Employee motivation to Reduce Employee Turnover of a
Consumer Durable Organization
The overall success of an institution in achieving
its strategic objectives relies heavily on the performance level of employees.
Employee performance is a function of ability and motivation (Ek, K. and
Mukuru, E., 2013). Motivation is the most important technique for reducing
employee turnover in firms and it is the backbone of human resource management (Vnoučková,
L. and Klupakova, H., 2013). Lack of motivation leads to an increase in
incomplete jobs, a reluctance to seek out more efficient work, and employee
turnover (Šuler, O.,2008). When employees are unhappy with their existing
circumstances will look for a job elsewhere (Gupta-Sunderji, M., 2004).
Employee Motivation
Employee motivation refers to an employee's commitment to his or her job, how involved he or she feels in the organization success, and how he or she feels in their daily empowered tasks (Vnoučková, L. and Klupakova, H., 2013). Motivation is a technique that reflects an employee's determination, focus, and enthusiasm (Šuler, O.,2008). Self-motivation is the most motivating incentive, so employees can use it in their personal lives or at work to achieve goals and objectives (Diamond and Diamond., 2010).As per Ganta, Motivation classified according to the factors,
Ø Extrinsic Motivation - This defined as motivation derived from objects or causes outside of the individual (Ganta, V.C., 2014). As a result, if we examine consumer durables, a recovery officer at branch being motivated to work hard to receive a promotion
Ø Intrinsic Motivation - Intrinsic motivation is motivation that comes from within. It comes from the personal enjoyment and educational achievement that we derive from doing that particular thing (Ganta, V.C.,2014). For example for customer care assistant who love music, their motivation to practice the instrument, attend classes in the consumer durables organization, it's critical to understand how to motivate employees in order to reduce employee turnover. Following are a few of the most common motivational techniques used where I work.
Ø Reward and recognition -
Some employees are money motivated while others find recognition and rewards
personally motivating (Ganta, V.C.,2014). Recognition in
various forms is a powerful
retention strategy and
that it does
not have to be
expensive (Ongalo, E.A. and Tari, J., 2015). In this scenario, the
company where I work is doing everything it can to recognize and reward any
employee who follows the company protocol. You may see a moment of branch staff
recognition and reward in the picture below.
Figure 01: Recognition and Rewarding Movement
Source: Social Media on SINERA
Ø Training and Development - Increase
employees' knowledge to develop creative and problem-solving skills (Falola,
H.O et al., 2014). As a result of formal training and development, Employee had
good feeling how to doing well (Ongalo, E.A. and Tari, J., 2015). In terms of
employee motivation, a consumer durables company's concern for training and
development can be described this way:
Figure 02: Training and development
concern statement
Source: Annual Report singer sri lanka PLC (2019/20)
List
of Reference
Diamond, H. and Diamond, L.E. (2010). Perfect phrases for motivating and rewarding
employees. Second edition.
Ek, K. and Mukuru, E., 2013. Effect of motivation on employee performance in public middle level Technical Training Institutions in Kenya. International Journal of Advances in Management and Economics, 2(4), pp.73-82
Falola, H.O. Osibanjo, A.O.OJO, S.I. (2014).
Effectiveness of Training and Development on Employees performance and
Organization Competitiveness in the Nigerian Banking Industry,
Ganta, V.C., 2014. Motivation in the workplace to
improve the employee performance. International
Journal of Engineering Technology, Management and Applied Sciences, 2(6),
pp.221-230.
Gupta-Sunderji, M., 2004. Employee retention and
turnover: The real reasons employees stay or go. Financial management institute journal, 15(2), pp.37-40.
Ongalo, E.A. and Tari, J., 2015. Effect of employee motivation strategies on organizational performance: A Case of Electricity Generating and Distribution Firms in Kenya. European Journal of Business and Management, 7(1), pp.55-65
Singer Sri Lanka Annual report. 2019/20. https://www.singersl.com/
ŠULEŘ, O. (2008). 5 rolí manažera a jak je
profesionálně zvládnout. Brno: Computer Press.
Vnoučková, L. and Klupakova, H., 2013. Impact of
motivation principles on employee turnover.
Agreed, Additionally, If employees are not satisfied with their work and are not willing to accomplish their work the organization cannot achieve the goal. Organizations must build strong and positive relationships with employees and turn to solution fulfillment (Dobre,2013).
ReplyDeleteYes Nuwan, if employees fail to do their job duties, the organization's operations will suffer. Training and development opportunities, the working environment, the employee-employer connection, job security, and the company's general policies and tactics for rewarding workers can all influence employee performance (Haniza) (2011).
DeleteAgreed. Motivation essential factor for organizational success, Motive employees strive to achieve the objectives and goals of org. In additionally, wages and workplace factors affect employee performance not limited to Carrier growth and development, Financial factor, Co-worker and Supervisor Relations, Work condition likewise (Teshome, 2018).
ReplyDeleteYes amila, In fact, Motivation is the most important technique in firms and it is the backbone of human resource management (Vnoučková, L. and Klupakova, H., 2013). The need to discover the factors that influence employee performance, as well as personnel requirements, has grown. Furthermore, to investigate the interactions between environmental factors (training culture, management support, environmental dynamism, and organizational climate), job-related factors (job environment, job autonomy, job communication), and employee-related factors (intrinsic motivation, skill flexibility, skill level, proactivity, adaptability, and commitment) and their impact on Employee per capita income. (2019, Anastasios D et al).
