Employee Demotivation: Causes and Strategies for Improvement

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E DEMOTIVATION 1
Employee Demotivation
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E DEMOTIVATION 2
Introduction
Every organization’s strengths majorly depend on the employees irrespective of the size, thus strive
to retain their best employees to enhance the effectiveness of the organization. In order to overcome the
employee's challenges, the organization thus need to create and maintain a strong mutual relationship with
the staffs and direct them toward achieving job satisfaction. Demotivation refers to the state when
employees lose the inspiration to take action thus leading to poor performance (Halushchak and
Halushchak 2016). demotivation factors differ from one thus organizations need to explore these factors
and get the employees away from the factory, thus the current paper thus entails an explanation of the five
possible causes of employees demotivation that are shown by high rate of absenteeism, poor preference,
high rate of mental health among others, thus organization need strategies that can improve staff
motivation. Cause of employee demotivation is as follows:
a) Financial sources of demotivation -According to Belloc (2019) organization have different
ways of rewarding employees such as piece work, allocation one-off bonuses, value pay, and
profit and shares equity distribution. Belloc states that financial compensation tends to enhance
employees enthusiasm to work harder to achieve higher scale, thus when the financial
compensation is reduced the motivation tends to reduce. Studies indicate that organizations such
as car windscreen filter and jockeys that introduced performance-related pay system faced some
considerable evidence of employee demotivation.
b) Inadequate promotional opportunities -Promotional opportunities in an organization affect the
level of motivation and demotivation considerably. Every employee apart from working for the
salary and incentives always desire for moving up in the organizational structure to possess some
responsibility and respect, thus many employees perceive any promotion irrespective of the
position as an achievement in their lives thus make the satisfied at the workplace( Ramnarain and
Parumasur 2015). If an organization offers significant factors that enhance promotion such as
skills, facilities, and abilities, then automatically leads to the development of motivated and
satisfied employees since promotion and satisfaction have a direct connection (Shinhye 2015).
According to Maslow’s hierarchy of needs theory, the esteemed needs of a human; that’s
autonomy, power recognition, and status when are achieved, then leads to satisfaction with the
task and when not achieved leads to dissatisfaction. On the same note, the Herzberg theory of

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motivation defines employees job demands thus people need the power to attain satisfaction at
the workplace.
c) Inadequate Recognition - According to Mikkelsen, Jacobsen and Andersen (2015) employee
recognition is a significant factor in improving job satisfaction at the workplace, thus leads to
improvement of the organizational performance and have this have been proved by numerous
studies. Recognition is defined as the appreciation offered to employees after achieving a
particular target. people are fond of distributing their celebration of achievement with their
colleagues and this happens through recognition of their effects .in an organization that employee
recognition is less, employees tend to be courage less and uncommitted to their work thus hardly
practice their skills, tend to be less innovative thus generally results into poor performance or
high employee absenteeism as well as employee turnover rate. In the hour's book of “ Great
Motivation Secrets of Great Leaders,” John Baldoni expressed that recognition is the wonderment
of humanity that helps people to control their destinies since everyone needs to be recognized on
how and what work have been done and the next time the work will be done in a more efficient
man (McHale 2012). Organizations thus need to apply formal and informal recognition programs
everyday operations to enhance in highlighting the desired actions and behaviors among the
employees.
d) Inadequate employee empowerment and participation -The empowerment and participation
entail the contribution activities required in the decision-making process by the management such
as policies, strategies, and objectives. Empowerment allows employees to make some critical
decision in the daily operations of the organizations that lead to successful growth (Jones 2018).
Empowerment increase employees morale of working thus leads to the expansion of the
organization since it allows faster decision making process on the customer's issues for the
reasons that employees do not waste time by referring the customers to managers that might be
busy to attend to them. Thus when employee’s powers to make decisions in an organization are
reduced or restricted, employees tend to be less efficient, have less-efficiency thus ultimately
amplify employee wisdom of self-efficacy and their moral level to bring a task not completion as
most of the decisions will be directed to the authority.
e) Workplace Mental health - Organizations performances are directly dependent on the level of
the workplace safety and well-being of employees. A healthy workplace is described as a place
where employees and the managers actively contribute to promote and protect the wrong
environment. Employee mental health entails the emotional, psychological and social wellbeing