Organizational Behavior: Techniques to Enhance Employee Motivation

This essay explores the significance of motivation techniques in organizational behavior, emphasizing how managers can use them to enhance employee performance and achieve organizational goals. The paper highlights the importance of employee motivation, job satisfaction, and the impact of these factors on productivity and profitability. It discusses various motivation strategies, including compensation, training, and creating a comfortable work environment, while also referencing Maslow's hierarchy of needs. The study analyzes how effective motivation can lead to increased employee engagement, reduced turnover, and improved overall organizational success. The research examines how motivation techniques can lead to increased employee engagement and improved work patterns. The essay references various research papers to support its arguments. The paper also emphasizes the importance of a good working environment for employees.

Running Head: Organizational Behavior
Organizational Behavior

Organizational Behavior
Techniques used by the top management or the manager to increase the
level of motivation of the employees
Yes, I agree with the study that the managers should use motivation techniques, so that the
employees can feel motivated and work in effective manner. The article gives main
concentration on the techniques that should be considered by the managers, so that the
productivity level can be increased. The thesis on which the focus is given is related with the
techniques that are used by the top management so that the level of motivation of the employees
can be enhanced in proper way. The main responsibility of the manager of Cerkezkoy is to give
motivation to the employees, so that the efficiency can be seen in the work. It is very essential to
attain the positive results to sustain in the market. If the organization is not able to attain the
positive results then it can be very difficult for the organization to exist in the competitive
market.
The strength which is analyzed in the article is that the motivation techniques and methods give
assistance to attain the goals of the organization. For the employees who are working in the
organization, the support is considered as an important part. The support should be given to the
top management, so that they can easily complete their activities or tasks on time. If the
employees work efficiently, then it gives direct impact on the profitability of the organization.
The employees or an individual who are working in the organization have their own needs and
drives. The manager should analyze the needs so that motivation can be given to the employees,
so that the work can be completed in an efficient manner (Vidyarthi, Anand and Liden, 2014).
Motivation is a method which initiate and gives emphasis on the behavior of an individual or an
employee who is working in the organization. The personal requirements of an employee are
satisfied, as long as the individual is motivated to complete the task. It is seen that the manager
can only attain the goals and objectives when he can maximize the level of satisfaction of both
the employees and the organization. The motivation gives direct impact on the results of the
organization. If a company takes into consideration to manufacture the products in large quantity
to meet the needs and wants of the consumer and on the same hand if the employee is not
motivated towards the work, he production capacity will be reduced and the organization has to

Organizational Behavior
face the negative results. The employees are as very important aspect of the organization. No
matter how updated the organization uses technology, employees are very essential to conduct
and operate the day to day operations of the organization (Colbert, Barrick and Bradley, 2014). If
the business is successful, then there is a great factor behind it which is related with the level of
motivation of the employees. If any of the employees are not motivated or have dissatisfaction
from the job then it can give negative result and also hinder the working pattern of the
employees. The growth and success of the company depends upon the motivation level of the
employees working in the organization. To enhance the level of motivation, the company should
use the methods like conducting fun activities at the workplace, programs which are related with
compensation, training and also development (Greco, Charlier, Christopher and Brown, 2014).
Job satisfaction of the employees is minimizing who are working in the organization. There are
many employees who are attracted towards the job which give the balance between the work and
family life. It is seen that employee turnover is considered as a very serious problem in the
corporate environment. The employees who are not satisfy with the job leaves the organization
which creates a major problem for the organization. So to retain more and more employees in the
organization, motivation should be done by the top management. Turnover cost can result in very
expensive and high. The financial performance of the organization is directly affected (Wilson,
2014).
The employees who are working in the organization should feel comfortable to conduct its
operations. If the employee is comfortable to work in an organization, then it can be beneficial
for the organization and also for the employee. Every employee wants a good environment in
which they can conduct their operation effectively. If the employees are not comfortable in
conducting the operations, then it can be very difficult for the organization to attain the goals and
objectives. The whole responsibility is on the manager to create a good working environment for
the workers (Phillips and Phillips, 2016). It is also analyzed that the employees who are
conducting the same task on daily basis get bored which gives the negative impact on the job
performance. If the level of job performance is low then it is seen that the quality of work and
productivity level also decreases. In this situation not only the employee suffers the drawbacks
but the company also faces a huge loss. So, it is very essential for the top management or the
managers to use the techniques related with motivation (Ford, 2014). To enhance the level of

