HR Assignment Help Online Essay Writing Review analysis: Report writing on Employee motivation

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Write about employee motivation??

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Introduction

The aspect of motivation is considered critical from the management point of view as it is the motivated employees who perform their work with utmost dedication and in the long run support the profitability of the company. The process of motivation was thereby defined as a manner that urged, drove, aspired individual and directed them for accomplishing their desires (Jones, 2007).

Motivation, by itself is a psychological phenomenon which aspires to accomplish the innermost desires of an individual. These desires can exist in various forms which can range from being monetary accomplishments to the event of self actualizations. The monetary aspect of desires is related to satiation of the basic needs of an individual and in certain case the higher level of needs in the hierarchy which leads to the social realm. An employee while at work is not just influenced and motivated by the atmosphere at work but also other attributes like safety, security, family, peers as well as society. It is in this context of motivation and rewards the case of Google in being the employee friendly organization is assessed.

Literature Review

Employee Motivation: A Review

The current day business environment has undergone drastic changes which has made the organizations to strive not just for effectiveness and efficiency of delivery but also enhancing the innovative vein of the company (Taylor, 2008). For achieving the distinctive edge in the closely competitive business market, organizations are directly dependent upon the performance of their employees. Notwithstanding that an employee base can build in a company’s rapport; dissatisfied employee can equally tarnish the image of the brand. Thus for accomplishing the ideal business scenario of strengthening the profitability of company by improving employee performance and loyalty, motivating the employees emerges as the quintessential need for the industry (Rollinson, 2008). Motivation acts a key which helps in promoting the team spirit amongst the employees which then increases the scope of loyalty with the organization. Moreover in a service based industry, management is primarily confronted with the challenge of keeping the employee motivated while retaining the skilled pool (Cheng, 1995).

Research has proved that an employee has a tendency of performing harder only when he is convinced that his work is likely to be rewarded both in terms of monetary as well as the non monetary benefits. Though the materialistic pursuits are not essentially the key to happiness and satisfaction, absence of the same tends to impact the performance as well as the association of the employee with the organization (Kasser and Ahuvia, 2002). Henceforth it becomes critical that the management maintains a holistic approach is addressing the emotional as well social needs of the employees through rewards, design of the existing job, work culture as well as the management of the organization (Nohria, Groysberg, and Lee, 2008).

Theories of Motivation

The very foundation for the motivation theory was established by Maslow’s hierarchy of needs theory (1954). As per Maslow, it was more important to involve an employee in a social group which can motivate him rather than rewarding a lone employee for getting his expected job done (Petcharak, 2002).

 However, it was soon discovered that no single theory can be applied universally. In this context Goldthorpe (1968), suggested that motivational theory should focus upon the variables determined by the culture of different community and class of the employees rather than focusing upon the psychological constants. Therefore, contrasting the theory of Maslow’s hierarchy of needs, Alderfer presented his ERG theory (1972) that focused upon the ‘needs of an individual in an organization’ focusing upon the core needs of existence, relatedness and growth. Despite improvement these theories focus upon factors which motivate the behavior of a human but fail to comment upon the process of motivation in actual terms. This weakness led to the development of the more sophisticated process based theories of motivation (Elding, 2005).

 The figure above is a clear depiction of the intricate linkage of every element that drives towards rewards, attesting the fact that motivation is the end result of complex mesh derived from various experiences and aspects of life (Buford &Bedeian, 1993). The model thereby helps in throwing light upon the aspect that the management needs to carefully consider in determining reward components which can effectively inspire the employees.

Motivational Models

The models of motivation are differentiated from the motivational theories on the basis of their completeness of vision while addressing the motivational framework of the individual employee. The two widely accepted and integrative model of motivation are Hackman and Oldham model (1976) based upon characteristic of jobs and Porter and Lawler model based upon expectancy. The former model is more social-cognitive in nature that relates to the dimension of a given job to the level of motivation as well as other personal outcomes.  Apart from it the model also considers the element of feedback as one of the five measured aspects of jobs. Though the model emerged as a self sufficient instrument for assessing the motivational level of the employee, it is considered incomplete with the fourth level of organizational structure incorporated into it. Without which the model ends up predicting only the internal motivation and ignoring the external attributes like working condition and payment structure (Elding, 2005).

Drivers of Motivation

The four attributes namely the satisfaction, engagement, commitment of the employee along with their intention to quit the system are the primary measurable indicators which helps a management in defining the overall level of motivation in their organization. These indicative parameters can be enhanced once the drivers of motivation are considered and incorporated in the functional structure of the organization (Nohria, Groysberg, and Lee, 2008).

