Why the HR manager must understand the importance of motivation the workplace?

Assignment Brief

In this paper, you have to write a paper that integrates with the critical analysis of the role of employee motivation within a workplace. Consider the following points effective during the composition of the paper:

• With the help of theories and models, explain why HR manager should acknowledge the the significance of the motivation of the employees

• Explain the benefits of motivated employees

• Recommend productive ways of accelerating the motivation of the employees

• Provide examples and references

Instructions 

By referring to appropriate research critically why the HR manager must understand the importance of motivation the workplace? Find out the scope of employee motivation and what factors influence it mainly. Along with this, also mention the benefits of motivated employees. Suggest ways in which the motivation of the employees could be boosted up within a workplace. You can also take reference of the Maslow’s theory of self-actualisation.

Sample Answer

The Role of Employee Motivation in the Workplace: A Critical Analysis

Introduction

Employee motivation is a crucial factor that influences productivity, job satisfaction, and overall organisational performance. In today’s competitive work environment, Human Resource (HR) managers must understand the importance of motivation and adopt strategies to enhance it. Motivated employees are more engaged, perform better, and contribute positively to workplace culture. This paper explores the role of motivation in the workplace, using theories and models to explain its significance, benefits, and practical ways to improve it.

The Importance of Motivation: Theoretical Perspectives

Motivation refers to the internal drive that prompts individuals to act and achieve goals. In the workplace, motivation affects how much effort an employee is willing to put into their job. Several theories and models help explain why HR managers should prioritise employee motivation.

Maslow’s Hierarchy of Needs

One of the most widely known models is Maslow’s Hierarchy of Needs (1943), which outlines five levels of human needs: physiological, safety, social (belonging), esteem, and self-actualisation. Maslow argued that people are motivated to satisfy these needs in order, from basic to advanced. In the workplace, HR managers must ensure that employees’ lower-level needs (such as job security and fair pay) are met before expecting them to reach higher levels of motivation, such as self-actualisation, where creativity and problem-solving thrive.

Herzberg’s Two-Factor Theory

Herzberg (1959) introduced the Two-Factor Theory, dividing factors into motivators (e.g., recognition, achievement, responsibility) and hygiene factors (e.g., salary, working conditions, job security). According to this theory, hygiene factors prevent dissatisfaction, but only motivators truly drive employee engagement. HR managers need to provide both, but focus on motivators to ensure employees remain driven and committed.

Self-Determination Theory

Deci and Ryan’s Self-Determination Theory (1985) focuses on intrinsic motivation, which arises from genuine interest or enjoyment of the task itself. HR managers should support employees’ autonomy, competence, and relatedness, allowing them to feel in control and valued, which can significantly enhance motivation.

The Benefits of Motivated Employees

Motivated employees offer numerous advantages to organisations. These include:

1. Increased Productivity: Motivated employees are more likely to meet and exceed targets, contributing to higher overall output.

2. Lower Turnover: Employees who feel valued and motivated are less likely to leave, saving the company time and money in recruitment and training.

3. Improved Job Satisfaction: Motivated staff often feel happier at work, which promotes a positive organisational culture.

4. Better Teamwork: Motivated individuals are more likely to collaborate effectively with others.

5. Innovation and Creativity: Highly motivated employees, especially those achieving self-actualisation, are more willing to share ideas and suggest improvements.

Example: Google’s approach to employee motivation is well-known. By providing autonomy, opportunities for growth, and a positive work environment, the company enjoys high productivity and innovation rates.

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