Literature Review On Factors Influencing Employee Motivation Assignment
Question
Task: Prepare a literature review on employee motivation assignment discussing about the factors responsible for boosting employee motivation.
Answer
Literature Review: Section 1
1.1 Financial Reward
The employee motivation assignment examines the study of Vlachos et al. (2013) that it is seen that employee motivation in some organizations is not directly related to the salaries, bonuses or monetary rewards given to the employees in the job. There are productive teams that are productive and energetic due to the perks or non-financial rewards they are getting in their office, which has no relation with money. Among these perks are positive impact that decide employee successes along with a balanced work lifestyle. Further, there are flexibility that allow the employees and the employers to set up their work conditions according to their own suitable. Third perk is time off that allow employees to balance their time for personal and professional commitments such as paid vacations, week offs, rewards as paid complementary offs and others (LERA 2012). This offer time to employees to indulge themselves in their hobbies or passion or their personal life. On the other hand, it is also clear in this segment of employee motivation assignment that scaring the employees to work hard with great ideas always demotivates them to give their best.
Yousaf et al. (2014) has stated that financial rewards act as an added benefit to the employees in way of pay, bonuses, allowances, insurance, incentives and promotions. Types of monetary incentives given to the employees such as over the target incentives, overtime incentives and others tend to motivate the employees more. Similarly, bonuses are offered on the performance of the employees after evaluating performance quarterly, half-yearly or one year. Further, allowances such as meal allowance, transport allowance, housing allowance and others motivate sales person to give some extra efforts to the work.
1.1.1 Salesperson’s motivation through financial rewards
The above mentioned financial rewards in different types makes sales person feel valued for the efforts given in particular to their job role and highly satisfied for the return they are getting. It is evident herein employee motivation assignment that timely increment, incentives and lucrative bonuses develop a healthy competition among the salesperson or employees and encourage them to give their best in the job. It encourage the staffs to give superior outcome and optimal performances (Yimiao and Brima 2017). Further, with effective incentives and bonus either in cash or non-cash gains, the salespersons stay motivated to meet target and achieve above their targets every day.
The words of LERA (2012) used to support the case of employee motivation assignment shows that increment and performance appraisals motivate the employee to work effectively by reducing their financial burden and mental stress of expenses over time. This is how less competent employees are also motivated to work. However, Vlachos et al. (2013) shows that the types of allowances that are stated above should be given in an ethical manner such as on the basis of salary of the employees and their efforts and contribution in the organization.
1.2 Work Environment
Work environment is yet another important factor discussed in the context of employee motivation assignment that influence motivation among the employees or salesperson by making them work effectively in challenging situation and plan got weekly goals. The team members will be motivated to work in an environment where it receives effective support from staff. Supportive work environment make the staffs to develop their skills and feel encouraged to work in a positive manner (Porter et al. 2016). Further, a stressful work environment with work load tend to lower the motivation level among the employees as they fail to manage and plan their goals effectively and difficulty in balancing their work. However, it might turn to be motivational factors if the employee is able to hit their targets on time under pressurized situation and this make them give their more in upcoming days.
The investigation carried on the employee motivation assignment signifies that job security offered to the employees gives them a mental satisfaction and motivates them to work. This is because employees look for security in their job such as work safety, positive attitude of management and others and this makes them develop a sense of commitment and performance. Yeh and Huan (2017) has stated that the presence of professional behavior from the team members affect employee relationships in a positive way and the employees are likely to be motivated and work more for the organization. Overall positive working condition ensures job security by focusing the employees develop their needs and focus on their duties (Hicklenton et al. 2019).
1.2.1 How the study covered in the employee motivation assignment illustrate the impact of work environment on motivation level of salespersons?
Employees are highly concerned that they feel cared and valued in the organization along with getting respect. Such working conditions generates efforts from team members and also develop professionalism. Dress code is one way of developing uniformity and inclusivity in the business and make employees feel a part of the work environment (Hafeez et al. 2019). This helps the organization to portray itself in front of the customers and employees as a welcoming feature. Thus, this factor outlined in this section of employee motivation assignment helps in generating unity among employees and a sense of commitment among employees.
Other factors that help generate employee motivation are safe work environment, socially responsible company and supportive to diversity and inclusivity. This is because safe and diverse work environment through effective job design make employees feel protected and being a part of the socially responsible organization make the staffs feel a part of positive cause and this encourage them to give their best efforts (Rahman 2019). Colbert (2014) has stated that work attire is important for developing motivation among the employees emotionally and psychologically. This is because work attire such as a formal dress code has a positive impact on the attitude behavior and productivity of the workers giving them a sense of responsibility and seriousness. Whereas, casual work attire usually gives a non-consumer facing work environment and is effective on Fridays when there is a weekend mood.
1.3 Leadership
Leadership style and traits are another factor that develop motivation or demotivation among the employees to achieve organizational objectives. It is the decision of a leader to choose the traits they want to use to inspire their subordinates and influence similar leadership qualities among the team members (Ahmad et al. 2014). A leader that generate inclusivity among the subordinates are seen to encourage the staffs, as they feel valued in their job role. Thus, the findings gained in the employee motivation assignment clarifies that it is important that the leader in the organization are able to choose the type of leadership style they want to use with their subordinates to inspire them as well as influence them to give their best effort. The employees are greatly affected by the behavior of the leaders and make them an integral part of the organization.
