8. Conclusion – Employee motivation in the BPO industry.

These 07 blogs briefly illuminate the importance of employee motivation in the Business processing outsourcing (BPO) industry. The main purpose of this blog posts to understand the factors affecting for employee motivation and benefit of employee motivation further consider the management should adjust their motivational techniques.

By this, I conclude that the employee’s satisfaction level is very important and it generally depends on the facilities which provided to the employees. If the recreation facilities and the better packages are provided to them, it motivate the employees to work hard, resulting in better internal relations between in the employee and the employer and increase their job satisfaction.

When considering about this blog research can identify that what is motivation, why we need motivation and the factors, strategies and the theories what we need to use for motivate the employees in an organization with some examples. There are seven total motivational explanations that can be identified when referring these blog articles.

Blog 1:

Stated about the Introduction of Employee Motivation.

Nowadays most of the BPO organizations are facing an experience of high turnover of employees of the company and the dissatisfaction of their day today organizational tasks and the responsibilities and also with the salaries and the other benefits which provided from the company. So it is very important to motivate the employees to retain by giving benefit to improve the organization revenue and performance (Ramlall, 2004). And on the other hand, measuring performance is critical to the organization’s management, as it highlights the evolution and achievement of the organization. On the other hand, there is a positive relationship between employee motivation and organizational effectiveness, reflected in numerous studies (Wang et.al, 2011).

Blog 2:

 Stated about the Importance of increasing employee motivation to the organization.

Need for study on employee motivation, every successful organization is backed by a committed employee base, and the commitment is the outcome of motivation and job satisfaction. In this article, can look into why employee motivation is important in any businesses or companies. There are several reasons can identified why employee motivation is important. In this article, can look into why employee motivation is important in any businesses or companies. There are several reasons why employee motivation is important because it allows management to meet the company’s goals. Without a motivated workplace, companies could be placed in a very risky position (Ahmad et.al, 2012).

Blog 3:

Stated about the Strategies of employee motivation.

Many employees have different motivations for coming to work and doing a good job, and it's up to you to get the most out of all of them. One of the most obvious motivational strategies is of course money, whether in the form of pay increases or bonuses. However, these may be neither necessary nor always the best type of reward. Once offered, cash bonuses can come to be expected and quickly forgotten, especially if they are the only recognition employees receive (Mandell and Klein, 2007).

Blog 4:

 Stated about the Theories of Employee Motivation in an Organization

The aim of this blog is to compare and briefly explain the theories of motivation and how they are used to inspire employees to develop the drive to achieve. The importance of motivation in organizations and job satisfaction is vital for the achievement of organizational goals and objectives (Dartey and Amoako, 2011). Blog 4 briefly explain how we can use the motivational theory of Maslow’s Hierarchy of Needs to motivate the employees of an organization. Maslow came up with a five-stage theory that places the needs of the individual in different categories and prioritizes their attainment (McLeod, 2007).

Blog 5:

Stated about the Theories of Employee Motivation in an Organization

Taking away the dissatisfaction factors doesn’t necessarily mean employees will be satisfied. To motivate a team using motivation factors, the hygiene factors need to be taken care of first. Motivation and job satisfaction is not overly complex. The problem is many employers and managers look at the hygiene factors as a way to motivate when in fact, beyond the very short term, they do very little to motivate (Dartey and Amoako, 2011). Blog 5 briefly explain how we can use the motivational theory of Herzberg’s Two Factor Theory of motivation to motivate the employees of an organization. These factors have to do with development opportunities, responsibility and appreciation. Herzberg claims these factors exist side by side (Ball, 2003).

Blog 06 and Blog 07 Stated about the Important Techniques of Employee Motivation in an organization and divided that as financial techniques and non-financial techniques.

Blog 06:

1. Financial Techniques of Employee Motivation in an organization ( Young et.al 2012)

Currently most number of organizations are target oriented and they implemented several standards and as well as the monthly, weekly targets for their employees and the company needs to be maintained a better quality and quantity levels of their work for surviving with their global competitors. There for, different kind of motivation technics are very important and essential for decreasing the dissatisfaction and increase the productivity of the employees of the organization (Lam and Gurland, 2008).

Blog 7:

2. Non-financial Techniques of Employee Motivation in an organization (Young et.al 2012).

Many employees have different motivations for coming to work and doing a good job, and it's up to organization to get the best outcome of all of them. One of the most obvious motivational strategies is of course money, whether in the form of pay increments, bonuses or other allowances. However, these may be neither necessary nor always the best type of reward. Once offered, cash bonuses can come to be expected and quickly forgotten, especially if they are the only recognition employees receive. According that most of organizations follow some other technics for their employees to motivate them without using financial benefits (Mandell and Klein, 2007).

            References

 

• Ahmad, MB, Wasay, E and Jhandir, SU (2012). Interdisciplinary Journal of business, papers.ssrn.com
• Ball, J. (2003). UNDERSTANDING HERZBERG'S MOTIVATION THEORY, s.l.: s.n.
• Dartey-Baah,K  and Amoako,GK (2011). European Journal of Business , academia.edu
• Lam, CF and Gurland, ST (2008). Journal of research in personality, Elsevie
• Mandell, L and Klein, LS (2007) Financial services review,  warehouse.olc.edu
• McLeod,S (2007) . Simply psychology, highgatecounselling.org.uk
• Ramlall, S (2004). Journal of American academy of business, academia.edu
• Wang, H, Tsui, AS and Xin, KR (2011).  The leadership quarterly, Elsevier

·         Young, GJ, Beckman, H and Baker, E (2012) Journal of Organizational, Wiley Online Library