There was an era when human resources were not recognized as the most important asset in an organizational context. At that time employees were considered as one of the inputs which would be required for the process of production. But some database researchers were able to change this thinking pattern as a consequence of those examinations helpful to recognize the uniqueness of the employees. As Dickson mentioned in his writing Hawthorne studies conducted by Elton Mayo from 1924 to 1932 observed and revealed that employees are not motivated merely by financial benefits and employees’’ behavior is connected with their attitudes (Dickson, 1973). Moreover, Bedeian described that the Hawthorne Studies began the human relations approach to management, whereby the requirements and motivation of employees become the major concentration of managers (Bedeian, 1993).
Along with many other psychological constructs, motivation is presented as a crucial process of understanding behavior. The motivation for that word is describing the basic psychological route. Though some would have a contradicting idea regarding that motivation; it is the most vital factor that is most focused on the micro level in organizational behavior. Also, it should not ignore the number of data-based research articles and journals. The pieces of evidence for the cause of organizational behavior are much broader and more complex than can be explained by motivation alone. Further motivation acts together and acts in conjunction with other meditating processes and their environment. As Osborn, Irwin, Skogsberg, & Feltz described that motivation is a process" (Feltz, Irwin, Osborn, & Skogsberg, 2012).
Also, the other crucial fact to keep in the mind is like the other cognitive processes motivation can’t be distinguished. Motivation is a kind of hypothetical construct that is used to help describe the conduct it should not be equated with behavior. It is a recognized fact by organizational behavior theorists that motivation has a major role to play within the organization as it reemphasizes the behaviors as it is filled with energy and enthusiasm. This fact is elaborately explained by the examiners stating their writings this way Motivation is a desire for change" (Chang, Cheng, Hong, Hwang, Lee, & 2009). "Motivation is a desire to do something" (Kim, & Lee, 2008). “Indeed the greatest challenge is that managers are motivating their subordinates in order to perform at optimum levels and as well achieving predetermined organizational objectives. Also, it is usual to observe that the same person acts in different ways at different times and some people perform better than others. These and numerous other problems related to work performance have been provoking managers endlessly.
References
- Bedeian, A.G., 1993. Management. Dryden Press.
- Ganta, V.C., 2014. Motivation in the workplace to improve employee performance. International Journal of Engineering Technology, Management and Applied Sciences, 2(6), pp.221-230.
- Kanfer, R., 1990. Motivation theory and industrial and organizational psychology. Handbook of industrial and organizational psychology, 1(2), pp.75-130.
- Lindner, J.R., 1998. Understanding employee motivation. Journal of extension, 36(3), pp.1-8.
- Osborn, K.A., Irwin, B.C., Skogsberg, N.J. and Feltz, D.L., 2012. The Köhler effect: Motivation gains and losses in real sports groups. Sport, Exercise, and Performance Psychology, 1(4), p.242.
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Great introduction Manomi. Further, it is observed that satisfied employees show higher levels of motivation and commitment ultimately positive impact on the performance and behaviour of employees reflected in their productivity. Today’s business environment is such that more or less most of the resource is available and could be acquired but talented human resource is not easily available and if found takes time to develop and effectively perform for which human resource management activities play a critically important role in developing such employee base and optimal utilization. It is the key factor to create a competitive edge (Chen et al, 2012).
ReplyDeleteThank you Derrick. Also, Technically, it could be said that productivity has been the long run aim of every work organization, from the smallest to the largest work organization; the zeal to be productive is supposed to be the goal of all and sundry in the work organization. As it is, because it has been realized that no work organization could survive without the productivity of its members, then productivity has been one of the major areas of study in many disciplines such as Business administration, Economics, Public Administration, Industrial relations and so on (French 2003)
DeleteThank you for your input Ishara, I agree to your point and Employee performance is closely related to the results of one's work in an organization or company. The results of the work can involve quality, quantity, and timeliness, but performance evaluation in a company's organization is key to employee development. Performance evaluation is in principle a manifestation of an employee's performance appraisal form (Irfansyah, 2020)
ReplyDeleteThank you Mushadiq. Furthermore, the human relations theorists such as Elton Mayor (1880–1949); Hostfede(1980,1991), Oloko (1977) are of the view that productivity in the workplace is as result of sociological factors such as culture, group type, group norm, the educational background of the employees and so on.
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