07. Employee, Employer Relations with Motivation Theories.

Employee, Employer Relations with Motivation Theories.

Maintaining of positive relations with employee, employer is a challenge in the organization. Basic requirements to practice a good employee relation in the organization as follow,

• Improved work-life balance
• Enhanced workplace culture
• Reduced workplace conflicts
• Increased motivation
• Improved employee loyalty

 

Key basis of practice above facts in an organization is to maintain the level of motivation of employees. Motivation theories can be utilized to keep up with employees’ relations in an organization. By understanding what inspired employees and managers could create energetic workplace that is helpful for worker commitment and achievement in the organization.

 

Motivation theories can be useful in understanding what influences an individual to seek after a targeted outcome. These theories are for many purposes, such as to improve human psychology and social relations, but on the other hand it's significantly uses for the management of an organizations to improve the productivity in the same. According on a deep study of these theories, administration of the businesses could be realized what activities are to be practiced in the organization on individuals to convert them to hard workers. In the administration, leaders are using these motional theories to improve the production, service quality, profit of an organization and employee satisfaction, standards, retention. Effectively applying of these theories can assist supervisors to obtain the support from employees to accomplish organization’s business objectives.

Some of the most popular motivation theories which related to Employee relations,

• Maslow's Hierarchy of Needs
• Herzberg's Two-Factor Theory
• Expectancy Theory
• Equity Theory

Maslow's Hierarchy of Needs

Maslow's Hierarchy of Needs is one of the most well-known motivational theories in organizations. Developed by psychologist Abraham Maslow, the theory suggests that human needs are arranged in a hierarchy, with basic physiological and safety needs at the bottom and self-actualization needs at the top.

As indicated by this theory, employees are motivated by satisfying their requirements, beginning from the lower part of the order and moving gradually up. In the work environment, this implies giving employees basic essentials and necessities, like a secured workplace, a fair compensations and employer stability. In order to fulfill higher level needs of the Maslow's hierarchy, employees are to be satisfied with above basic needs. Once the basic need will be full filled, employees are moving on to higher level needs such as acknowledgment, development, and self-completion.

To maintain a positive employee relation with employee and employers should be maintain the employee motivational level by fulfilling Maslow’s motivation needs. 

Ex;-

Physiological needs- Installing a water cooler and keeping the environment at a comfortable temperature. Stocking the office kitchen with snacks and make sure not to overwhelm your employees with work they have to do after hours.

Safety Needs- Paying reasonable Wage / Salary to the employee in order to meet all their financial obligations. Securing the office building and ramping up a diversity and inclusion program. 

Love and Belongings – Implementing and practicing team building activities in the organization, providing trainings to managers to ensure theirs support and directions to their direct repartees.

Esteem Needs- Providing timely and specific appreciations when someone does a good job. Establishing a formal recognition program to reward top employees or consider it by offering a performance-based reward system.

Self-actualization- Focus to establish necessary programs to develop skillful employees in the organization. Develop employees’ abilities to reach their full potential. This might mean providing mentoring, sending them to workshops or fulfilling educational gaps by providing seminars and trainings and recommending outside courses. 

Herzberg Motivation-Hygiene Theory (Two-Factor Theory)

Herzberg's two-factor motivation theory distinguishes factors that increase employees to finish super quality work. Understanding and carrying out two-factor theory could help the organization to produces a supportive management and the team members in the firm.

Herzberg pointed out that job satisfaction and job dissatisfaction are not opposites of each other, but rather, two separate categories altogether.

The elements that add to work fulfillment are connected with the substance of the show and are designated motivators.

Motivator Factors

When considering the motivator factors that contribute to job satisfaction, ask yourself the following:

Task achievement: Always management to be set-up and assign Tasks to employees and inspect their success and capability of achieving.

Recognition: Employees are to be recognized after their achievements of targeted goals. Implementing a formal performance based recognition and recognition system.

Interest in the task: Assigning Task to employees by inquiring the genuine interest for the particular task and assigned or assigned for another suitable interest employee for the particular task.

Occupational growth opportunities:  Providing a transparent opportunity to develop their skills through things such as mentorships, conferences and higher education in order to recommend for internal promotions. Promotions should be based on the talents, skills and educations levels but not for the loyalty. 

Hygiene Factors

When considering the hygiene factors that contribute to job dissatisfaction, ask yourself the following:

Company policy and administration: Company policies should be clearly outlined and available for employees to read and policies are transparent and fair for everyone.

Supervision: Team should be supported by the supervisors and guidance of the supervisors are available at any time for the employees.

