How Employers Use Motivation To Retain And Reward Staff

You are running late again for a meeting; and this is because your alarm did not go off. You just grabbed a coffee, changed clothes to rush off to work because your boss will definitely reprimand you – then again, every single day.
If this is happening to you, then this is quite alarming. It is as if you are not interested anymore with the routine you do – just simply coming to work is like a three-step manual that you just do. This is a sign that an employee is not motivated by anything. More than just being reprimanded by the boss, the employee becomes unproductive at work. The results are not either stagnant or under the value of the goals of the business. This becomes a cycle. Worse: the employee will quit his/her job. And the turnover of the company’s employees are frequent, the business you run is not consistent.
According to a study of Burton (2012), Herzberg concluded that there is a Two-Factor Theory. There is the motivators or job content factors and the hygiene factors or the job context factors. Based on the Two-Factor theory, the factors that motivate a person is different from those that make the employees dissatisfied with their job. Motivators or job content factors were those that focused on work. As discussed by Burton (2012), these included achievement, work itself, advancement, recognition, responsibility, and growth. hygiene factors or job context are defined as factors that are related to job dissatisfaction. Examples of hygiene factors include the company, organizational policies, administration, salary, status, job security, working conditions, personal life, and interpersonal relations.[Burton, Kelli. 2012. A Study of Motivation: How to Get Your Employees Moving. Retrieved from. https://spea.indiana.edu/doc/undergraduate/ugrd_thesis2012_mgmt_burton.pdf]
The hygiene factors are actually controlled by the company; hence, it is basically the company who are directly affecting the dissatisfaction of the employees.
Locke and Latham (1990) explained that for an employee to be motivated, there must a goal setting – Goal Setting Theory. However, laying down goals is not enough, according to them; there must be a commitment to the goals in order to achieve it. In this way, the employee will definitely perform. The manager, nonetheless, must guide his/her employees to be committed to this goals – consistency is very important. There are two kinds of goals : the assigned goals and personal goals. More than the personal goals, the manager must set the assigned goals to his/her employees for them to be motivated to continue the job. It gives the employees the boost of confidence, prov...