INTRODUCTION Every employee needs to be motivated constantly throughout his stay in the organization. An employee needs to be encouraged to put his best for the organization. He needs to be made comfortable to put all his efforts and achieve both organizational and personal goal. Thus, it has become very essential to implement various HR policies which support every employee and make them feel valuable. Improving employee engagement can increase productivity and profitability while also reducing employee absenteeism and turnover.The paper focuses on how employee engagement is an antecedent of job involvement and what should company do to make the employees engaged. HR – Definition Human resources - the department or support systems responsible for personnel sourcingandhiring,applicanttracking,skillsdevelopmentandtracking,benefits administration and compliance with associated government regulations. Ahuman resourcesdepartment is a critical component of employee well-being in anybusiness, no matter how small. HR responsibilities includepayroll, benefits, hiring, firing, and keeping up to date with state and federal tax laws. What is motivation Motivationis the experience ofdesireor aversion (you want something, or want to avoid or escape something). As such, motivation has both anobjective aspect(a goal or thing you aspire to) and aninternalorsubjective aspect(it isyouthat wants the thing or wants it to go away). The definition of motivation as experienced desires and aversions highlights the associationofmotivationwithemotion.Itisbelievedthatemotionsareautomatic appraisals based on subconsciously stored values andbeliefsabout the object. To the extent that distinct emotions relate to specific subconscious appraisals(e.g.,anger— injustice;guilt—violationofamoralstandard;sadness—lossofavalue;pride—the achievement of a moral ideal;love—valuing an object or person;joy—the attainment of an important value;envy—wanting the attainments of another,admiration—valuing the attainments of another, etc.),motivation theory involves specifying "contenttheories"— values that people find motivating—along with mechanisms by which they might attain 2
thesevalues(mastery,settingchallenginggoals,attendingtorequired tasks,persistence, etc). Motivational theories The study of employee motivation has got a long history. It is one of the most examinedareas in the business world. Many renowned theorists have developed different theories of motivation which are still popular in the current world. Theories developed by Maslow, Hertzberg, McGregor and Vroom are very important in the research and understanding of motivation. In the research of human motivation, Maslow’s Hierarchy of Human Needs is one of the most important and popular theory. This theory explains that a human beinghasfivelevelsofneeds: physiological, social, safety, self-esteem and self-actualization needs. According to Grenshing-Pophal this theory suggests that a person moves to a higher level of need only when lower level needs in the hierarchy have been met. Bowen (2003) states that people who are on minimum wages, money is a far more an important issue to survive rather than a motivator. Bowen further explains that motivation comes from insight while money can influence an individual’s external behaviour. In the light of Maslow’s need hierarchy, McGregor developed a theory where he dividedtheemployeesintwo categories and named them Theory X and Theory Y. Employees in the first categorywillworkhardifthereis substantial reward. On the other hand, employees in Theory Y are more self- driven.Theyarealwayslookingfor newideastoworkon.Thetheory 3
developedbyMcGregorsuggeststhatdifferentlevelofemployeesneedstobe managed in different ways. Herzberg’s research during 1950’s and 1960’s produced another remarkable idea in the studies of employee motivation. Herzberg found that employees are motivated by factors which are totally different from the factors that de-motivate them (Herzberg, 2003).Herzbergcategorizedemployee motivation in to two categories: motivators and hygiene. Hygiene factors are extrinsic factors such as money, policies, work environment whichmaycreatedissatisfactionamong employees if they are not adequately addressed. On the other hand, motivators include intrinsic factors like challenge, responsibility and creativity. Herzberg suggests that if an intrinsic factor meets the need of an employee’s need for esteem and achievement, it can motivate an employee to work harder. Expectancy theory developed by Vroom, in 1964, was specifically designed for workplaces. This theory was developed to examine whether employees are intrinsically motivated or not motivated. According to this theory, an employee will work hard in a directionwhenheseesan opportunity to achieve his goals. This theory advocates that an employee willchoosetoworkhardtowards something that will result in a desired outcome such as salary increase or a promotion. An employee will actively choose the action to perform from different alternatives that will result in a more valuable outcome. About the company The chosen organization for this study is KFC, a large organization in hospitality- food and beverage services industry. KFC started with the innovation of a 65-year-old 4
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man named Colonel Harland Sanders in 1939. He started selling his original recipe fried chicken from a petrol station he owned. However, he had to move on the roads to sell his chicken due to a construction work that bypassed his town. This resulted in the first KFC outlet being opened in 1952 in Utah and started a great successful journey. In 2011, KFC became one of the top 50 great places to work in United Kingdom and ranked as one of Britain’s top employers by CRF Institute. KFC got this award for havinggreatHRpracticesofinternationalstandardandensuringagreatwork environment and development opportunities. To enhance employee motivation, KFC is using one to one meetings strategy, they have staff incentive programs, conventions, etc. KFC reward their employees in terms of promotion, incentive, payoff free meals depending on the level of the employee and how much they perform their job well. Bounces are given to the employees based on “my growth body” points. If the person has 5 points, he or she can get benefits in term of financial bonuses. 5