MOTIVATION

Rewarding and Motivating Employees for Increasing Retention

Rewarding and Motivating Employees for Increasing Retention

Introduction

The overall performance of the organization depends up the individual performances of its employees. There are various approaches and strategies that are developed and implemented by the human resources departments of the organizations in order to develop retention and motivation among their employees. There are also a number of models that are used by the managers and leaders to develop motivation. The basic factors that motivate the employees to perform effectively and efficiently involve the good salaries, increments, bonuses, appreciations, performance acknowledgements and performance rewards, growth, development and career advancement opportunities. Many organisations give highest level of pay scales to such employee by giving the employees with various benefits and health services. The overall performance system of the organisations depends upon the following elements mentioned in the diagram (Armstrong, M., Cummins, A., 2007, pp. 66)

The following section aims at discussing the motivation and the retention of employees and various aspects related to the motivation.

Discussion

The strategic approaches are developed in order to attain the goals and the objectives of the organisation. Most of the modern organisations that understand the importance of the strategic approaches and the importance of the operational planning are becoming more focused towards the development of the effective and efficient remuneration and the employee benefit packages because such organisations believe that there is strong connection of the remuneration and the employee benefit packages with that of the strategic and operational planning (Podmoroff, D., 2005, pp. 124).

The link between motivational theory and reward

There is significant link between the motivational theory and reward. There are various theories that have been proposed by various theorists regarding the motivation. The most common theories are of F Taylor, E Mayo, A Maslow, F Herzberg, D McGregor, D McClelland, V Vroom. These theorists have investigated the relationship between motivation theories and reward. According to the theory of F Taylor´s research, the people work purely for money. Therefore, they must be given the money rewards so as to enhance and improve their performances. According to A Maslow theory of motivation, there are certain important needs that are essential to be fulfilled so as to make the individual satisfied with its life and the work. These essential needs involve the physiological need, safety needs, social needs, esteem needs and the self actualization. According to F Herzberg theory of motivation and reward, there are two factors that have impact upon the individuals. The “Hygiene Factors” that leads to the dissatisfaction of the individual involves company policy, the supervision, the relationship with boss, the work conditions, the salary and the relationship with peers. The “Motivators” factors that lead to the satisfaction among the employees involve the achievement, the recognition, the work itself, the responsibility, the advancement and the growth (Armstrong, M., Cummins, A., 2007, pp. 52).

The remuneration and the benefits that are offered by the organisations are the driving forces that enhance the satisfaction level of the employees and thus assist ...