Employee Motivation: Happiness and Productivity in the Workplace

This essay delves into the critical debate surrounding employee motivation, arguing that in the current business landscape, fostering employee happiness is more crucial than solely relying on better pay to enhance productivity. It begins by highlighting the significance of employee retention and the various strategies businesses employ to boost job satisfaction, such as rewards, recognition, and creating a positive work environment. The essay then contrasts the perspectives on financial incentives versus employee well-being, referencing motivational theories like Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory to support the argument that self-actualization and positive workplace factors are key drivers of performance. It emphasizes the importance of employee engagement activities and the changing dynamics of the workforce, where happiness and job satisfaction are prioritized. The essay concludes by suggesting that a happy and engaged workforce is essential for organizational success, referencing examples of companies that prioritize employee well-being to drive performance.

Running head: EMPLOYEE MOTIVATION
Employee Motivation
Name of the Student:
Name of the University:
Author’s Note:

1EMPLOYEE MOTIVATION
“To win in the marketplace you must first win in the workplace.”
The above quoted lines of Doug Conant clearly indicate the reason why the business
organizations need to take into consideration the needs of the employees in the most effective
manner. The employees are one of the most important part of the business organizations and
therefore the various business organizations in the present times try to motivate the various
employees related to them in a bid not only to enhance the individual performance of the
employees related to the organization but also the overall performance of the organization
(Mikkelsen, Jacobsen & Andersen, 2017). In the present times it is seen that a critical debate
has ensued between the various business organizations about the arguments whether “better
pay motivates employees to be more productive” and “happy employees are productive
employees” (Mikkelsen, Jacobsen & Andersen, 2017). It is significant to note that at first
glance both the arguments would seem to be the same however there is an inherent difference
between the two and this particular essay will try to show that the argument “happy
employees are productive employees” is more relevant in the present day context than the
argument “better pay motivates employees to be more productive”.
The various employees related to a particular business organization are an important
part of the concerned business organization and therefore the primary focus of the various
business organizations in the present times is on the retention of these employees and also to
provide the kind of facilities as well as benefits which is likely to make them feel happy
(Basford & Offermann, 2012). It is significant to note that the business organizations invest a
considerable amount of time as well as other resources in the various employees related to
them and therefore if the employees leave the business organization then that is likely to
affect the prospects of the concerned organization in an adverse manner (Shahzadi et al.,
2014). Thus, the various business organizations in the present times take the help of various
kinds of features like effective pay, rewards and recognition, creating better workplace and

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others to enhance the job satisfaction level of the employees (Shahzadi et al., 2014). It is
significant to note that these features not only tend to enhance the job satisfaction level of the
employees but also helps them to feel more positive about the kind of work which they are
doing and thus indirectly helps in enhancing the happiness level of the employees (Shahzadi
et al., 2014). The various researches suggest that the employees tend to perform in a much
manner when they are happy in contrast to when they are not. However, there are other
people who are of the opinion that the most important factor which motivates the employees
to perform in a much better manner is the factor of better pay (Gupta & Shaw, 2014). Money
forms one of the most important attributes of the lives of the individuals and nothing
motivates the employees in a better manner than a good salary. However, recent researches
suggests that money is not the sole motivation for the majority of the employees and
therefore it becomes important for the various business organizations to take the help of other
means to enhance the satisfaction level of the employees (Basford & Offermann, 2012).
Abraham Maslow’s “Hierarchy of Needs” is one of the most popular motivational
theories which is being used by the various business organizations to motivate the employees
in the most effective manner so that they perform in a much better way at the workplace
(Kaur, 2013). As per this particular theory the highest level which all the individuals should
seek to achieve is the “level of self actualization” (Kaur, 2013). It is significant to note that
the concept of self actualization is very dynamic one and its interpretation varies from one
person to another. For example, the “level of self actualization” for one individual can
represent the state where that particular person has amassed a lot of money whereas for
another it can mean a state where that particular person has achieved a certain level of
happiness (Gupta & Shaw, 2014). However, in the opinion of Maslow the “level of self
actualization” is the one where a particular individual is been able to fulfill the most basic
needs of their life and is in a state where he or she can be considered happy (Kaur, 2013). It is

3EMPLOYEE MOTIVATION
a reflection of this particular fact that the most of the business organizations in the present
times try to focus on the concept of the happiness of the individual employees in a bid to not
only enhance their individual performance but also the overall performance of the
organization (Gupta & Shaw, 2014).
Herzberg's “motivation-hygiene theory and dual-factor theory” is another theory
of motivation which is commonly used by the various business organizations in the present
times to effectively motivate the employees in an effective manner (Yousaf et al., 2014). As
per this particular theory there are certain factors within a particular workplace which affects
the level of performance of an employee. The first factor is the one which enhances the
performance level of the employees and can be said to be the positive factors as they affect
the performance level of an employee in a positive manner (Yousaf et al., 2014). The second
factor is the one which affects the performance level of an employee in a negative manner
and are generally considered as the negative factors (Yousaf et al., 2014). Therefore, the
primary focus of the various business organizations in the present times is on enhancing the
positive factors within a particular business organization as that would directly enhance the
performance level of the employees (Gomes, Asseiro & Ribeiro, 2013). Thus, with this
particular aim the various business organizations in the present times take the help of various
kinds of methods to create a positive work environment which would be very congenial for
work (Gomes, Asseiro & Ribeiro, 2013). It is a reflection of this particular fact that the
various kinds of motivational activities as well as “employee engagement activities” have
gained prominence in the recent times.
Human beings by nature are a social animal and the central lacuna of their though
process is the concept of happiness. Therefore, the sole motto of the majority of the
individuals is to seek as well as attain happiness. Thus, from the starting of their life to till
their end the human beings like to indulge in activities which are likely to enhance the level

