The
majority of BPO organizations are competing to survive in this volatile and
fierce market environment. Motivation and performance of the employees are
essential tools for the success of any organization in the long run with
expected profits ( Naseem
et.al, 2011).
Nowadays most of the BPO organizations are facing an experience
of high turnover of employees of 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).
This
full explanation aims to analyze the drivers of employee motivation to high
levels of organizational performance. The literature shows that factors such as
empowerment and recognition increase employee motivation (Lindner, 1998).If the empowerment and
recognition of employees is increased, their motivation to work will also improve,
as well as their accomplishments and organizational performance. Nevertheless,
employee dissatisfactions caused by monotonous jobs and pressure from clients,
might weaken the organizational performance (Wu,
2011).
Therefore,
jobs absenteeism rates may increase and employees might leave the organization
to joint competitors that offer better work conditions and higher incentives (Dobre, 2013).Not all individuals are the same,
so each one should be motivated using different strategies. For example, one
employee may be motivated by a higher commission or bonus levels while another
might be motivated by job satisfaction or a better work environment ( Argyris ,1980).
All
organizations want to be successful, even in the current environment which is
highly competitive (Marques, 2013).Therefore, companies
irrespective of size and market strive to retain the best employees,
acknowledging their important role and influence on organizational
effectiveness. In order to overcome these challenges. Companies should create a
strong and positive relationship with its employees and direct them towards
task fulfillment (Castro and Martins, 2010).
In
order to achieve their goals and objectives, organizations develop strategies
to compete in highly competitive markets and to increase their performance.
Nevertheless, just a few organizations consider the human capital as being
their main asset, capable of leading them to success or if not managed
properly, to decline. If the employees are not satisfied with their jobs and
not motivated to fulfill their tasks and achieve their goals, the organization
cannot attain success (Pirtea et.al, 2009).
Employees are the main asset of any organization. For this the reason,
management has to implement different motivation factors to increase
productivity (Dugguh, 2014).
According to Manzoor (2012). Several organizations believe that
the employees are its main asset and they will lead to organizational growth.
Coyle-Shapiro and Shore (2007). stated organization has a great relationship
with employees further, both parties exchange the benefits and they trust each
other.
People
have many needs that are continuously competing for one with another. Each
person has a different mixture and strength of needs, as some people are driven
by achievement while others are focusing on security (Dobre, 2013). If the managers are able to understand, predict and
control employee behavior, they should also know what the employees want from
their jobs. Therefore, it is essential for a manager to understand what really
motivates employees, without making just an assumption. Asking an employee how
he feels about a particular situation does not provide an accurate evaluation
of his needs, as the interpretation could distort the reality itself (Herzberg,
2008).
The
closer one gets his perception to a given reality, the higher is the
possibility to influence that specific realty. Thus, managers can increase
their effectiveness by getting a better grasp on the real needs of the
employees ( Baldoni ,2005).
References
- Argyris, C. (1980). Some Limitations of
the Case Method: Experiences in a Management Development Program. Academy
of Management Review 5(2): 291–298,
- Baldoni,
J (2005). Motivation Secrets. Great Motivation Secrets of Great Leaders.
[Online] http://govleaders.org/motivation_secrets.htm
- Castro, ML and Martins, N (2010). SA Journal of
industrial psychology - scielo.org.za
- Dobre, OI (2013). Review of applied socio-economic
research, Citeseer
- Dugguh, S.I.
(2014).Using Motivation Theories to Enhance Productivity in Cement
Manufacturing Companies in Nigeria: An Overview. The International Journal of
Social Science, 20 (1).
- Gil, M-Marques (2013). International Journal
of leadership, ingentaconnect.com
- Herzberg, F (2008). books.google.com
- Lindner, JR (1998). Journal of extension.
- Manzoor, Q.
(2012). Impact of Employees Motivation on
Organizational Effectiveness. Business Management and Strategy,
3(3).
- Naseem,
A, (2011). Sheikh, SE and Malik, KP - International journal of
multidisciplinary- ijmse.org
- Pirtea, M, Nicolescu,
C and Botoc, C (2009).
Annales Universities Apulensis: Series - core.ac.uk
- Ramlall, S (2004). Journal of American academy of
business, academia.edu
- Wu, LC and Wu, M (2011). African Journal of Business Management, pdfs.semanticscholar.org
- Wang, H, Tsui,
AS and Xin, KR (2011). The leadership quarterly, Elsevier
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ReplyDeleteHi Bimal, agree with you. The most vital assets of organizations are employees and they are considered as the engine of any organization (Mohsen et al., 2004). The motivation is a psychological process, along with personality, attitudes, perception, and Learning and also is a very important element of behavior (Tella et al., 2007). As a result of motivation, individual stimulates to taking an action on their own, which will result in the attainment of some goals, or satisfaction of certain psychological (Georgeb and sabapathy 2011). After considering all facts of motivation, it is obvious, that motivation is very significant in the achievement of every organization’s growth (Geomani, 2012).
