Exploring How Motivation Impacts Performance

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Exploring How Motivation Impacts Performance

Employee motivation has been detrimental to organizational success because of its impact on the level of commitment, drive, and energy that the workers of a company bring to their roles on a regular basis (Robbins & Judge, 2019). Therefore, without motivation, companies experience reduced productivity, lower output levels, as well as the potential of failing to reach important strategic goals (Sabir, 2017). In the case of the Tailor Building Works Company, the lack of motivation of the engineers who have worked at the company for years is not linked to low salary but rather the lack of attention of the CEO to their needs and expectations. As a result, the production lines suffered, leading to worries about the future of the company. Therefore, applying theories of motivation is vital for improving the perceptions of the leading staff who have a detrimental influence on the performance of the company.

Maslows Hierarchy of Needs suggests that the most simple and primary needs must be met before individuals become motivated to achieve higher-needs levels. An employee must be in good physiological health, be safe, secure, and have positive relationships and confidence before putting in the best work possible (Suyono & Mudjanarko, 2017). The CEOs of the Tailor Building Works Company should learn how to support their engineers in other aspects of their life outside work in order to motivate them.

Hertzbergs Two-Factor Theory is also important to apply as it reveals motivational and hygiene factors influence the willingness of employees to show high levels of performance. It is possible to use the theory in the workplace by ensuring that engineers feel supported and appreciated, and the case information showed no such efforts on the part of the companys leadership. The CEOs of the company should begin giving plenty of feedback about the work of engineers as well as communicating their plans directly and transparently. In addition, the theory suggests that true engagement occurs when the needs of every worker are met because they differ from one individual to another.

Theory X and Theory Y are also applicable to the case of the company because it differentiates between two management styles, authoritative and participative. The workers at Tailor Building Works Company experienced predominantly an authoritative style, which made them dislike their work environment, resulting in decreased motivation (Robbins & Judge, 2019). They require a participative approach toward their management in order to help them address challenges as they see fit. This way, the employees will take ownership of their work and be more willing to solve the emerging problems. The CEOs of the company should work on motivating the future leaders of the company in formulating their vision and goals, thus developing a closer connection with their jobs.

To conclude, communication between the CEOs of the Tailor Building Works Company is the core tool that can be used in order to boost motivation in the company. The theories explored above suggest that the motivational needs of each employee are recognized and valued (Robbins & Judge, 2019). Beyond a fair salary and a paid leave, it is essential to ensure that the outside needs that are related to the outside life of individuals are met. With the help of communication and a transparent look at the situation, the CEOs of the company can negotiate the most appropriate scenario with the engineers who are expected to take the lead in the future.

References

Hewett, R., Shantz, A., Mundy, J., & Alfes, K. (2018). Attribution theories in human resource management research: A review and research agenda. International Journal of Human Resource Management, 29(1), 87-126.

Robbins, S., & Judge, T. (2019). Organizational behavior (18th ed.). Pearson Education.

Sabir, A. (2017). Motivation: Outstanding way to promote productivity in employees. American Journal of Management Science and Engineering, 2(3), 35-40.

Suyono, J., & Mudjanarko, S. (2017). Motivation engineering to employee by employees: Abraham Maslow theory. Journal of Education, Teaching and Learning, 2(1), 86-92.

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