Keywords: motivated staff impact, staff inspiration effects
Introduction
Employee motivation is a very important part of each day business and has been acknowledged by countless organizations. According to (Simon & Enz, 1995) it is the factor which motivates people to decide on a particular job, continue working there, while putting in one's best work. Another description for employee inspiration is the desire to make huge work in obtaining goals for the respected organization, while knowing efforts potential in satisfying personal needs (as cited in Ramlall, 2004).
This study is designed to give an intensive explanation in to the phenomenon of employee motivation and exactly how its characteristics alters the overall commitment as well as work performance of its employees by making use of relevant theories and examples. To provide a centered representation the researcher concludes by delivering practical implementations of 1 or more theories on a specific company in order to evaluate what affect the theory initiates at that company.
These aims maintain a lot of value for the researcher as they offer valuable insights in to the field of worker motivation and how the phenomenon of determination affects the behaviour of the employees. In order to achieve this goal the researcher requires educating the audience by giving reliable and genuine literature which is constructed by respectable scholars as well as experts of the field. Throughout the literature, the ideas as well as examples of employee motivation and its aspects would be presented in order to do something as propositions for gauging how determination affects employee dedication and work performance levels. Pursuing which a background of a case study would be provided which would present what sort of theory of employee motivation is integrated on that company and how does it influence the commitment as well as work performance of the employees of this particular company. This is actually the procedure by which the researcher would desire to achieve the aims outlined above because of this study.
Theoretical background
What is employee motivation?
Employee inspiration is the drive making workforce strives to attain goals and goals which would be good for themselves as well as their complete entity. It is the input of your time and effort and what influences that effort to begin with.
It is highly emphasized by critics as well as experts alike that the quality which distinguishes a successful company from others is straight proportional to the satisfaction of their workers. Thus because of this very reason the craze of investing closely in injecting resources in to the human resource team is commonly observed in organizations around the globe in order to increase and maintain high levels of motivation because of their employees.
Some of the theories which clarify how motivation make a difference employee's commitment and performance at work are provided below:
Maslow's Theory
Maslow (1943) assumes a hierarchical system could be utilized to best describe human being needs where higher order needs can be fulfilled after the lower order needs. Champagne & McAfee (1989) as cited by Ramlall, 2004, describe Maslow's Hierarchy of needs applied to employees as being split into 5 Levels or needs of an employee.
These needs start from the lowest order need known as physiological needs such as food, shelter, recovery, etc are basic needs of the employees.
Working in the ladder towards higher order needs such as safe practices & Security needs include all the factors which ensure a safe and secure environment to help make the worker comfortable to work in.
Since all the needs are hierarchal and are satisfied once the past ones have been adopted, social needs that happen to be further high up the ladder include all the factors that are related to sociable conversation and communication.
Catering to the ego as well as esteem comes when all the previous needs are satisfied and includes praises and honors as well as grooming such as training.
Finally resulting in the best order need known as personal- actualization needs is provided where one acknowledges their talents and weaknesses and strives to provide while making such tips strong.
Herzberg's Two Factor Theory
Herzberg (1959) developed a theory called, 'two-factor theory'
According to (Steers, as cited by Ramlall, 2004) both motivators as well as the hygiene factors can be split into the next aspects.
Motivators:
Achievement, Recognition, The task itself, Responsibility, Growth and Progress.
Hygiene Factors:
Company policies, Incomes, Co-worker Relationships, supervisory styles.
According to Herzberg; Mausner and Snyderman (1999) in this theory there are two guiding factors which determine satisfaction as well as dissatisfaction degrees of the public. While one is known as 'Motivators' the other is known as hygiene factors. Employee retention as well as turnover have in common been predicted by the aspects of satisfaction as well as dissatisfaction in a job. The main purpose of this theory is to offer an explanation in relation to satisfaction and inspiration in organizations by delivering that both the aspects of satisfaction and dissatisfaction are orchestrated through individualistic factors such as desire and hygiene factors respectively. The very best reason of how motivators work has been those aspects within a job which cause people to perform their functions and their objective to either remain or leave their company. It becomes obvious that the motivators are interrelated with the work content when the parameters which fall under this category are believed as the level of achievement attained, amount of identification, the nature of the workitself, characteristics and level of the duty, prospects of improvement as well as future expansion.
At the same time hygiene factors are those factors which are essential in every environment and having less which creates a severe degree of dissatisfaction. These factors result from external aspects that are not straight related to one's job. Types of such factors could be the nature of the procedures of the worried company, the level of salary, relationships with the co-workers as well as the role enjoyed by the supervisors.