ReplyDeleteThank you for commenting and a part from that according to Manzoor (2012). Several organizations believe that the employees are its main asset and they will lead to organizational growth. For this the reason, management has to implement different motivation factors to increase productivity (Dugguh, 2014). That’s why the several kind of motivational theories and stratagies comes to the corporate market.These cultural aspects of the workplace make an excellent morale raising investment in the staff and the business and strive to maintain an enjoyable, family-orientated atmosphere in which all employees focus on achieving team goals (Yousaf, et.al, 2014).
DeleteWell discussed Bimal. Adding further to strengthen your view on employee motivation; Human resource molded with correct drivers of motivation is the powerful tool in creating and attaining the competitive advantage, which distinguishes the organization from its competitors; with the capacity of directing themselves towards the organizational goals, which cannot be achieved by any other resources in the organization (Ovidiu, 2013). The author further highlights that the management should construct motivation strategies which can encourage employees to bring out their best potentials. As studies proves that an environment with the poor employee morale’s & motivation concludes at poor productivity (Osabiya, 2013).
ReplyDeleteThank you for commenting and a part from that motivation and performance of the employees are essential tools for the success of any organization in the long run with their competitors and also with the expected profits ( Naseem et.al, 2011).Nowadays it is very important to motivate the employees to retain by giving financial or non-financial benefit to improve the organization revenue, goals and the company performance (Ramlall, 2004). This full explanation aims to analyze the drivers of employee motivation to high levels of organizational performance. The literature shows that factors such as empowerment and recognition increase employee motivation (Lindner, 1998).
DeleteAgreed with your views Bimal. Global business environment if fast changing and the organizations which are adaptable to the change are the one going to survive. Organizations need to frame strategies in order to endure the challenging competition, and the one which are able to survive will be able to sustain longer than others. One of the greatest challenges organizations face today is how to manage turnover of work force that may be caused by migration of a lot of industrial workers. This may be because of their lack of Motivation and commitment for the organization; this point of view emphasizes the importance of the study of Motivation and its relationship to Job Satisfaction (Prof. S. K. Singh & Vivek Tiwari, 2011)
ReplyDeleteThank you for commenting and a part from that the majority of BPO organizations are competing to survive in this volatile and fierce market environment. So motivation and performance of the employees are essential tools for the success of any organization in the long run with expected profits ( Naseem et.al, 2011). For this the reason, management has to implement different motivation factors to increase productivity (Dugguh, 2014). These cultural aspects of the workplace make an excellent morale raising investment in the staff and the business and strive to maintain an enjoyable, family-orientated atmosphere in which all employees focus on achieving team goals (Yousaf, et.al, 2014).
DeleteBimal, I agree with you of the fact than you have stated about the employee empowerment increases the motivation level of the employees, Beardwell, (2004 ) mentioned that employee Empowerment is an initiative in its own right, which can be all-pervasive in organisational terms. In addition, empowerment can be seen to be managerially inspired, with limited powers given to employees.
ReplyDeleteThank you for commenting and in addition of that, if the empowerment and recognition of employees is increased, their motivation to work will also improve, as well as their accomplishments and organizational performance. Nevertheless, employee dissatisfactions caused by monotonous jobs and pressure from clients, might weaken the organizational performance (Wu, 2011).Many employees have different motivations for coming to work and doing a good job, and it's up to the organization to get the most out of all of them. (Mandell and Klein, 2007).
DeleteAgree with you Bimal, According to Armstrong (2014) motivation is goal-directed behaviour. People are motivated when they expect that a course of action is likely to lead to the attainment of a goal and a valued reward – one that satisfies their needs and wants.
ReplyDeleteThank you for commenting and according to Young et.al (2012) money is the foundation of everyone's lifestyle and money is a strong motivator and using bonus. Money as an employee incentive is one of the best way to get the most from your staff. Giving simple incentives and rewarding employees could also be a better part of the company benefits. But many employees have different motivations for coming to work and doing a good job, and it's up to the organization to get the most out of all of them (Mandell and Klein, 2007).So that financial and non-financial techniques and rewards are very essential to motivate the organizational employees.
DeleteAgree Bimal.According to Chowdhury (2006), motivation is the
ReplyDeleteevolution of supporting and moving behavior of directed goals. Further, Reena et al,2009, explains motivation as the inner power that pushes employees to achieve the organizational and personal objectives.
Thank you for commenting and a part from that according to Manzoor (2012). Several organizations believe that the employees are its main asset and they will lead to organizational growth. For this the reason, management has to implement different motivation factors to increase their productivity to achieve the company objectives and goals (Dugguh, 2014).But many employees have different motivations for coming to work and doing a good job.Performance of the employees are essential tools for the success of any organization in the long run with expected profits ( Naseem et.al, 2011). So several motivational theories, strategies, financial and non-financial techniques and rewards are very essential to motivate the organizational employees.
DeleteYes Bimal according to the Mazor (2012) most of the organizations consider human are the most valuable asset.Further Human is the only live assets in the organization who can think innovation they are the people who provide path way to do new things Therefor every organization try to motivate the human.
ReplyDelete