Concept of Motivation
The word “motivation” comes from the Greek word motive, meaning ‘need’ or ‘want’. In other words, motivation is the phase or action which can affect the other individuals in a different way which can further affect their culture, social nature as well as behaviour, personality and work environment (Fahmi and Ali, 2022). In accordance with this cheap assignment help UK and discussion, it can be found out that there are two types of motivation which can be seen within the workplace. These are extrinsic motivation as well as intrinsic motivation. Extrinsic motivation occurs when the motivation comes from another person or an external force, for example, if an employee gets motivated by his or her managers or CEO at their workplace that can be considered as extrinsic motivation. On the other side, intrinsic motivation occurs if an individual get motivated by their own mind or the soul and the motivation comes from their inner side. There are lots of examples where the possibilities of intrinsic motivation can be seen (Mulang, 2021). At present time, most of the employees motivated through intrinsic motivation as if they become frustrated at their workplace, it is their responsibility to keep their mind motivated for the better outcome.
Hence, based on the above discussion, it can be stated that motivation plays a vital role in any organisation and workplace. It can be beneficial in a variety of ways. Thus it is essential for both employees as well as employers to know the reason because of which motivation plays an important role in their lives and the benefits it can bring to employees and organisations. Now as this discussion is gradually processing, it can be stated that dissertation writing service UK employee motivation in HRM is considered as an essential component of effective workplace management. For organisations, employee motivation has a direct impact on employee performance and productivity (Nguyen et al. 2020). Different report states if employees keep motivated, they become more productive. However, in this context, employees can become motivated by their leaders or managers for most of the time, hence, motivation of the leaders are also important within the context of HRM.
Importance of Motivation in HRM
Considering the above discussion it can be stated that there are different types of reasons due to which motivation has become an important part of the life of the individuals, especially within the workplace (Yu et al. 2020). Hence, the importance of motivation is discussed as follows, such as,
Improvement of Performance Level: This can be seen that motivation always supports the organisations to maintain their work environment with special spirit as well as more energy, so that there might be a positive outcome. Furthermore in this way, the employees become satisfied with proper evaluation and appraisal of their work which keeps them more motivated (Ali and Anwar, 2021). Hence, the performance level of the employee is also increased.
Reduction in Change Resistance: Most of the time, employees become very reluctant to any kinds of changes within the organisation and there might be a possibility to become backdated for the organisations because of this kind of reluctance. This should be noted that sometimes despite getting sound monetary benefits, the atmosphere of the workplace as well as behaviour of the colleagues and higher authority can be encourageable and motivates the employees to perform in a better manner (Paais and Pattiruhu, 2020). This kind of scenario therefore helps the organisation to reduce the resistance to the change under different circumstances.
Building Healthy Corporate Images: The impact of motivation on corporate image should be identified as positive corporate image always motivate both employees and employers. If motivation and inspiration are given in the organisation by the right people, it can create a good corporate image across the market. Another result that explains the impact of motivation on the company is the productive use of resources which can further help to build the corporate image in this context. If the motivation in the organisation is good, the relationship between the employees as well as leaders and employers will be smooth. This can help every individual to share their strengths as well as weaknesses (Basalamah and As’ad, 2021). This will lead to the optimal use of all resources. One of the biggest benefits of employee motivation for the company is that it will increase the efficiency and output of the company. Since the resources are used optimally, then the output may increase more than before. Since all employees are already working in a happy environment, they will put their best efforts to provide maximum efficiency.
Effective Human Resource Management: As every organisations face different challenges, hence, it requires several resources. Resources might be physical; again resources can be financial as well as human. In accordance with this, it can be stated that human resources can only be utilised if they are used to their fullest potential and that is only possible if they are motivated (Sitopu et al. 2021). By motivating employees to work, the enterprise will be able to get the most out of its resources which can establish the effective human resource management in this context.
Motivating Factors for Future Business Leaders
Based on the above discussion assignment help Birmingham it can be seen that motivation plays an important part in the life of the leaders for enhancing their performance. However the following are some factors which can motivate the leaders to build an effective HRM process across the industry. These factors are as follows, such as,
Recognition: If leaders get recognition for their performance that can motivate them to achieve the organisational objectives in a more positive way (Jumady and Lilla, 2021). In this way, the leaders become more dedicated towards their work. They can show brilliant ideas and further motivate their subordinates.
Responsibility: The leaders should be responsible towards their work and in this way they can motivate their employees or followers. In this regard, one of the most important responsibilities is developing skills which help them to ensure something valuable and ensure their result. This can strengthen the organisational performance in a positive way.
Reference list
Ali, B.J. and Anwar, G., 2021. An empirical study of employees’ motivation and its influence job satisfaction. Ali, BJ, & Anwar, G.(2021). An Empirical Study of Employees’ Motivation and its Influence Job Satisfaction. International Journal of Engineering, Business and Management, 5(2), pp.21-30.
Basalamah, M.S.A. and As’ad, A., 2021. The role of work motivation and work environment in improving job satisfaction. Golden Ratio of Human Resource Management, 1(2), pp.94-103.
Fahmi, I. and Ali, H., 2022. Determination of Career Planning and Decision Making: Analysis of Communication Skills, Motivation and Experience (Literature Review Human Resource Management). Dinasti International Journal of Management Science, 3(5), pp.823-835.
Jumady, E. and Lilla, L., 2021. Antecedent and Consequence the Human Resources Management Factors on Civil Servant Performance. Golden Ratio of Human Resource Management, 1(2), pp.104-116.
Mulang, H., 2021. The effect of competences, work motivation, learning environment on human resource performance. Golden Ratio of Human Resource Management, 1(2), pp.84-93.
Nguyen, P.T., Yandi, A. and Mahaputra, M.R., 2020. Factors that influence employee performance: motivation, leadership, environment, culture organization, work achievement, competence and compensation (A study of human resource management literature studies). Dinasti International Journal of Digital Business Management, 1(4), pp.645-662.
Paais, M. and Pattiruhu, J.R., 2020. Effect of motivation, leadership, and organizational culture on satisfaction and employee performance. The Journal of Asian Finance, Economics and Business, 7(8), pp.577-588.
Sitopu, Y.B., Sitinjak, K.A. and Marpaung, F.K., 2021. The influence of motivation, work discipline, and compensation on employee performance. Golden Ratio of Human Resource Management, 1(2), pp.72-83.
Yu, W., Chavez, R., Feng, M., Wong, C.Y. and Fynes, B., 2020. Green human resource management and environmental cooperation: An ability-motivation-opportunity and contingency perspective. international journal of production Economics, 219, pp.224-235.