According to Delastri, and Pareke (2011) Leaders are able to motivate staff by supporting the employees on their job role and make them feel powerful and recognized for their efforts. Further, staffs feel appreciated by the organization when leaders involve them regularly to decision making process. As a result the staffs are willing to work to their full potential as inspired by their leaders (Sapta and Sudja 2018). However, leader that are strict and give no space to the staffs to develop make the staffs feel demotivated by limiting their growth.
1.3.1 Leadership Motivates a Salesperson
The study of Sapta and Sudja (2018) explored in this employee motivation assignment depicta that a leader develops motivation among the staffs by paying them the remuneration and recognition in the organization that they deserve according to their efforts and skills. Further, leaders develop motivation by assisting their subordinates, offering growth opportunities and scheduling timely communication. Effective leaders also organize their employees according to their skills required in the solution and in turn make the staffs such as salesperson give their best in that role. Other roles of leader that be a part of employee motivation involves diversifying communication plan, entitling rewards and celebrating success with the employees. Diversifying the communication plan helps in maintaining a balance between the employees from different levels. Further, leaders are highly responsible to make sure that the deserving employees get rewarded for performing their best. Thus, celebrating a milestone for the salesperson for reaching a goal helps in generating a sense of commitment among them and enhance uniformity within the team.
The last section of employee motivation assignment demonstrates that the employees are satisfied with the behavior of the leaders and be motivated to work when the leaders are supportive and allow their subordinate to be a part of the decision making processes (Alghazo and Al-Anazi 2016). This is because the team get a chance to grow in their abilities and explore new areas in their job role. Further, use of technology in communication by leaders is another important aspect mentioned in this employee motivation assignment for motivating employees because it helps them communicate the need and growth area of their staffs and work in that manner. Moreover, it is important that the employees should spend more time with the leaders in the organization so that there is a good sense of coordination between them and move forward with the responsibilities effectively.
References
Ahmad, F., Abbas, T., Latif, S. and Rasheed, A., 2014. Impact of transformational leadership on employee motivation in telecommunication sector. Employee motivation assignment Journal of management policies and practices, 2(2), pp.11-25.
Alghazo, A.M. and Al-Anazi, M., 2016. The Impact of Leadership Style on Employee’s Motivation. International Journal of Economics and Business Administration, 2(5), pp.37-44.
Colbert, C., 2014. THE IMPACT OF WORK ATTIRE ON EMPLOYEE BEHAVIOR (Doctoral dissertation, Argosy University).
Delastri, N. and Pareke, F.J., 2011. The Role of work motivation as mediating variable on the relationship between leadership styles and job satisfaction: Empirical investigation at regional district office, Bengkulu Province. Jurnal Bisnis dan Ekonomi, 18(1).
Hafeez, I., Yingjun, Z., Hafeez, S., Mansoor, R. and Rehman, K.U., 2019. Impact of workplace environment on employee performance: mediating role of employee health. Business, Management and Education, 17(2), pp.173-193.
Hicklenton, C., Hine, D.W. and Loi, N.M., 2019. Can work climate foster pro-environmental behavior inside and outside of the workplace?. Employee motivation assignment PloS one, 14(10).
LERA, D.M.M., 2012. THE PERCEIVED INFLUENCE OF PERFORMANCE BASED REWARD SYSTEM ON EMPLOYEE MOTIVATION IN BARCLAYS BANK OF KENYA MEAD OFFICE.
Porter, T.H., Riesenmy, K.D. and Fields, D., 2016. Work environment and employee motivation to lead. Employee motivation assignment American Journal of Business.
Rahman, M.F., 2019. Impact of Flexible Work Arrangements on Job Satisfaction Among the Female Teachers in the Higher Education Sector. Work, 11(18).
Sapta, I.K.S. and Sudja, I.N., 2018. The Effect of Career Development and Leadership on Employee Performance with Work Motivation as Intervening Variables on Cv. Blue Waters Bali. International Journal of Contemporary Research and Review, 9(03), pp.20583-20591.
Vlachos, P.A., Panagopoulos, N.G. and Rapp, A.A., 2013. Feeling good by doing good: Employee CSR-induced attributions, job satisfaction, and the role of charismatic leadership. Journal of business ethics, 118(3), pp.577-588.
Yeh, S.S. and Huan, T.C., 2017. Assessing the impact of work environment factors on employee creative performance of fine-dining restaurants. Tourism Management, 58, pp.119-131.
Yimiao, L. and Brima, S., 2017. The Impact of Financial and Non-financial Rewards on Employee Motivation: The Moderating Role of Organizational Support. Employee motivation assignment INNOVATION AND MANAGEMENT.
Yousaf, S., Latif, M., Aslam, S. and Saddiqui, A., 2014. Impact of financial and non financial rewards on employee motivation. Middle-East journal of scientific research, 21(10), pp.1776-86.