DeleteAgreed with your discussion points, while adding more details, employee turnover basically occurs due to the unhappiness of an individual employee at their job. Environment. Being unhappy is not merely the reason why individuals leave one job for another. If the employees possess the skills that are in demand, they may be awarded higher pay, better facilities or job growth prospects. So it is very important to recognize and know the difference between those employees and those employees who leave their jobs for other reasons (Ibrahim, Usman, & Bagudu, 2013).
ReplyDeleteMenupa, yes. When the global economy improves, employees who are dissatisfied with their existing circumstances will look for job elsewhere (Gupta-Sunderji, M., 2004). When employees quit their jobs and must be replaced, this is referred to as employee turnover (Chaminad, 2007). Organizations spend a lot of money to replace existing staff, and as a result, service quality suffers (Chaminade, 2007).
Deleteyes.Traditional motivation theories focus on specific elements that motivate employees in pursuit of organizational performance. For example, motives and needs theory (Maslow, 1943) states that employees have five level of needs (physiological, safety, social, ego, and self-actualizing), while equity and justice theory states that employees strive for equity between themselves and other employees (Adams, 1963, Adams, 1965).
ReplyDeleteThank for your valuable comment. According to Maslow, when people's basic needs are met, they are more likely to have a motivating purpose in life (Robbins et al 2014).
DeleteYes. De-motivated employees will leave the workplace if they get a chance and do not put efforts on organization's success.(Cheema, Shujaat, & Alam, 2013). Further for employers, Employee retention is a crucial issue as it costs the the organizations. (Rasheed, Jehanzeb, & Rasheed, 2013; Mgedezi, Toga, & Mjoli, 2014). Hence Employer needs to pay more attention on employee motivation may it be intrinsic or extrinsic to enhance employee performance and organizational productivity (Sleimi & Davut, 2015).
ReplyDeleteYes, there are other motivational variables to consider. Hygiene and motivational variables are two of these elements. If hygiene variables are not present, an employee will work less. Employees will be motivated to work harder if they are provided with motivating incentives. According to Ganta V.C. (2014), motivation is divided into two types: extrinsic and intrinsic motivation.
DeleteAgreed. The problem of turnover is important and putting the joint forces of job embeddedness (fit, links, and sacrifices) together to retain employees who stay highly embedded can be the catalyst for change (Mitchell et al., 2001).
ReplyDeleteYes. Further, When employees quit their jobs and must be replaced, this is referred to as employee turnover (Chaminad, 2007). Organizations spend a lot of money to replace existing staff, and as a result, service quality suffers (Chaminade, 2007). Employee retention refers to the practice of encouraging employees to stay with the organization for as long as feasible or until the project is finished ( Sandhya, K. and Kumar, D.P., 2011).
DeleteYes, (Eavze, 2012) stated that, motivation is closely related to the performance of employees and employee turnover in an organization. To inspire the employees to perform his duties in perfect manner and reduce the turnovers, organizations should invest in the “motivating and good people retention policy”.
ReplyDeleteI agree with what you've said. In fact, staff performance is critical to an institution's overall effectiveness in achieving its strategic goals. The ability and motivation of employees determine their production (Ek, K. and Mukuru, E., 2013). Motivation is the most important technique for decreasing employee turnover in firms, and it is the backbone of human resource management (Vnouková, L., and Klupakova, H., 2013).
DeleteAgreed. Losing good employees will be a loss in terms of both financial investment and intangible assets, which is knowledge that the organization doesn’t own (Smither, 2021) By identifying key de motivational factors and their weakness and focusing, coaching, and developing their skills for effective engagement (Garman & Galway, 2004).
ReplyDeleteThis comment has been removed by the author.
DeleteYes. Any firm that loses good people will have a negative impact. As a result, companies must detect negative variables like demotivation, management conflict, and environmental concerns. As a result, they must place a greater emphasis on motivational variables. Employee motivation refers to an employee's devotion to his or her employment, how invested he or she feels in the success of the organization, and how engaged they are in their daily empowered activities (Vnouková, L., and Klupakova, H., 2013). These motivational elements are split into two categories by (Ganta, V.C., 2014): extrinsic factors and intrinsic factors.
DeleteAgreed with you. I would like to add few. e
ReplyDeleteEmployee engagement is about the individual employee bringing more of himself or herself to work, and the second is that engagement initiatives are focused on encouraging employees to engage in behaviors that go above and beyond the core job at work (Welbourne, Theresa M.)
Agreed, Employee engagement is also a word that relates to a worker's level of enthusiasm and devotion to their job. When it low engagement at any organization leads to many negative factors. Employee turnover can be considered as the main key effect factor. Employee turnover happens when employees are unhappy with their current job. Employees who are dissatisfied with their existing situation will look for work elsewhere when the global economy improves (Gupta-Sunderji, M., 2004).
DeleteAgreed, As per the research conducted by Ahmed (2001), most significant factors that increase motivation & satisfaction are promotion, working environment & payment. If organization focused on that factors, it will positively impact on enhance high level of performance in organization. and less turnover.
ReplyDeleteIn fact, staff performance is critical to an institution's overall effectiveness in achieving its strategic goals. The ability and motivation of employees determine their production (Ek, K. and Mukuru, E., 2013). (Vnouková, L., and Klupakova, H., 2013) Motivation is the most important technique for decreasing employee turnover in firms, and it is the backbone of human resource management.
DeleteAgree Sampath, Employee motivation is key to an organization’s success (Zara, 2010) It’s the level of commitment, drive and energy that a company’s workers bring to the role everyday. Without it, companies experience reduced productivity, lower levels of output and it’s likely that the company will fall short of reaching important goals too (Kishor, 2016).
ReplyDelete