According to Herzberg a state of satisfaction cannot just be achieved by getting rid of all of the reasons which cause dissatisfaction by using hygiene factors; somewhat only a neutral state could be achieved through this process. To achieve satisfaction through inspiration would only be brought about by using the inner motivational factors.
Organizational commitment
Organizational determination has been best identified by (Mowday, Steers and Porter, 1979) as 'the relative strength of a person's recognition with and engagement in a particular company'. Three more factors which could verify helpful in distinguishing organizational commitment are presented by (Porter, Steers, Mowday, &Boulian, 1974) as;
Solid perception as well as approval in the goals and worth of an organization.
Desire to set up the best effort with regard to the organization.
Solid try to remain a essential area of the organization.
Case review of a private medical laboratory company in Zimbabwe
To better describe the trend of how staff motivation assists with increasing determination as well as performance at work, a practical exemplory case of a case study of a significant private sector medical laboratory based in Zimbabwe is offered which has used one of the ideas related to employee motivation known as "Herzberg's two- factor theory. " This research study is within the research paper called 'An examination of staff retention strategy in an exclusive company in Zimbabwe' and it is co-authored by three scholars particularly Malvern W. Chiboiwa, Michael O. Samuel and Crispen Chipunza. The purpose of carrying out this research study was to determine what are the factors which impact employee motivation and allow effective retention of the employees while lowering overall turnover. The type of this study was however qualitative which explains why this study carried out a well organized interview questionnaire. The tool was distributed among quite a big test amounting to 2240 respondents. The reason behind studying this company is that they have followed the mentioned theory and through watching the areas where the theory becomes relevant in the business can add stability as well as validity to the essay.
By learning the results of the research a few deductions about the business finally became clear. The most frequent between them were that, firstly, non-managerial employees displayed a higher rate of labor turnover. Second of all a whole lot of employees would have left soon. Thirdly a weak reward based system is the cause of the high rate of staff turnover in the organization.
As has been mentioned before the need of fabricating the two factor theory by Frederick Herzberg arose when a dependence on understanding the motivating as well as de-motivating factors of a host was experienced. Thus two factors known as 'cleanliness' and 'motivators' were provided which depicted their relevantly related details to be looked at. Factors such as how favorable or non advantageous the various policies of the firms were, whether the wages paid were based on the job description, skills required and paid promptly, if coworkers relationships were hospitable or not, the nature of the supervisory styles and if they were accommodating or not, were all parts of the cleanliness category and contributed to the de-motivational influences on a person or groups bordering. While this is the list of hygiene factors, the motivator factors were more positive and were inspired by feelings of achievements on attaining personal or open public milestones, the amount of recognition within staff members and colleagues, the level or character of responsibility given which includes the nature of the work itself, like the progression as well as progress visible in that field (Bassett- Jones & Lloyd, 2005). Now finished. to be noted in this study 'An Examination of employee retention strategy in an exclusive organization in zimbabwe' completed by (Chiboiwaet. al 2010) is that neither the cleanliness or the contrasting motivator factors are being done justice towards to be able to attain the positive results desired. While this research incorporates the use of the Herzberg theory it just goes on showing that if the motivation levels of employees is low then their determination to their work as well as their performance in it might be greatly jeopardized if stayed neglected.
This whole research study presents that whenever the organization does not incorporate a stylish retention program for its employees it induces worker turnover.
Identifying the reasons which cause worker turnover in the concerned group is one of the objectives of this case study. Other similarly important objectives include inspecting and working around the prevailing retention practices accompanied by the organization as well as make the procedures as effective as possible while at the same time devising a potential retention program which would achieve success in combating the higher rate of turnover observed within the staff pool of the organization.
Going through the analysis it plainly becomes visible that the retention strategies employed by the business has visible imperfections in its system which have to be addressed on an urgent basis to be able to move forward further in conditions of keeping their workforce. Between the numerous factors which have to be looked into and revised, some of the most basic aspects which demand attention are that the non- managerial personnel is the most susceptible to leaving the company frequently. The reason why for this are that
After inspecting the results of the info received from the interview which occurred regards the business, the reason behind the high turnover was eventually traced back to the poor remuneration packages wanted to the non-managerial personnel, as well as the dismal point out of working conditions in conjunction with the increased job insecurity.
According to the Herzberg two- factor theory, salary is a hygiene factor which means that if it is not looked after it could become a grave reason behind concern by learning to be a dissatisfying aspect. Hence this research reinforces that notion and the value of money and remuneration package is gauged by the declaration of Kinnear and Sutherland (2001:17) who state that money proves to be a key point of attracting as well as motivating quality employees inorder to keep them within the organization
Locke (1980) as cited in Tietjen and Myers (1998: 227) has further removed ahead to clarify that other than money, the need for goal setting, participation in the decision making process as well as the overhaul of the job design are further ways in which employees can be motivated to ensure better performance. However Locke (1968) came to summarize that definitely one of the most important motivating drive was fulfilled by money.
