How to Effectively Motivate Employees in an Organization Essay

This essay delves into the multifaceted concept of employee motivation within organizational settings. It emphasizes the importance of human motivation as a driving force for achieving goals and objectives. The essay highlights the significance of both intrinsic and extrinsic motivation, alongside the role of a conducive working environment, which includes factors like open communication, employee involvement in decision-making, and achievable targets. Furthermore, it underscores the critical role of leadership in fostering trust and providing support, setting clear and measurable goals, and recognizing employee contributions. The paper also discusses the importance of recognizing achievements, both large and small, and fostering a sense of belonging among employees to enhance their motivation and productivity. In conclusion, the essay stresses the importance of employee motivation for organizational success, as it directly influences the productivity and overall competitiveness of the firm. The paper includes several references to support the arguments made.

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ENGLISH ESSAY
How to Motivate Employees in an Organization
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How to Motivate Employees in an Organization
As a branch of social science, human motivation is a vital aspect of an organization.
Motivation simply is the inner driving force that makes an individual to achieve specific goals
and objectives. It is the role of the human resource department to ensure that all the employees
are well motivated in specific workplaces (Mansaray, 2019). There are three forms of
motivation: intrinsic motivation, extrinsic motivation, and addiction motivation. Extrinsic
motivation depends on external factors to attain motivation. These factors include awards,
money, recognition or praises. Intrinsic motivation, on the other hand, relies on personal values
to achieve an affirmative reaction. Addiction motivation lastly, encompasses both internal
feelings and external rewards to attain motivation (Sale and Jones, 2018). For an employee to be
effectively motivated there needs to be a blend between both intrinsic and extrinsic rewards to
accomplish a goal or a mission. This paper, therefore, seeks to elaborate on the means through
which an organization can effectively motivate its employees.
The working environment of an employee plays an important role in the employees' need
to meet set goals and targets. For an employee to be more motivated at the workplace, the
employer needs to provide a conducive working environment. As most of these employees spend
most of their time in the offices, their working environment should be one that encourages
working at ease. Such an environment will ease tension and increase productivity. A good
example of making the working environment conducive to work is by encouraging the
employees to share their knowledge and information as well as involving them in the decision-
making process. The managers, in this case, should be open-minded to create freedom within the
employees. Employees should as well be encouraged to own up their mistakes without feeling
any form of humiliation (Anitha, 2014). This creates a free-person out of the employee. Lastly,

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in trying to make the work environment conducive, the employees need to be given achievable
targets that switch them out of their comfort zones. By this, the employees will choose to step up
and prove that indeed they are capable of achieving the targets. A conducive working
environment fosters teamwork, working as a team, in turn, improves on the creativity and
productivity of the human resource of the firm.
Additionally, the management of the firm should recognize its employee’s contribution as
well as team contribution, both privately and publicly. The firm should not just wait for a big
event to recognize the efforts of their employees. Employee recognition should be regularly, as
this stirs up the need for recognition by each employee. For a firm that works in shifts, it will be
in order if the firm recognizes the efforts of the best team (Bradler, Dur, Neckermann, & Non,
2016). This can be done by organizing paid lunch out, trips and excursions. By this, the
employees will feel that their efforts have been noticed and someone is rewarding the good work.
Personal praises from colleagues, managers or clients about an employee should be made known
to them via calls, emails or word of mouth. This as well makes the employee to give his or her
best in the duties performed since they feel that their efforts are not in vain. Recognition as well
should not only be made on huge achievements, the firm should strive to recognize small
achievements like beating the deadline (Hannam & Narayan, 2015). Much as it is an obvious
thing, some employees cannot do it while others can do it. Lastly, to feel as part of the firm, the
managers need to hold special days where they become the servants to the rest of the employees.
This can be simply by holding a luncheon for the firm where the managers will serve the
employees. This is a cool move for a role reversal as it makes the employees feel honored by
their supervisors. The management needs to build the notion that their success is as well the

