valued. (Kovach, 2002)

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 selfdetermination 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.