Employee Motivation In Road Development Authority

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2) Importance of Employee Motivation

Importance of Employee Motivation Why Employee Motivation should be the first concern in Organizations? Despite the fierce competition in today's globalized business environment, an organization's purpose is to survive while improving on its own to thrive toward the organization's mission, enabling and sustaining the success of the organization (Harris 2001). As per Chandrakant (2017) adaptability is the key to survival, and competitive advantage is the requirement for success, both of which can only be achieved via the use of an organization's effective and efficient human resources. As a result, it is advisable that workers are the assets that businesses rely on to maintain a competitive advantage. According to Loan, Larisa, and George (2013), the Hawthorne experiments were the first step, which demonstrated that employees' work is impacted by their views in addition to the money they are paid. This concept demonstrated that people are occupied with their employme

3) Motivation Theory: Maslow’s Hierarchy of Needs

Figure 1 : Maslow's hierarchy of needs Motivation Theory: Maslow’s Hierarchy of Needs Contribution of “Maslow’s Hierarchy of Needs Theory” to Employee Motivation Furthermore, it is the responsibility of managers to bring out the best in their staff in order to achieve the Organizational goals; they are the only individuals who are capable of doing so (Ovidiu, 2013). Managers should use the art of management to attain goals by promoting the exact interest of the individual, which is known as Motivation (Mahalakshmi & Franklin, 2015). Many researchers have brought in and created motivation ideas that have aided many practical managers to this day. Maslow's Hierarchy of Needs is one such early hypothesis developed in 1943 by a psychologist called Abraham Maslow (Joko & Sri, 2017). Need is the fundamental concept that keeps the world active (John, 1970), and it is without a doubt this that Maslow's Hierarchy of Needs Theory is based on. A need for a certain component

4) Employee Engagement and Motivation

Motivation is the power that inspires, guides and sustains human behavior. Active people are willing to make major efforts and do what the organization expects more independently, and employees can achieve high performance (Hunter et al, 1990). The term "motivation" can broadly refer to an individual's goals, how an individual chooses goals, and how others try to change their behavior when achieving a set goal (Locke and Latham, 2004). According to (Reucrof & Scott, 2015), employee engagement and recognition can make people feel appreciated, engaged, and happy at work. For example: Costco ranked second in Glassdoors' 2014 Top 20 Compensation and Benefit Companies. For employers struggling to find or retain the workforce of their dreams, the foundation of good management, career prospects, and economic returns remains crucial. Recognition can support and promote desired behaviors and attitudes or culture, or support desired results, such as teamwork or moral improv

5) Keep Your Employees Motivated

Judge and Robbins (2008) Motivation is defined as a process that reflects an individual's strength, direction, and effort in achieving their objectives. It is also said that there are three key components in the definition: direction, intensity, and persistence. Intensity refers to a person's own effort and how hard he or she strives. When we talk about motivation, most of us focus on one aspect. High intensity, on the other hand, will not provide strong job performance outcomes unless you focus your energy in one direction: it will help the organization. Motivation is a measure of a person's ability to continue effort for a lengthy period of time. Geomani (2012) thinks that motivation is critical for every organization's success, and that in order to accomplish so, managers must effectively encourage their employees. Video 2 : Stop Trying to Motivate Your Employees | Kerry Goyette Source: (TEDx Talks, 2016) Kerry vividly illustrates people's misunderstanding that t

6) The Link Between Employee Welfare and Employee Motivation

Martin (2001) put forward a good welfare case, as it was known at the time, as follows: "People [at work] have the right to be regarded as whole people with personal needs, hopes, and anxiety." Armstrong (2014) Said that this requirement has not changed since then. The practice of employee well-being involves creating a satisfactory working environment, dealing with issues that affect people, and providing individual and group services. A key aspect of employee well-being is their health and safety. As defined by Taylor (2008), the quality of work life is related to basic external work factors such as wages, working hours and working conditions, as well as internal factors of the work itself. However, Armstrong (2014) believes that employee happiness depends on the quality of work and life provided by the employer satisfaction and happiness produced by the work itself and the work environment. Employee benefits are very important to the success and reputation of the company