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of their happiness (Facer Jr et al., 2014). It is a reflection of this particular fact that the
various individuals within the workplace as well try to attain the state of happiness. This
particular state of happiness can be attained through various means like better performance at
the job roles, building effective relationships with the colleagues and others (Facer Jr et al.,
2014). There was a time when getting a better salary or wage was enough for the employees
and used to motivate them in a considerable manner to not only perform better at their job
roles but also to stay with the concerned business organization (Sinha & Sinha, 2012).
However, in the present times the employee dynamics have changed considerably and it is a
reflection of this particular fact that the various business organizations also need to take into
effective consideration the psychosocial needs and the requirements of the employees not
only for their better performance but also for the retention of these employees within the
framework of the concerned business organization (Sinha & Sinha, 2012). Thus, the various
business organizations in the present times take the help of various kinds of “employee
engagement activities” and others to not enhance the level of bonding among the employees
but also to enhance the level of job satisfaction as well as the happiness of the employees
(Cho & Perry, 2012). Studies suggest that the happy employees are more likely to perform
better their job roles than the ones which are not happy or have grievances against the
business organization for which they are working (Cho & Perry, 2012). It is a reflection of
this particular fact that the various business organizations in the present times have realized
that paying better salaries is no longer enough in order to make the employees perform or to
retain them (Sokro, 2012). In the present competitive world of business it is seen that the
various business organizations therefore try to appreciate the performance of the employees
through various means like incentives, rewards and recognition and others (Sokro, 2012). In
the opinion of many people these actions of the business organizations have a dual role they
not only appreciate the individuals who are performing better at their job roles and makes

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them feel happy about the job which they are doing but also motivates the other employees to
perform in a much better manner by showing them the rewards and other benefits which they
would get if they perform in a better manner (Rajhans, 2012).
In the opinion of many people better pay helps as well as motivates the various
employees to perform in a much better as they know that their salary depends on the level of
work which they would be doing (Tebeian, 2012). However, in the present times it is
generally seen that the number of job options available to the individuals in the present times
has increased significantly and therefore it can be said that the factor of better payment is no
longer an enticing one for the employees (Tebeian, 2012). The top most priority of the
individuals in the present times is on the happiness or the satisfaction quotient and thus the
various business organizations in the present times try to the help of this particular concept to
not only retain the employees but also to help them to perform in a much better manner
(Dobre, 2013). Furthermore, using the “Dual Factor Theory” the various business
organizations in the present times try to enhance the factors in the workplace which are likely
to increase the job satisfaction as well as the happiness level of the employees (Dobre, 2013).
In the opinion of many people the productivity or the performance level of the individuals are
directly related to the emotional state in which they are and thus the various business
organizations in the present times try to take the help of various kinds of activities which are
likely to help the employees feel better (Narsee, 2013). It is a reflection of this that the
business organization Starbucks takes the help of various kinds of activities like the “coffee
sipping ceremony”, addressing the employees related to the business organization by the title
of shareholders of the business organization and other (Narsee, 2013). The company Apple
Inc, on the other hand, uses a wide range of rewards as well as recognition methods to
effectively motive and raise the job satisfaction level of the employees (Abbah, 2014).
Furthermore, other top business organizations of the world also similar kinds of methods as

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well as activities to enhance the job satisfaction level of the employees and in the opinion of
many people these innovative strategies have played a significant role in the growth of the
concerned organizations in the recent times (Abbah, 2014). Therefore, it would be apt to say
that in the present times making the various employees related to a particular business
organization is more important than offering better payment to them to enhance their
performance.
To conclude, the psychology of the various individuals in the present times has
undergone a drastic change in the recent times and it is a reflection of this particular fact that
the concepts of job satisfaction as well as happiness have become more important for the
individuals in the present times. This is generally considered to be a result of the increasing
number of opportunities as well as the options which the various individuals have at their
disposal in the present times. Therefore, the focus of the various business organizations in the
present times is on enhancing the job satisfaction level of the employees and thereby the
happiness of the employees. Thus, it is generally seen that the various business organizations
take the help of various kinds of methods not only to motivate the employees to perform
better at their job roles but also to enhance their satisfaction and happiness level.

7EMPLOYEE MOTIVATION
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