IMPACT OF EMPLOYEE MOTIVATION

 IMPACT OF EMPLOYEE MOTIVATION

Figure 1(Lindner, J.R., 1998)

(Bartol and Martin, 1998) consider motivation a powerful tool that reinforces behavior and triggers the tendency to continue. In other words, motivation is an internal drive to satisfy an unsatisfied need and to achieve a certain goal. It is also a procedure that begins through a physiological or psychological need that stimulates a performance set by an objective.

TYPES OF EMPLOYEE MOTIVATION

There are two types of motivation methods which are

1. Intrinsic Motivation

2. Extrinsic Motivation

INTRINSIC MOTIVATION

Intrinsic motivation means that an individual is motivated from his own beliefs which includes Acceptance, Curiosity, Honor, and desire to achieve success.as well as the intrinsic motivation has to be kept in limited level (Armstrong, 2006)

EXTRINSIC MOTIVATION

Its means individual motivation is stimulated by the external factors such as rewards and recognitions as well as the extrinsic motivations promote willingness in a person to learn new skill set.

 

EMPLOYEE MOTIVATION WAYS

Ø  Employee satisfaction Surveys

Ø  Employee Motivation Surveys

Ø  Create an amazing work environment

Ø  Focus on intrinsic rewards

Ø  Provide Flexibility

Ø  Thank personally, timely, often and sincerely

Ø  Opportunity to show off a winning call

Ø  Request for special project work

 

IMPORTANCE OF MOTIVATION

Ø  More productivity

Ø  Less stress

Ø  Improved quality

Ø  More trust

Ø  Less absenteeism

Ø  More creativity

Ø  Higher retention rates

 

HERZBERGS TWO FACTOR THEORY

 

 

 

 

 

 

 

Figure 2(Herzberg, F., 1966)

The Herzberg two factor theory used to explain the employee motivation in the apparel industry and which help to levels the motivation of the work place.

The presence of motivating factors encourages employees to work hard and increase the efficiency of the workers and increase the productivity of the firm.

Recognition, Growth, Achievements, Responsibility and work itself are the major motivators and Security, Company policies, Salary, Work condition, and Supervisor are the Hygiene factors of the organization. Employee motivation will be very high when the high motivation and high hygiene according to the Herzberg theory.

 

CONCLUSION

Employee motivation in the apparel industry mainly depend on the motivating factors and the availability of hygiene factors. Employee motivation will provide the better production in the apparel industry and reduce the wastages and increase the turnover of the firm.

 

 

REFERENCES

Lindner, J.R., 1998. Understanding employee motivation. Journal of extension, 36(3), pp.1-8.

Bartol, K.M. and Martin, D.C., 1998. Applicant referent information at hiring interview and subsequent turnover among part-time workers. Journal of Vocational Behavior, 53(3), pp.334-352.

Armstrong, M., 2006 Human Resource Practice 10^th ed. London; Kogan Page Limited

Herzberg, F., 1966. Work and the nature of man. Cleveland: World Pub. Co.