In the organization, employee motivation is the greater challenge for the managing authority. Manager are needs to motivate employee to achieve organization goal without interfering of an individual goal. Motivate employee is the process of inspire person to fulfill goal by their course of action (Recklies, 2018). Therefore, motivated employees are considered as an asset for the big organization as they were more productive and profitable. The rewards and motivational programme are vary in every industry as per their organization structure, job perform, and what achievement obtain toward company goal.
In the book Fundamental of Management, the author mentioned an important rewards for motivating people at work place to improve productivity (Robinson, et.al. p. 237). This reward increases employee’s engagement and performance. Following are some of the useful reward for employee motivation.
Company Sponsored Team
In this reward, company should be sponsored for inter department games. Through which employee get involved in sports or games. This reward helps to develop team work spirit and coordination which is beneficial for company. Beside it employee feel empowerment, more confident, and physically fit.
Awarding of this reward helps to break routine work monotony. To learn new courses like new languages, fitness course, and first aid course. This reward helps to organization in terms of utilization of bilingual language employee for business expansion and emergency medical need.
All level of organization suffered from mental and physical stress. To keep healthy and to improve the wellbeing of employee, Paid vacation are ideal rewards. This reward relives employee stress and allow enough time for social life. This reward helps to employee retention in the organization
Family picnic and parties
Offering a family picnic and parties are known rewards. This kind of rewards strengthen camaraderie among the staff as well as family members. The colleague gets time beyond the work to know each other’s interest of subject. During this kind of event, company should announce appreciation for best performer, organize game for family, and share company information with every member. This may lead to more attachment with organization.
In every country, government has decided to contribute some percentage of salary toward their future utilization in term of retirement plan. It’s a human nature that spend what they earn. Therefore, considering this psychological parameter, many company implement the retirement plan for employee’s future betterment. This may relax the employee for future unknown consequences.
This reward provide security for any unusual incident happened in employee’s life. This reward covered financial support to staff family members in case of death or any physical disability of employee occurs during onsite or outside company premises.
In current scenario, providing a good and better education in well-known institute or university in home country or overseas leads to high financial burden on employees. Such kind of rewards are really appreciated to encourage employee for best performance to achieve this reward. This rewards also see the organizations value about the family care not just account of profit.
Many employees select the organization after reviewing the various benefits. Providing paid sick days is one of the appreciation for every member of corporation. During illness or sickness, the employee suffers from physical problem as well as financial problem. To help and provide mental support to the person by providing paid sick off during this situation.
Motivational Concepts and Theories
According to Fundamentals of management book, it is described various motivation concept and theories which are acquired by many organization for motivate their employees by fulfilling their needs to achieve company goals (Robbins et. Al. 2016). These theories are as follows:
o Maslow’s Need Hierarchy Theory
o McGregor’s Participation Theory
o Herzberg’s Motivation Hygiene Theory
o McClelland’s Need Theory
All these theories help to identifies the various motivational factors at work place to motivate employee for work engagement, affiliation, and productive. Here, following two theories are most likely to match with above mention rewards.
Herzberg’s Motivation Hygiene Theory
According to Herzberg, some job factors and rewards turns in job satisfaction on the other hand it also prevents dissatisfaction. Herzberg’s mentioned that there are intrinsic motivators include recognition, relationship, and achievement. These factors made employees more affiliation and feel good for job. Whereas extrinsic factors include salary, benefits, and work environment (Wong & Heng, 2009). Following are the Herzberg’s view for motivation for describing satisfaction and dissatisfaction.
Motivators: The intrinsic factors are main motivators for employee satisfaction: failure results in dissatisfaction. For instance, various rewards like company sponsored team, non-work-related course, family picnic and parties, and university tuition are motivators factors (Robbins et. Al. 2016).
As per my view, these factors are inspired employee to more autonomy for work and engagement to work to achieve mentioned rewards. The employee does not necessarily dissatisfy upon failure to get the rewards.
Hygiene Factors: It is not compulsory that these factors are motivate employee, but absence of such factors are demotivating staff. For example, paid vacation, retirement plan, sick day, life insurance (Robbins et. al. 2016).
As per my aspect, these are factors are follow in company rules and policies and government law for organization. Here, all mentioned factors are basic need and important for candidate. In addition, every person is eligible for all rewards selected in organization. Hence, it is not key motivation point. On contrary, absence of these factors cause dissatisfaction among employees.
McClelland’s Need Theory
McClelland’s is described that everyone has a three characteristic like a need of affiliation, need for power, and need for achievement. He further divided characteristic in personal and organizational perspective. McClelland believe that self-centric person is belief to command over other and to fulfil self-interest instead of being part of team. This may lead to improper for any organization. Hence, many organization give opportunity to the person who has organizational power (Recklies, 2018). McClelland’s need theory correlation with rewards.
Need for Achievement: University tuition rewards are performance base rewards. The self-centric person take risk, wok alone, or take regular feedback on work output to accomplish his set goal.
Need for Affiliation: Company sponsor team, family picnic and parties, non-work-related course, and paid vacation belong the person who believe in team work, friendly work place, and maintain relation among colleague. Further, the have value for other and need approval from colleague.
Need for Power: I have not considered any need for power rewards. Because its mostly have control over other as well as direct another colleague.
Walmart is well-known multinational retail chain. It has more than two million associate works from around eleven thousand store in almost thirty countries in the world. Walmart is believes that a motivated employee are provide satisfactory customer service. Hence, walmart has introduced number of employee benefits to fulfill their personal as well as institutional goal. As per working at walmart following are benefits and motivational rewards walmart offer.
Opportunity and Advancement:
• Academic teaching for betterment and success in life: Walmart is offering academic training for every associate who is seeking opportunity for management or higher position. These kind of courses are trained employee and able to get high pay with more responsibilities. In addition, Walmart offer bounce to management team upon achieving company target.
• Educational benefits and to become graduate: Walmart has collaboration with university for MBA, supply chain program, language training, and personality development by paying negligible fees. In addition, Walmart contribute remaining part of fee.
• Healthcare and Insurance benefits.
• Retirement saving plan.
• Employees discount.
• Maternity and paternity leave
• New member adoption expense reimbursement benefit
Walmart are able to get success as world largest retail chain by successfully motivating their associates by offering intrinsic and extrinsic motivational rewards (\"Wal-Mart Case Study\"). As per my perspective, Walmart is using Herzberg’s Motivation Hygiene Theory. Walmart has employee inclusion for result sharing and decision making. Walmart provide recognition and celebration to the associate for achievement. Further, Walmart offering equal growth opportunity. Walmart’s extrinsic rewards like monetary and gift are inspire associate for maximize work output. Thus, appropriate Intrinsic and extrinsic motivational rewards are increase affiliation and engagement of associate with any organization.