MOTIVATION

Motivation refers to an internally generated disorder to reach a goal or to pursue a particular the course of action (Hammond, 2018)Redundancy of skills has been cited as one of the reasons for employee turnover, thereby indicating the necessity for training, re-training and multi-skill training. Much value is attached by employees to the availability of training opportunities which would prepare them for future roles.

Highly motivated employees focus their efforts on reaching specific goals. It is the duty of the manager to motivate the employees, to make them try to do the best job they can Motivated employees call less sick, are more productive and are less It is likely to transmit bad attitudes towards customers and colleagues (Nguyen, 2017). Employees also tend to stay in the workplace. More time, reducing turnover and the cost of employment and training of employees (Hammond, 2018).

Extrinsic and Intrinsic Motivation

 To establish the distinction between intrinsic and extrinsic motivation. Simply put, intrinsic motivation comes from within: the enjoyment of a task, the satisfaction of a job well done, and the desire to achieve are all sources of intrinsic motivation (Armstrong ,2010). Extrinsic motivation originates about because of external factors such as a bonus or another form of reward. Avoiding punishment or a bad result can also be a source of extrinsic motivation; fear, it is said, can be a great motivator (Ployhart,2006)

Hierarchy of Needs Theory

The hierarchy of needs theory of psychologist Abraham Maslow suggests that we are motivated by the five initially unmet needs, arranged in the hierarchical order in Figure each type of need, both personal and work areas of life (Lazen,2008). For example, consider the list of personal needs in the middle column. In the below are physiological needs (such as vital needs as food and shelter)(Lazen,2008) .Continue working the hierarchy we meet with security needs (financial stability, freedom from physical harm),social needs (the need to belong and friends), appreciation needs (the need for self-esteem and status) and self-fulfillment (the need to reach or reach your full potential some creative success(Ployhart,2006).

There are two important things to note about Maslow's model

1) Organization must satisfy lower-level needs formerly we seek to satisfy higher-level needs.

2) Once organization has fulfilled a need, it no longer motivates us; the next higher need takes its place.

0  1.  Maslow’s Hierarchy of Needs

Maslow’s Hierarchy of Needs	Personal fulfillment	Professional fulfillment
Self-actualization	Creative success and achievement	Challenging work, leadership, professional achievement
Esteem	Status and respect	Authority, titles, recognition
Social	Family and friendships	Team membership and social activities
Safety	Financial stability	Seniority/ Job security
Physiological	Financial stability	Seniority/ Job security

(Armstrong,2010)

‘The implication to business of Maslow’s hierarchy of needs to business managers is as follows (Daft,2009)

(1) Not all employees are driven by the same needs, 

(2) The needs are Motivating people can change over time. 

Two-Factor Theory

Another psychologist, Frederick Herzberg, has outlined what work factors are (like wages, job security or promotion)

Motivation factors.

·         Relationship among co-workers.

·         Leadership role at workplace.

·         Handling Conflict at Workplace.

·         Incentives.

·         Workplace Culture.

·         Education or Learning

The above-mentioned factors are strong contributors to job satisfaction (Keijzers,2010).That motivation 

features (such as promotion opportunities) relate to the nature of the work itself and the 

way the employee performs it (Daft, 2009).

The big motivators

• Communication -  frequent two-way communication between workers and managers.

• Challenging and exciting work - Ensure every employee has a test plan and is periodically asked to rate the degree of job excitement.

• Opportunities - Recompense managers for developing their employees and make sure that employees are held responsible for following through on their individual learning plans.

• Recognition and reward for performance - Make it clear what the encouragements are and reward fairly across all departments, so employees see the benefits of effort.

• Control over the job - You've employed your staff to do a job, so let them do it. Trust individuals to be able to shape the way they work and the projects they get involved in.

• Business Impact - Provide employees with periodic reports on the effect their projects are having on the business so they know their work makes a difference.  

 Moral motivators will increase satisfaction (Daft,2009)

Hygiene factors

Herzberg’s findings revealed that certain characteristics of a job are consistently related to job’s satisfaction.

Factors for satisfaction 

1.      Achievements

2.      Recognition

3.      Responsibility

4.      Growth

Factors for Dissatisfaction

1.      Company policies 

2.      Supervision

3.      Salary

4.      Work conditions

5.      Status

6.      security

Those issues that are not strong contributors to satisfaction but that must be present to meet a worker’s 

expectations and prevent job dissatisfaction (Armstrong, 2010). Hygiene factors (such as physical working 

conditions) relate to the environment in which it’s performed, poor hygiene factors will increase job

 dissatisfaction, 

Figure 1.0 Hersberg’s two factor theory

(Madi, 2017)

I work for a leading commercial bank, and the bank provides hygiene factors to avoid dissatisfaction of employees this factors include, a comfortable air-condition, clean office environment, with comfortable chairs and desks with a modern office environment, while the bank motivates employees through job challenge, opportunities for career progression and succession planning with training programs on hard skills and soft skills, recognition so work and awards.

Conclusion and recommendation

Motivation of employees is a complicated matter. Managers often do not understand the concepts, principals and mythologies. Motivation well enough to put them on practice. Managers can improve their success rate by providing extrinsic rewards that will help their employees to basically motivated to become performers.

1.      Incentive is essential for organizations performance.

2.      Employees should be motivated using different strategies.

3.      A motivated is essential for a company that wants to increase productivity and customer satisfaction. (Dobre,2013)

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