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Analyze and discusses the impact motivation has on organizational effectiveness
Introduction
Over the years, organizations have been looking for the most suitable way to develop a competent workforce who are oriented in delivering quality services to clients. There are many countless efforts that the organizations have made just to make sure that the clients receive the services that they aspire. For the workforce to maintain the principles set by the organization, various strategies are being created to act as a way of motivation to the employees. With different motivating strategies, the firms have been able to achieve a countless number of repeated clients. The firm is always on the look out to establish the most competent way in which they can use to compensate their employees. Typically, the efforts that most employees usually show in de3likvring their duties is just enough to make them have the high compensations (Ozlen and Hasanspahic, 2013 p.184). In reality, the workers who give their best services will positively influence the general performance of the organization. They, therefore, need to be compensated for their efforts as a way of motivating and appreciating their contributions to the profits of the organization. On the other hand, employees who offer less will not be able to receive the compensation band rewards from the group. The business stands in an appropriate way if the given employees are constantly motivated for there to be a constant low of profits by the efforts made by the employees.
Research analysis
In any given organization, there are various channels through which individuals can find motivation on the things that they partake. The motivating factors can be of different types, and it highly depends on the way in which people accepts the various rewards being given. The human life is usually determined by the urge to attain both the natural needs and the basic social needs. These requirements are the primary determinants that make people become more competent and address various issues the way they reveal themselves in their lives (Manzoor, 2012 p.1). For example, a person will usually become more responsible and face a particular problem without any strain because of the way in which the motivating factor is opposed. If after attaining a particular goal an individual will be given a larger position in the organization, the person will put more extra efforts to succeed. When there is a greater motivation attached to a particular activity, then the individual will put more efforts than when the motivating factor is minimum.
The existence of a positive correlation in an organization is one of the key drivers of motivation in an organization. When the employees and the management of a firm are in a good relationship with effective communication between them, they will be able to build a reliable and independent way of addressing various issues. The working environment will be sustained, and the individuals will have an easy task communicating with the customers when addressing problems (Pinder, 2014 p.9). The positive relationship that exists between the employees will increase the motivation given to workers, and the workers will be willing to work even extra hard just to achieve their goals. They will highly focus on the most appropriate way in which they will work to provide the best services as per the requirements of the organization. When the employees of a firm are in a positive correlation, the general performance of the business will highly increase, and they will be able to know the appropriate way in which they can maintain the performance of the organization. In fact, they will be looking for appropriate options that will help them achieve greater results in the organization to get higher rewards (Miner, 2015 p.430).
Considering the high competition existing in the market, larger industries will pay their employees to maintain the position that they hold in the market. They will always offer high compensations to top rewarding employees to support the services that they obtain from them. When the employees are highly rewarded, they will work even harder to get more rewards. The rewards become a motivating element in the side of the employees, and they will have to maintain the same efforts to achieve higher rewards (Khan, and Gautam, 2014 p.289). The work environment will be effective, and the workers will enjoy the way in which work is being undertaken in the given environment. It is always the role of the organization to provide adequate resources that will facilitate the way in which the employees are being motivated. The attitudes and the way in which the employees of an organization are being treated should be changed, and a different manner of understanding and addressing various situations should be converted. When individuals are being taught concerning the need to maintain a positive attitude towards a particular job, they will be able to maintain a productive work environment. The restraining factors that makes the way in which in individuals address various tasks should be changed and the people given alternatives that will help them to have a second look at the events happening in a working environment (Hafiza et al. 2011 p.327).
The high globalization has led to the enlargement of the market, and the skills that are required in an organization has highly increased. Many employees in various firms have been offered with free training as a way of motivating them to deliver high-quality services and remain competent and relevant in the global market. These training facilities have significantly expanded the scope of operations of most firms, and the competitors are sustaining the level of competition. What the global market demands is being offered by the organization and the response is positive. There is the high development of creative and innovative ideas by both the workers and the management of the organization to be able to maintain their competitiveness in the market (Pinder, 2014 p.5). Sustainable development is always achieved through hard work and determination of the individuals undertaking various roles. When individuals have motivated appropriately, they will be able to deliver quality work which will facilitate in the company’s success.
Conclusion
Organizations wish to become more competent in undertaking their various tasks to obtain sustainable development. For an organization to achieve their goals, the efforts of employees are the key principle that should be highlighted (Yazdani et al. 2011 p.267). The more competent the workers of an organization are, the higher the chances of the firm becoming successful. With the proper motivation to the employees, the firm will have little challenges in meeting its core principles. With the current concerns in globalization and the increasing competitions in the international market, company’s needs to develop the most competent strategies that will help them to come up with appropriate ways of handling their workforce (Wang, 2013 p.1). There should be motivating factors that will make the employees even more competent and willing to work using their best knowledge and understanding. In summary, motivation is a very significant element that every organization should have and practice. They are the main determining factors that allow individuals to increase the way in which they address various issues for the achievement of the goals of an organization. If employees are constantly motivated when they are undertaking their roles, they will even work harder just to ensure that they maintain the bond that exists between them.
Bibliography
Hackman, J. R., & Oldham, G. R. (2012). Motivation through the design of work: Test of a theory. Organizational behavior and human performance, 16(2), 250-279.
Hafiza, N.S., Shah, S.S., Jamsheed, H. and Zaman, K., (2011). The relationship between rewards and employee? s Motivation in the non-profit organizations. Business Intelligence Journal, 4(2), pp.327-334.
Khan, M.S., and Gautam, S., (2014). A Study of Impact of Motivation on Productivity of Employee. The International Journal of Business & Management, 2(12), p.289.
Manzoor, Q.A., (2012). The impact of employees’ motivation on organizational effectiveness. Business management and strategy, 3(1), p.1.
Miner, J. B. (2015). Organizational behavior 1: Essential theories of motivation and leadership. Routledge.
Ozlen, M.K. and Hasanspahic, F., (2013). A Descriptive Study on the Motivation of Bosnian Workers. International Journal of Academic Research in Business and Social Sciences, 3(7), p.184.
Pinder, C. C. (2014). Work motivation in organizational behavior. Psychology Press.
Shukla, N.K., (2012). How motivation factor affect the organizational effectiveness. International Journal of Management Research and Reviews, 2(3), p.430.
Wang, J. (2013). The motivation secrets of 8 successful business leaders. Retrieved September 17, 2016, from Motivation and Retention, https://www.entrepreneur.com/article/228371
Yazdani, (2011). Factors affecting the Empowerment of Employees. European Journal of Social Sciences, 20(2), pp.267-274.
