Motivation theory explains a
situation where the people of the organization are committed to their work and
they are self motivated and find a way to achieve better performance while been
highly engaged to the organizations activities. The specific benefits that each
individual values is a matter of personal preference. From a very early age,
human beings exhibit a strong intrinsic motivation to learn (National
Research Council, 2000).
Figure 1 AMO-Model
Source : (Appelbaum et
al., 2000)
Figure : 1 explains the AMO
Model, which says Ability, Motivation and Opportunity to participate can directly
influence the performance of an Employee resulting in the overall performance
of the organization (Boxall and Purcell’s , 2003).
A requirement for effective education is the motivation to learn. This is true for both coursework-based learning and ongoing learning through application in the workplace. And the hope of future advantages that they value is what drives the majority of people to learn Storey (2001: 7).
Employee motivation aids in (Deressa & Zeru, 2019):]
·Innovation
·Higher employee engagement
· Highly efficient employees as they have a positive attitude and works towards achieving organizational objectives
·Decrease employee turnover
Therefore, HRM practices have an impact on individual performance if they promote independent initiative, skill development, and performance opportunities. The formula serves as the foundation for creating HR systems that cater to the interests of employees, specifically their skill needs, motivations, and the quality of their work (Pink, 2009).
References:
Appelbaum, E, Bailey, T, Berg, P and Kalleberg, A L (2000)
Manufacturing Advantage: Why high performance work systems pay off, Ithaca, NY,
ILR Press
Boxall, P F (2007) The goals of HRM, in (eds) P Boxall, J
Purcell and P Wright, Oxford Handbook of Human Resource Management, Oxford,
Oxford University Press, pp 48–67
Boxall, P F and Purcell, J (2003) Strategy and Human
Resource Management, Basingstoke, Palgrave Macmillan
Deressa, A.T. and Zeru, G. (2019). Work motivation and its effects on organizational performance: the case of nurses in Hawassa public and private hospitals: Mixed method study approach. [online] agris.fao.org. Available at: https://agris.fao.org/agris-search/search.do?recordID=DJ20220501196 [Accessed 10 Dec. 2022].
National Research Council. (2000). How people learn: Brain,
mind, experience and school . Washington, DC: National Academy Press
Pink, D H (2009) Drive: The surprising truth about workplace
motivation, New York, Riverhead Books
Storey, J (2001) Human resource management today: an
assessment, in (ed) J Storey, Human Resource Management: A critical text, 2nd
edn, London, Thompson Learning, pp 3–20
In the current business climate, it is important for organizations to stop losing performing employees because of declining job satisfaction and a lack of motivation to stay with the company for a long time. This is true as it relates to high job losses due to layoffs and retrenchment to create a lean organization. Employees who are motivated and content will pursue company goals with commitment (Risambessy et al 2012). if you can possibly add some benefits of employee motivation to your blog it may give high value to your blog.
ReplyDeleteHi Zacky, Thanks for your input i have worked on your request.
DeleteBesides my other blogs will describe the above key points individually.
It is a really good idea to talk about motivation under the topic of T&D. Great work Zameera! Tanner (2017) states that understanding and motivating employees is the key to increasing self-worth in the workplace. Training can help employees understand how their work fits into their company’s structure, mission and goals. Employees often become more motivated when they understand how their work matters.
ReplyDeleteThank you Manula for the Input. Motivation can be in three stages in T&D, Such as choice to participate in training, motivation during training and development, motivation for transfer. (Steve W.J, Eduardo S., 2010)
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