Working conditions: Always it should to be provided a safe working environment for employees. They will perform their duties once the identifies always there is safe work environment with them.

Salary: Should pay fair wage/salary for every employee and there should be method of increment of regular intervals.

Personal life: Influence employees to balance theirs work-life balance in the workplace. Administrators are to be understandable of employees needs regarding theirs family life too.

Work relationships:  Managers are to be developed a supportive relationship with their direct repartees in order to strengthen bonds within the team members.

Vroom’s Expectancy Theory

Victor Vroom published Work and Motivation in which he drawn a expectancy theory. In his book, Vroom describes workplace motivation as a “force” that is a function of the following three variables:

Expectancy refers to how likely a person is to accomplish a goal if they try.

Instrumentality refers to how likely they are to receive an outcome/reward if they do accomplish the goal.

Valence refers to how much satisfaction the person will derive from this outcome/reward.

When start with the expectancy, it is the probability that accomplishing the assigned work will accomplish the targeted goal. If the employee doesn't figure that they could arrive at a level of assigned objective, they will be convinced to invest some energy to achieve the same. Supervisors must have to identify weather there are unachievable goals those should be rescheduled as reasonable objectives. It is to be done by re-evaluating those objectives by comparing with previous objectives or dividing in to small groups.  

With regards to instrumentality, the probability that outcome in the undertaking will prompt a reward. Supervisor to be clearly mention about the formal reward system to their employees as fair for every worker.

Ultimately, Managers are actually need to think about the valence of every employee or the attractiveness of the award system to every individual. On the other hand, somebody could accept they could be accomplished the presented objectives and realize that they will get a compensation for doing the same. However, if someone assuming that the awards have no worth to them, they will not be accomplished each valance of them.

Edwin Locke’s goal-setting theory

American psychologist Edwin Locke published his famous goal-setting theory, which cited studies showing that:

• Difficult goals lead to higher effort and performance than moderately difficult or easy goals.
• Specific, hard goals are better at maximizing performance than vague “do your best” goals.

 

Later, Gary Latham teamed up with Locke as they continued to build upon his earlier goal-setting theory research. In 1979, they published a paper of findings from field experiments with logging crews. In it, they outline a three-step process for setting goals that enhance motivation and performance:

 

Set the goal : Goals are to be specific, should be a period cutoff, and make it troublesome, yet feasible.

Obtain Goal Commitments: There should be objectives as a top priority of the Organization, however, it is needed them to acknowledge and be focused on those objectives. Locke and Latham found that this necessary that the subordinates are confident about their supervisors. To overcome the resistance for the objectives, theorists are proposed to furnish to more preparations, trainings to develop workers skills with the objectives are to be accomplished.

Provide Support: This implies ensuring the organization group has all that they need to succeed, like abilities, time, and criticism in the pathway to their goals.

 

At the end of their paper, Locke and Latham add, “Goal setting is no solution. It will not compensate for underpayment of employees or for poor management.”

So, while applying objective setting theory to the working environment, it is to be ensured to do a more extensive examination of the organization overall prior to calculation of objectives will fix everything.

 

Challenge your Team: Individuals are more like to Challenges. Employees need to develop and foster their abilities. Managers are to be helped employees by giving them assignments that are excessively simple. In addition, as Locke found in his examination, Difficult objectives motivate people the most elevated levels of execution.

 

Be Specific: While guiding employee groups when objectives are to be more specific. Leaders are to be instruct employees to just "put forth a valiant effort" doesn't expand execution, as it doesn't provide them with an unmistakable thought of what they need to achieve to arrive at the objective effectively.

References

Indeed Tutorial Team. (2023), 5 Motivation Theories To Use in the Workplace (With Tips) [Online] - https://www.indeed.com/career-advice/career-development/motivation-theories - accessed on 23rd November 2023

Collegnp, (2023), Motivational Theories in Organizations [Online] - https://www.collegenp.com/motivation/motivational-theories-in-organizations/ - accessed on 23^rd November 2023

Hopper. E, (2020), Maslow's Hierarchy of Needs Explained [Online] - https://www.thoughtco.com/maslows-hierarchy-of-needs-4582571 - accessed on 24th November 2023

Indeed Tutorial Team, (2023), Herzberg's Theory: A Guide for Boosting Employee Motivation, [Online] - https://www.indeed.com/career-advice/career-development/herzberg-theory

Fingerprint for success, (2023) These 4 motivation theories will help you boost team moral [Online] - https://www.fingerprintforsuccess.com/blog/motivation-theories - accessed on 24th November 2023