Motivation from Strategic Human Resource Management
Concepts of Motivation from a Human Resource Management Point of View
The term "motivation" refers to the incitement or incentive to carry out an action. Motivation can drive the employees of an organization to meet their individual goals as well as the company's overall goals.
It is important to understand employee recognition in and out of their employer, having proper work-life balance & their feel they contribute to the company.
Motivational Theories
According to
the research done by Wijewickreme
(2010), two types of
motivation theories can be identified when studying the concept of motivation.
- Traditional Motivation
Theories
- Modern
Motivation Theories
Further,
he stated that theory X, theory Y, Hygiene motivation theory, and Maslow’s Hierarchy of Needs are included in the Traditional
Motivation Theories.
Modern
motivational theories say that organizations and jobs need to be restructured
to enable individuals to develop to the maximum extent possible.
According
to Armstrong (2009), there are a number of motivation theories that, in the
main, are complementary to one another. The most significant theories are those
concerned with expectancy, goal setting, and equity, which are classified as the process or cognitive theories.
Importance of Motivation
According to
the research done by Wijewickreme
(2010), two types of
motivation theories can be identified when studying the concept of motivation.
- Traditional Motivation Theories
- Modern Motivation Theories
Further,
he stated that theory X, theory Y, Hygiene motivation theory, and Maslow’s Hierarchy of Needs are included in the Traditional
Motivation Theories.
Modern
motivational theories say that organizations and jobs need to be restructured
to enable individuals to develop to the maximum extent possible.
According
to Armstrong (2009), there are a number of motivation theories that, in the
main, are complementary to one another. The most significant theories are those
concerned with expectancy, goal setting, and equity, which are classified as the process or cognitive theories.
Importance of Motivation
Studies have found
that an unsatisfactory work environment can have adverse effects on worker motivation, and according to Chishty and Choudhry (1996),
motivation is directly linked to productivity.
Employees are
motivated in different ways. Without an understanding of worker motivation,
managers will not be able to develop appropriate motivational programs to
combat low productivity and maintain high performance among organizational
members. For this reason, the issues of work motivation and related programs
have received considerable importance and attention in organizations (Kanungoet al., 1994).
However, the
important point of motivation is individual’s needs and the organization’s goals
are compatible. If an individual’s needs and the organization’s goals are in the same
direction, there will be a success in an organization.
Employee
performance which is a joint function of ability and motivation has a
significant influence on productivity (Kanungo, 1994). According to Snell et al. (2010), performance is a function
of several factors, but perhaps it can be boiled down to three primary
concerns: ability, motivation and environment. Each Individual has a unique
pattern of strengths and weaknesses that play a part. But talented employees
with low motivation are not likely to succeed.
Motivation Factors that influence performance
|
Motivation |
Environment |
Ability |
|
·
Career ambition ·
Employee conflict ·
Frustration ·
Fairness/satisfaction ·
Goals/expectations |
·
Equipment/materials ·
Job
design ·
Economic
conditions ·
Unions ·
Rules
and Policies ·
Management
support ·
Laws
and regulations |
·
Technical
skills ·
Interpersonal
skills ·
Problem-solving skills ·
Analytical
skills ·
Communication skills ·
Physical
limitations |
Whether a company operates in a team-based setting or one where employees work autonomously, motivation is essential to accomplishing goals and achieving business objectives. For the purpose of establishing and sustaining a high level of motivation, it is crucial to ensure that each employee's workplace objectives and values are in line with the mission and vision of the company. This could result in increased output, better work quality, and monetary gains for all departments.