Robbins (1983) as cited in Meudell and Rodham (1998: 128) seconds the Herzberg theory of drive cases of money being truly a hygiene factor and a basic necessity by proclaiming so it can pretend as both a measure to assess the significance positioned on employees by their business, as well as provide the employees with the buying vitality to purchase according with their personal needs. These benefits are included amidst one of the essential protection under the law of employees, and having less fulfillment brings about a great amount of unhappiness between employees.
To provide proof for this assertion, a survey completed on an online site claims that after a comparative examination was considered the results exhibited that many organizations which were facing turnover were loosing their workers on grounds of insufficient compensation. Since this could give an idea a higher turnover for numerous organizations was because of the low degree of compensation plans, however, attractive compensation was not the key retaining factor where employees were keeping yourself for a long time, instead the reason why many employees remained was because of the internal factors with their job description such as the nature of romance they distributed to their supervisors and co- personnel and the overall satisfaction they produced from their jobs (www. reliable studies. com).
This unusual revelation shows that factors which cause dissatisfaction will vary from ones which energize satisfaction face to face and should be viewed as such both theories used in our study, specifically Herzberg's two- factor theory as well as Maslow's ideas of motivation, are exemplified matching to this statement. Both these ideas propose that while the fulfillment of aspects such as settlement along other financial benefits only focus on lower needs, higher needs are guaranteed when aspects such as overall drive and satisfaction are guaranteed.
Another factors by Herzberg that salary is merely a health factor so it does not have a direct motivating effect however the lack of fulfillment which might lead to unrest, this point is seconded by Hays (1999: 48) whose advice is the fact that if money is the only way how the management can show gratitude for performance then it will leads to more harm than good because it would not be adequate to ensure retention of the employees. The reason for this is stated there are various other factors such as flexibility and overall flexibility in the business which are very good more robust motivators for employees than simply increasing the compensation. However these details tend to be justified in areas where in fact the overall economy is strong and there is a non inflationary environment. When referring to Zimbabwe, it will not be disregarded that the current situation of the united states is overcome by an exceptionally inflationary environment and increasing wages could be looked at as a retention tool by organizations to keep their workers. The creators make some suggestions to bring about an optimistic development; market research of the Zimbabwean market could be utilized to regularly review incomes in that situation to match with the inflation trend which would help Zimbabwean organizations to sustain their workers. A bi-monthly basic salary repayment method can be put in place to be able to renew their incentive system. According to the benefits of the bi-monthly repayment, after 15 days a share of the firms past month's salary can get out followed by the basic salary with the regular increase at the standard payment day which includes taking out the advance paid at the center of the month (IPMZ, 2OO7).
Annual bonuses including the 13th cheque, and also other performance bonuses for performance, financing for education, full medical security as well as allowance for casing, are some of the benefits that ought to be provided by organizations with their employees showing understanding (IPMZ, 2007).
Another reason the private medical lab company of Zimbabwe was witnessing such a higher go up in turnover has been explained by Lambert and Hogan (2009: 98) as the trip of the country's talent outside the country. This move was orchestrated by two motives mainly; while one was the matter of better payment packages, the other was the interrelated idea of advancement in opportunities. Here Herzberg's two factor theory comes into play when the problem of salary as well as growth in careers involves the top. While salary is a hygiene factor which is considered a basic requirement according to the theory, improvement in the career is the motivator factor which becomes the driving a vehicle pressure for the workforce to work hard. The methodical and commercial research and development centre (SIRDC) carried out a report where they explained that out of practically around 479, 348 skilled Zimbabweans in the diaspora, almost all were informed and held bachelor's levels. Furthermore around 20% of those placed post graduate certifications, and 5 percent held doctorate diplomas.
Conclusion
Finally it's been shown the way the theories of employee motivation can be used to maintain the dedication as well as work performance of the employees in general terms as well as specifically by showing the example of the private sector medical laboratory company in Zimbabwe. Through this case study we learned how this theory is applied and what sort of source generates which type of result which means masses are aware of which factors to take care of when ensuring employee motivation. According to the case study their staff retention program was been shown to be weak which explains that the employees were not as determined as they may be if better leads were shown to them. Eventually the writer suggests some changes which should be implemented and the weak areas investigated if things are to improve for the better.
Concluding the analysis the researcher would like to make some advice to the managers as well as other authoritarian entities to keep employee inspiration development in a high priority list to be able to create the desire benefits. The techniques as well as strategies and areas which have been shown to work in the case study should be applied in the individual resource department in order to better control the employees.
