Employees Motivation

HR Performance Issues and Motivation

Undoubtedly, organizational outcomes depend on HR performance that is closely related to the motivation of employees. Usually, employees performance can be marked with a complicated nature that acquires the status of a controversial issue. HR managers ought to implement different training modules in order to encourage employees ensuring competitive advantage and providing them with good working conditions. However, they should take into account the motivational aspect that plays a huge role in organizational success. Job satisfaction often has motivational background and affects work performance that may be evaluated from the perspective of the previous two points. Thus, there are strong links between motivation, job satisfaction, and employees performance as these notions are indispensable when it comes to organizational success.

Motivation pertains to the most important factors that influence job satisfaction and performance. Specifically, these three components of a successful organizational behavior work in a circulation that enforces better functioning of an organization (Figure 1).

Figure1. Relation between motivation, job satisfaction, and performance.

It is worth mentioning that motivation can be divided into intrinsic and extrinsic concerning persons goals. Extrinsic motivation is directed to achieving something particular, for instance, a kind of an object. On the other hand, intrinsically motivated behaviors consist in perseverant actions that are enjoyable in their nature. Motivation in the context of organizational work exerts a tremendous impact on the overall state of a particular organization. It is not a secret that intrinsically motivated employees are marked with greater expectations regarding their attitude to the working process. The starting point for addressing this issue relates to self-determination theory that can be seen in Cerasolis (2014) research:

[...] intrinsic motivation fuels the direction, intensity, and persistence of motivated behavior. First, a relation exists between choice of direction and intrinsic motivation. When individuals find a particular task enjoyable or identifiable with the self, they are more likely to fully endorse and participate in the task. (p. 982)

It is necessary to point out that working environment can greatly influence motivation. Nowadays, it is a widely accepted fact that employees in general may suffer from stress in the workplace. Stress in working conditions is an everyday experience practically for all the employees and their employers. The trigger for the situations that cause stress at workplace may concern diverse working projects, facing uncertainty about the future, overwhelmingly difficult and tiring working conditions, job design, working environment, etc. Moreover, one may find a set of distractions that exert a negative impact on the persons will to do the work.

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Apart from stress, it is reasonable to mention the aspect of cultural diversity within a particular organization. The controversial issue of diversity in the workplace demands special employee training. Multiple researches were carried out to explore this matter. However, one should bear in mind that although diversity brings positive results to the potential of business, it is still the main cause of misunderstandings in the communication that are influenced by multi-cultural working environments and obvious discourse matters. Ellis rightfully stated that one of the hallmarks of a successful communication is connected with the notion of it being at the right time and style in order to provide the right kind of communication and match the right audience (Ellis, 2002). Apparently, language and verbal code are the key components in perceiving the information from the speaker. It happens that the state of confusion may emerge due to the wrong interpretation of the language. Scollon, R. & Scollon, S. B. (1995) state:

I may say something is blue in color but it is another question altogether what the color blue means to you. There is never complete agreement among speakers of a language about the semantic ranges of such items as color terms. This is just one example. (p. 7)

The problem of diversity may cause misunderstandings and offences that lead to the organizational structural problems such as lack of coordination. In fact, every organization or company has to cope with structural problems. However, it is reasonable to take steps in order to avoid the situations that sow seeds of discord in the workplace and induce the negative climate. Actually, the absence of coordination among the firms divisions creates chaos in the workplace and manifests itself in all the dimensions of a particular organization. Namely, the financial and managerial aspects suffer from decrease. Intensive antagonistic climate has the same effects as the former problem. They are closely related to one another due to the simple reason: both lead to the overall degradation of the company.

In the light of practical implementation, it is worth mentioning the fact that an average company may fail due to the lack of motivation. Motivational failures can be explained through the prism of special theories that trace the root of the problem. For instance, one may observe the issue that may occur in any organization due to the lack of employees motivation. Although a variety of theories exists dealing with Herzbergs content theory of motivation may be applied in this case. The theory is based upon the notion of hygiene factors that include salary and working conditions. These factors are not believed to motivate people as they do not have any motivational influence on the employees. To some extent, they resemple hygiene. Their absence makes employees dissatisfied, while their presence does not seem to make any changes at all. The factors that affect employees motivation and performance encompass advancement, recognition, and responsibility (Wellens, 1970). Therefore, a manager should be ready to create a competitive advantage in order to provide the employees with the opportunities to climb the ladder of success.

Herzbergs content theory of motivation is widely accepted in the world. Specifically, it is used by Kellogg Company where the managers take into account all the motivational factors that may benefit the organizations outcomes. According to Gilbert (2012),

When leaders in organizations routinely display toxicity toward their employees (exhibited through excessive employee monitoring, micro-management, and politically-motivated performance appraisals), the outcomes will be radically different than from organizations in which community or collaboration is practiced. (p. 29)

The motivational aspect of employee performance is closely tied up with HRM. It is evident that managers should be able to provide the employees with special training modules. In fact, the employees in a particular organization should be monitored, so that managers can make conclusions about their needs and behavior. Thus, it is obvious that organizational behavior takes the stance of an important factor that influences motivation.

Motivation, job satisfaction and employees performance are interrelated. Bearing in mind the previous points, their relation to each other has been shown by means of the factors that influence the organizational outcomes. Herzberg theory suggested that the lack of motivational factors may result in motivational failure that is peculiar to organizations neglecting the interests of the employees and their main demands. The essay discussed the matters of cultural diversity, the problem of successful professional communication and the influence of coordination on the employees motivation. Apparently, the impact of working environment on the employees plays a huge role in HRM practices. Undoubtedly, the managers should do their best to create a challenging working atmosphere that is worth human efforts. Only then, the circulation of motivation, job satisfaction, and employees performance will be preserved and will result in numerous benefits for the organization.

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