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success of the employees. This is the initial point of recognition that most employees look out
for.
The aspect of leadership is very critical as far as motivation is concerned. A firm needs to
have compassionate leaders who work closely with the employees. This builds trust between the
leaders and the employees, an act that keeps the employees focused and able as well as willing to
develop more skills. Compassionate leaders are the best role models in an organization, keeping
themselves to the standards of freely interacting with the subordinates, sets a good example to
the departments or business units they head (Nasomboon, 2014). Supportive leadership means
that the employees gauge themselves regarding how their manager views them. A team can be
productive if their manager believes that they have the prerequisite skills and talents needed to
accomplish a specific goal or target (Vashdi, Levitats, & Grimland, 2019). As an aspect of
transformational leadership, the idea of leaders' trust is very important (Mikkelsen, Jacobsen, &
Andersen, 2015). As much as a task might seem to be difficult for a team to accomplish, a
transformational leader will encourage the team to put their heads together to seek a solution.
Lastly, the management needs to set clear and achievable goals for each employee. The
set goals as well should have measurable standards through which employee performance will be
evaluated. According to Victor Vroom’s expectancy theory, each employee needs to know what
action they are expected to take to gain a desired outcome (Ford, 2017). All employees need to
understand the organizations' expectations on them, how they will do it and on what basis they
will be, evaluated. Setting goals for employees’ makes them focused on a specific task,
achieving the task is a motivating factor to the employee. The management of the firm, however,

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needs to specify the needed time for the targets to be met as this will give ample time for
learning and mastering that specific goal by the employee.
In conclusion, how the firm motivates the employee plays a key role in the productivity
of an individual. By creating a conducive working environment where the views of the
employees are not subject to any form of bias, the employee feels as part of the organization.
This will motivate the employee to give their all in their specific work locations. Supportive
leadership fosters a proper master-servant relationship in the firm. By supporting the
subordinates, they feel as part of the production chain of the firm. All successes and failures of
the firm trickle down to the individual efforts of the employees. To remain competitive in the
industry, all firms should seek to motivate its human resource, since, without the human
resource, all other resources in the firm are rendered useless.

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References
Anitha, J. (2014). Determinants of employee engagement and their impact on employee
performance. International Journal of Productivity and Performance
Management, 63(3), 308-323. doi:10.1108/ijppm-01-2013-0008
Bradler, C., Dur, R., Neckermann, S., & Non, A. (2016). Employee Recognition and
Performance: A Field Experiment. Management Science, 62(11), 3085-3099.
doi:10.1287/mnsc.2015.2291
Ford, R. C. (2017). Combining performance, learning, and behavioral goals to match job with
person: Three steps to enhance employee performance with goal setting. Business
Horizons, 60(3), 345-352. doi:10.1016/j.bushor.2016.12.001
Hannam, K., & Narayan, A. (2015). Intrinsic Motivation, Organizational Justice, and
Creativity. Creativity Research Journal, 27(2), 214-224.
doi:10.1080/10400419.2015.1030307
Mansaray, H. E. (2019). The Role of Human Resource Management in Employee Motivation
and Performance-An Overview. Budapest International Research and Critics Institute
(BIRCI-Journal) : Humanities and Social Sciences, 2(3), 183-194.
Mikkelsen, M. F., Jacobsen, C. B., & Andersen, L. B. (2015). Managing Employee Motivation:
Exploring the Connections Between Managers’ Enforcement Actions, Employee
Perceptions, and Employee Intrinsic Motivation. International Public Management
Journal, 20(2), 183-205. doi:10.1080/10967494.2015.1043166

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Nasomboon, B. (2014). The Relationship among Leadership Commitment, Organizational
Performance, and Employee Engagement. International Business Research, 7(9).
doi:10.5539/ibr.v7n9p77
Sale, J., & Jones, S. (2018). Motivation and finding the employee voice. Mapping Motivation for
Engagement, 65-81.
Vashdi, D. R., Levitats, Z. S., & Grimland, S. (2019). Which transformational leadership
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