Motivation has control over individual’s choice of behavior in an organization. The kind of behavior employees choose to have, affect the outcome of the business. Therefore, there is a need to look consider the needs of employees. According to Maslow’s Needs Hierarchy Theory, the needs of employees when met, they serve to be motivation, (Maslow, 2002). The theory provides that lowest unmet needs have greater effects, when lower needs are satisfied the next higher needs become greater motivators. Therefore, it is upon employers to learn the needs of employees so that they can address these needs effectively. According to the Learned Needs Theory, needs can be amplified or suppressed through social concept, social norms and past experience.
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Rewards such as membership and seniority, job status, competency and performance-based rewards have great influence towards employee engagement. All these can attract new applicants and retain existing employees. Employers should therefore, ensure good leadership by ensuring equity in areas of job evaluation, remuneration, promotion, staff welfare and recognizing the contribution employees have made to the organization. Employee engagement has good outcomes for organization in terms of financial performance and corporate image, (Harter, James Frank, Schmidt, and Theodore, …show more content…
Employers have however faced difficulties in ensuring employee engagement. With regard to various models and conceptual framework of employees’ behaviour in an organization, strategies that employees should put in practice to ensure employee engagement include but not limited to employee motivation, good leadership, gender equality and human capital development. Several theoretical models have been developed to try to explain some factors that influence the behavior of employees in an organization. For instance, the Learned Needs theory outlines how one can make employees’ needs known by employers. The expectancy theory of motivation digs deep into the relationship between efforts, performance and outcome, where in they all interrelate. The Maslow’s hierarchical Needs theory, sets out needs that employers can assess from their employers and prioritizing these needs in order to try and meet motivational needs of employees. The Four-Drive theory highlights major driving factors of motivation such as drive to acquire, drive to bond, drive to learn and drive to defend. As employee motivation is the primary source of employee engagement, other factors such as leadership and human capital development also need to be
Rewards such as membership and seniority, job status, competency and performance-based rewards have great influence towards employee engagement. All these can attract new applicants and retain existing employees. Employers should therefore, ensure good leadership by ensuring equity in areas of job evaluation, remuneration, promotion, staff welfare and recognizing the contribution employees have made to the organization. Employee engagement has good outcomes for organization in terms of financial performance and corporate image, (Harter, James Frank, Schmidt, and Theodore, …show more content…
Employers have however faced difficulties in ensuring employee engagement. With regard to various models and conceptual framework of employees’ behaviour in an organization, strategies that employees should put in practice to ensure employee engagement include but not limited to employee motivation, good leadership, gender equality and human capital development. Several theoretical models have been developed to try to explain some factors that influence the behavior of employees in an organization. For instance, the Learned Needs theory outlines how one can make employees’ needs known by employers. The expectancy theory of motivation digs deep into the relationship between efforts, performance and outcome, where in they all interrelate. The Maslow’s hierarchical Needs theory, sets out needs that employers can assess from their employers and prioritizing these needs in order to try and meet motivational needs of employees. The Four-Drive theory highlights major driving factors of motivation such as drive to acquire, drive to bond, drive to learn and drive to defend. As employee motivation is the primary source of employee engagement, other factors such as leadership and human capital development also need to be