• Drive to Acquire: Easily driven by the reward system that can promote not just the best talent but also motive others towards accomplishments.
• Drive to Bond: Influences the association of employee with an organization through promotion of teamwork, open environment and collaboration amongst the existing employees.
• Drive to Comprehend: This move yields dual benefits for the organization by accomplishing the bonding with employees and providing the platform of challenge which can contribute towards organizational success.
• Drive to Defend: Under this driver, the organization adopts the responsibility for improving the quality of lives of employees.

Employee Motivation: A Challenge

The process of motivating the employee is out and out a challenging task, for understanding the nature and behavior of a human being is a complex affair (Murphy, 2002). There exists various internal inhibitors in the system which challenges the process of motivating an employee and ensuring their retention in the system. One such aspect is the element of passivity, which is one of the major inhibitor that hinders to develop a positive outlook for the prevailing structure and atmosphere of an organization. As Dickson (1973) has identified the elements like negativity in the attitude, disrespect for the organization or the type of work along with disinterest in the work creates dissatisfaction which essentially defeats the purpose of any model and workshop of motivating the employees. Similarly the lack of transparency in the existing structure and practices of management restrains the fostering of positive synergy in the working environment (Memmott et al, 2002).

Discussion

Google’s Approach for Employee Motivation

The growth and development of the business arena has shifted the focus of the managers from sole operation section towards the holistic functionality of the organization. The holistic approach of the management has heightened the importance of the manpower which emerges as an asset to an organization. Google has seemed to understand the fact that during the tenure of an employee, various challenges and hiccups are confronted by them which if not addressed carefully can lead to development of negative energy which can adversely impact the business both in terms of its profitability and market sustainability. Thereby Google has adopted  an employee friendly model of operating business which has been effective in not just managing their level of satisfaction but also in branding Google as one of the best company to work for in the list of Fortune 500.

One of the unique approaches adopted by the company’s Australian unit is to offer benefits like flexible working hours, unlimited sick leaves, health insurances along with generous bonuses on the ground of appreciating the intense working periods of their employees. All such aspects reinstate the fact that the company understands the value that an employee can deliver to an organization and works for strengthening the same by keeping them motivated and satisfied. A satisfied and a motivated employee is in fact an asset to an organization such that the healthy environment of work attracts other skilled employees towards the organization. Such prospects help in strengthening the competitive positioning of the market.

Role of Theories and Models in Motivating Employees

There exists a plethora of theories related to motivation wherein each describes the process and the behaviour of an individual which when impacted can motivate them in delivering the desired job. Despite so many theories, no single theory is capable of meeting the needs and requirement of an employee in complete manner. Reviewing from Google’s perspective, the company has not just adhered to training and up-scaling its employees but has also paid equal attention in improving the overall working culture, office environment, hygiene factors and dress code. The company provides enough recreational options for the employees during their working hours while considering one of the basic amenities of food at the company’s cost. Google has carefully played by the essence of the theories and models based on employee motivation and meticulously designed its operation strategy. This approach was clear from the fact when the employees expressed their desire for creation and contribution towards something bigger than themselves. The unique approaches like ‘Thank God It’s Friday’ meeting  which provides the open forum for the employees in quizzing any executive for assessing company’s strategies or organizational progress are some cues which enhances the transparency of the system that renders a positive impact.

Despite the element of novelty that exists in the environment and reward system of the company, over a period in time the same can easily wade off, which can fail to yield the desired result. It is thereby essential that the company maintains its focus upon fun and reward system while bringing in the innovative strain along with the models of work-life balance, such that every employee feels their value with changing times.

Conclusion

In an age when the stability of an organization and retention of the skilled employee was significantly crucial, motivation emerged as the apt agent that can stimulate dissatisfied employees in a manner that a live spirit is invoked in him and the individual stands tall to face the challenges. Google has seemingly recognized various internal as well as the external stimuli which tend to influence the employee while performing their job and act as a decisive means of determining the longevity of their association with the organization. Monetary aspects is no doubt one of the major external influencer in impacting the employee motivation for even as postulated by the Maslow and other eminent theorist, fulfilling the ‘need’ of the employee is crucial in keeping them attached to their current profile while delivering their best and achieving the goals defined under service excellence.

Similarly other aspects of benefits in terms of rewards, or fringe benefits like meal, transportation, insurance etc when provided by the company helps in boosting employee’s morale to deliver their best performance. At the same time the modules of training and skill enhancement workshop can help the employee in motivating them internally with the upgradation of the requisite skill sets and enabling them to confront the challenges as posed by the competitive business world. Google, as a company has seemingly understood this correlation, which thereby has not just earned a name as a best place to work but has also been able to strengthen its competitive positioning in the market.

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