Employee Motivation in the Point of Strategic Human Resource Management
Employee Motivation in the Point of Strategic Human Resource Management
The term motivation derives from the Latin word ‘movere’, which means ‘to move’. Motivation represents those psychological processes that cause the arousal, direction, and persistence of voluntary actions that are goal-directed (Kreitner, 2001). The three components of motivation as listed by Arnold et al. (1991) are;
Direction - What a person is trying to do
Effort - How hard a person is trying
Persistence - How long a person keeps on trying
Motivation is the process that energizes and directs an individual’s behavior toward the fulfillment of the individual’s needs and values (Schuler, 2007). Robins (2005) defined ‘motivation’ as the willingness to do something and is conditioned by this ability to satisfy some need for each individual. “Need” means a physiological or psychological deficiency that makes certain outcomes appear. Employee motivation is an important concept in the field of human resource management. Today Human
Resource Management is a very significant functional field of organizational management that has evolved into very broad and profound management and it’s the human side of business administration (Opatha, 2009). According to Armstrong (2006), HRM is defined as a strategic and coherent approach to the management of an organization’s most valued assets the people working there who individually and collectively contribute to the achievement of its objectives.
SHRM enables strategic decisions to be made that have a major and long-term impact on the behavior and success of the organization by ensuring that the organization has the skilled, committed, and well-motivated employees it needs to achieve sustained competitive advantage.
According to Schuler and Jackson (2007), Developments in the field of HRM highlighted, the contribution it can make towards business success and an emphasis on HRM to become an integral part of business strategy. The emergence of the term ‘Strategic Human Resource Management’ (SHRM) is an outcome of such efforts. It is largely concerned with the ‘integration’ of HRM into the business strategy and the ‘adaptation’ of HRM at all levels of the organization (Schuler, 2001).
Conclusion
One
element is fairly universal throughout all of these theories from around the
world, and that is the expectation for fair compensation. If employees' basic
needs are not met, it is impractical to expect them to work with all their
energy, efficiency, and extreme honesty.
Hi Great article with a timely topic. The Human Resources sector has a very strategic role to play in organizations through their activities and especially motivation can be encouraged and in such, increase the quality of life-work balance for their employees. Then it will help the organization to increase productivity the same way. what do you think about it
ReplyDeleteThank you for the comment. What you have mentioned is one of the key point - work life balance. Motivation always play key role on individual commitment to his/her life. We cannot expect employees to be happy, motivated without having proper work life balance.
DeleteYour post was informative and provided a clear understanding of the connection between SHRM and employee motivation.
ReplyDeleteIt might be helpful to provide more insight into how SHRM can be used to create a positive organizational culture that promotes employee motivation. This could include discussing the role of leadership, communication, and employee involvement in creating a motivating workplace environment. Hope to see some of those in your future articles.
Indeed Prasadi, thank you for the insight you provided to the article as well. SHRM is the vein that run through all of the roles, fields that you have mentioned in an organization. While we discuss this with SHRM now you will see it become a part of the business as well. Some of the topics has been covered in my other articles as well.
ReplyDeleteMotivation is a significant factor for performance and it is well presented in your article. As per your conclusion, you have given emphasis to fair compensation. What's your view about the impact of workplace culture for employee motivation?
ReplyDeleteIn every organization, organizational culture and motivation are key factors. This is because it is widely acknowledged that these factors affect not only the performance of a single person, but also the efficacy, performance, and sustainability of the entire organization. The concept that culture affects behavior, decision-making, organizational strategy, individual motivation, and organizational success is the basis for the interest in organizational culture. Employees learn organizational culture at work and are aware of it, so they connect their professional goals with the organization's objectives.
DeleteUndoubtedly Arunoda, motivation is a crucial aspect of human resource management and plays an important role in employee productivity. The article discusses various motivation theories and highlights the importance of aligning employee goals and values with the company's mission and vision. Strategic human resource management can contribute to business success by ensuring that the organization has competent, committed and well-motivated employees. Overall, it is essential for managers to understand the factors influencing motivation to develop appropriate motivational programs to combat low productivity and maintain high performance among organizational members.
ReplyDeleteVery impressive article !! This article explains what motivation means in the context of managing people in a business. It talks about different ideas on how to motivate employees and why it is important to make sure they feel valued and their work fits in with the goals of the company. It also explains that how well employees perform depends on factors like their skills, their motivation, and the environment they work in. Finally, it suggests that businesses can be more successful if they make sure their employees are motivated and that this is something managers should think about when planning what to do.
ReplyDelete