Organizational Behavior
motivation the employees, the managers should try to make accurate job description. It is a type
of a document which clearly tells about the responsibilities and duty of the employees (Barrick,
Thurgood, Smith and Courtright, 2015).
The leadership skills should be implemented by the top managers which will assist the
organization to analyze the opportunities which are related with growth and the employees of the
organization. The managers should tell about the ideas which are related with finding the
opportunities and to enhance the skills of the employees (Goetsch and Davis, 2014). Motivation
is an important factor that will help the employee to know about the opportunities that are
prevailing in the professional sector. If the job description is made then it can be easy for the
organization to enhance the strength of the employees who are bored from their job. By
participating in the job description the employees can easily perform their roles and
responsibilities and can also enhance their capacity to work in effective manner (Sung and Choi,
2014).
In this article it is seen that there are employees who are engaged in the weaving and
manufacturing industry. The total numbers of employees are 229 from which 183 are working in
the industrial area of weaving and 46 workers are working in the manufacturing plant. By
supporting the thesis statement, it is argues that the motivation techniques enhances the
efficiency of the workers. There are various theories which are based on enhancing the level of
motivation. It is seen in Abraham’s Maslow theory of needs which are based the five needs. The
hierarchy needs are:
a.) Physiological: It consists of the needs which are the basic necessity of an individual. It is
concerned with the needs and wants that are very essential for an individual.
b.) Safety: It consists of the needs which are concerned with the security and emotional harm
of an individual. The managers should give main focus on this, as it can enhance the
efficiency of the employees.
c.) Social: This need is concerned with the social belongingness of an individual.
d.) Esteem: It consists of two factors internal and external in which the self-respect, status
and recognition is well defined. The manager should give focus on the needs of an
employee, so that the employee can feel happy to conduct its operations.

Organizational Behavior
e.) Self-actualization: In this the self-fulfillment needs of an employee or an individual
should be analyzed in effective manner (Maslow, 2015).
By analyzing this theory, it is seen that the manager gets an idea to enhance the motivation
level of the employee by taking into consideration the needs of an individual. The theory is
logical and gives a proper understanding of the needs and wants of the consumers (Jehanzeb
and Bashir, 2013).
Motivation also helps the employee to earn incentives. If the employee is motivated, then it is
seen that the work conducted by them is done in proper way and with full dedication and
confidence. So, by analyzing the whole article, it can be easily said that motivation is a
beneficial technique or the method that should be adopted by the organization, to enhance the
productivity and profitability of the organization. By analyzing the article it is seen that it
gives a proper outlook of the benefits that can be easily attained by the organization and the
employees. The techniques that are implemented by the organization will give a direct effect
on the working pattern of the employees and will also help increase the efficiency of the
employees (Paillé, Chen, Boiral and Jin, 2014). If the employees are efficient towards the
work, then it can be a great advantage for both the organization and for the employees, as it
can give an opportunity to an employee to earn more and more incentives.

Organizational Behavior
References
Barrick, M.R., Thurgood, G.R., Smith, T.A. and Courtright, S.H., 2015. Collective
organizational engagement: Linking motivational antecedents, strategic implementation, and
firm performance. Academy of Management Journal, 58(1), pp.111-135.
Colbert, A.E., Barrick, M.R. and Bradley, B.H., 2014. Personality and leadership
composition in top management teams: Implications for organizational
effectiveness. Personnel Psychology, 67(2), pp.351-387.
Ford, J.K., 2014. Improving training effectiveness in work organizations. Psychology Press.
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence.
Upper Saddle River, NJ: pearson.
Greco, L.M., Charlier, S.D., Christopher, J. and Brown, K.G., 2014. Technological Advances
in Employee Training and Development.
Jehanzeb, K. and Bashir, N.A., 2013. Training and development program and its benefits to
employee and organization: A conceptual study. European Journal of business and
management, 5(2).
Maslow, A.H., 2015. A theory of human motivation. Classics of Organization Theory, 50,
p.142.
Paillé, P., Chen, Y., Boiral, O. and Jin, J., 2014. The impact of human resource management
on environmental performance: An employee-level study. Journal of Business Ethics, 121(3),
pp.451-466.
Phillips, J.J. and Phillips, P.P., 2016. Handbook of training evaluation and measurement
methods. Routledge.
Sung, S.Y. and Choi, J.N., 2014. Do organizations spend wisely on employees? Effects of
training and development investments on learning and innovation in organizations. Journal
of organizational behavior, 35(3), pp.393-412.

Organizational Behavior
Vidyarthi, P.R., Anand, S. and Liden, R.C., 2014. Do emotionally perceptive leaders
motivate higher employee performance? The moderating role of task interdependence and
power distance. The Leadership Quarterly, 25(2), pp.232-244.
Wilson, J.P., 2014. International human resource development: Learning, education and
training for individuals and organisations. Development and Learning in
Organizations, 28(2).