Motivation and productivity in the workplace

Employee motivation is one of the most essential factors for productivity in the workplace. Motivated employees are more likely to be engaged, focused, and committed to achieving their goals, ultimately leading to better job performance and enhanced overall workplace productivity (Hanaysha & Majid, 2018). However, motivation is something that is different for every person and is influenced by many factors, including those internal to the person as well as various external factors (Jaman & Hossain, 2015). As such, it is especially important for employers and managers to know how to best motivate each individual employee (Eze, 2021).

The importance of motivation

Motivation refers to the psychological factors that direct a person’s behaviour toward a particular goal or outcome. It refers to the reasons behind acting toward specific goals, desires, rewards or needs (Kumar, 2012; Sabir, 2017). Motivation also refers to the psychological factors or reasons that underlie a person’s effort and energy given toward achieving some sort of reward or fulfilling certain human needs (Jaman & Hossain, 2015; Kumar, 2012).

Motivation is especially important for workplace productivity, and motivating employees can lead to them being more satisfied with their work and performing better at their job with increased quality and quantity of output, thereby increasing productivity (Hanaysha & Majid, 2018). A number of psychological studies have found a significant association between motivation and measures of workplace productivity, where increased motivation is associated with increased productivity (Bawa, 2017; Hanaysha & Majid, 2018; Sabir, 2017; Uka & Prendi, 2021). Motivation can also be achieved at very low cost to the business or organisation, as it only requires managers to be aware of what best motivates each employee and to act on that (Sabir, 2017).

Intrinsic versus extrinsic motivation

Motivation can arise from factors internal to the individual or from external factors. Internal motivation is also referred to as intrinsic motivation and motivation that comes from outside of the individual is called extrinsic motivation (Eze, 2021; Jaman & Hossain, 2015).

Intrinsic motivation arises from internal factors or ‘psychological rewards’, such as personal satisfaction, interest, or a sense of accomplishment (Eze, 2021; Jaman & Hossain, 2015). Intrinsically motivated employees find joy in the work itself and are driven by genuine enjoyment and pleasure in doing what they do (Eze, 2021).

Extrinsic motivation, on the other hand, is driven by external factors, such as monetary rewards, recognition, the desire to be promoted, or other material achievements (Eze, 2021; Jaman & Hossain, 2015). Both intrinsic and extrinsic motivation are important for employee productivity, but employees may be differently motivated by intrinsic and extrinsic factors. It is up to managers to assess whether intrinsic or extrinsic motivation is more important for each individual employee.

Psychological theories of motivation

A number of psychological theories have been proposed to explain motivation, or how individuals are motivated. Three of these theories are Abraham Maslow’s hierarchy of needs theory, Frederick Herzberg’s two-factor theory, and Victor Vroom’s expectancy theory (Bawa, 2017; Jaman & Hossain, 2015; Uka & Prendi, 2021).

1. Maslow's hierarchy of needs

Maslow's theory suggests that individuals are motivated by a hierarchy of needs ranging from basic physiological needs to higher-level psychological needs (Bawa, 2017). The theory suggests that lower-order needs should be satisfied before moving on to higher-level needs. If lower-level needs aren’t satisfied, meeting higher-level needs will not motivate an individual (Bawa, 2017). In the workplace, addressing employees' basic needs, such as a fair salary and a safe working environment, is essential before focusing on higher-order needs like recognition, esteem and self-actualisation (Jaman & Hossain, 2015).

2. Herzberg's two-factor theory

Herzberg proposed that job satisfaction and dissatisfaction are influenced by two sets of factors: hygiene factors or extrinsic factors (such as salary, working conditions, job security) and motivators or intrinsic factors (such as recognition and responsibility) (Bawa, 2017). Motivators are seen as inherent to the job and are related to the completion of the job or tasks, while hygiene factors are external to the job and are set by the company (Bawa, 2017). According to this theory, addressing hygiene factors prevents dissatisfaction but does not necessarily motivate employees, while motivators contribute to employee satisfaction and motivation (Jaman & Hossain, 2015).

3. Expectancy theory

Victor Vroom's expectancy theory suggests that individuals are motivated to act in a certain way if they believe their efforts will lead to a desired outcome (Bawa, 2017; Uka & Prendi, 2021). In the workplace, employees are more likely to be motivated if they perceive a clear link between their efforts, performance, and rewards. According to this theory, employees will work harder for more positive rewards, whereas less positive rewards, or rewards perceived as more negative, will fail to motivate them (Bawa, 2017).

Seven ways to motivate employees

Motivating employees is crucial for maintaining a positive work environment and enhancing productivity. Here are seven practical ways to motivate employees:

1. Recognition and rewards:

   - Acknowledge and appreciate the efforts of your employees. Regularly recognize their achievements, both big and small.

   - Implement a reward system that includes bonuses, incentives, or other perks for outstanding performance.

2. Professional development opportunities:

   - Offer opportunities for skill development and career advancement. This can include workshops, training sessions, or support for further education.

   - Create a clear career path within the organization, so that employees can see opportunities for growth.

3. Effective communication:

   - Keep employees informed about the company's goals, strategies, and performance.

   - Encourage open communication and actively listen to employees' feedback and concerns. Addressing their needs helps foster a positive work environment.

4. Flexible work arrangements:

   - Provide flexibility in work hours or remote work options when possible. This shows trust in your employees and helps them achieve a better work-life balance.

   - Consider implementing flexible scheduling or compressed workweeks.

5. Meaningful work:

   - Help employees understand the impact of their work on the overall success of the company and its mission.

   - Align individual tasks with employees' skills and interests to make the work more engaging and meaningful.

6. Employee well-being programmes:

   - Support employee well-being through wellness programmes, health benefits, and initiatives that promote work-life balance.

7. Empowerment and autonomy:

   - Empower employees by giving them a degree of autonomy in their roles. This fosters a sense of ownership and responsibility.

   - Encourage decision-making at lower levels and recognise and celebrate employees' successes.

Remember, the key is to understand the unique needs and preferences of your employees, as what motivates one person may not be as effective for another. Regularly reassess and adjust your strategies based on feedback and changing circumstances within the organisation.

References

Bawa, M. A. (2017). Employee motivation and productivity: a review of literature and implications for management practice. International Journal of Economics, Commerce and Management, 12, 662-673.

Eze, L. N. (2021). Enhancing Workers Productivity in the Workplace through Motivation. Nnadiebube Journal of Social Sciences, 1(1), 40-46.

Hanaysha, J. R., & Majid, M. (2018). Employee motivation and its role in improving the productivity and organizational commitment at higher education institutions. Journal of Entrepreneurship & Business, 6(1).

Jaman, M. M., & Hossain, A. (2015). Motivation in the Workplace to Improve the Employee Performance. Associated Asia Research Foundation, 2, 11-23.

Sabir, A. (2017). Motivation: Outstanding way to promote productivity in employees. American Journal of Management Science and Engineering, 2(3), 35-40.

Uka, A., & Prendi, A. (2021). Motivation as an indicator of performance and productivity from the perspective of employees. Management & Marketing. Challenges for the Knowledge Society, 16(3), 268-285.