Employee engagement is defined as a positive,
rewarding work-related mental state marked by vigor, dedication, and absorption
(Schaufeli, 2013). The concept is becoming increasingly
significant as research reveals that engaged workers perform better. Work
motivation has been studied throughout the twentieth century; however, employee
engagement was almost unknown before the 1990s (Ghosh, et
al., 2020). It is suggested
that as the nature of work has shifted from a mostly self-employed economy to
one where the majority of people are hired by an organization, motivational and
employee engagement aspects have become more important (Ghosh, et
al., 2020)
Employee engagement and employee motivation
may appear to be synonymous, yet they are not. Motivation is the willpower and
desire to act on such feelings, whereas engagement is a sense of purpose,
belonging, and dedication to an institution (Schaufeli, 2013). Employee
engagement lays the groundwork for your staff to execute their best work,
whereas motivation provides the fuel or energy to get the job done (Khan &
Iqbal, 2013). For instance, if
an employee feels good about his workplace motivation and when finishes his
task enthusiastically before the given deadline is engagement. (Khan &
Iqbal, 2013).
Motivation and engagement both have a big
impact on company success. According to Globoforce, when recognition and prizes
are used to motivate staff, nearly 80% report being more productive. Gallup
discovered that businesses and teams in the top quartile of employee engagement
are 22 percent more lucrative than those in the lowest quartile.
Creating a work environment where team members
are both engaged and motivated is the key to unlocking an employee's full
potential (Varma, 2018). Although the two
notions frequently coexist, managers should distinguish between them for the
greatest results (Varma, 2018). Some management and
HR strategies address both at the same time, but in order to properly implement
these programs, the company must first understand how engagement and motivation
differ among organizations (Khan & Iqbal, 2013).
According to Self Determination Theory,
intrinsic motivation promotes employee engagement by meeting core psychological
needs such as autonomy, competence, and relatedness, Employees, in other words,
have the freedom to choose which tasks to undertake and when and how to finish
them (Khan and Iqbal, 2013). Employees that are intrinsically motivated are
more inclined to accept tough work and like novelty and the need to apply a
variety of talents, they also facilitate idea exchange, coordination, and collaboration
in order to make meaningful contributions and influence employee engagement
levels (Haque, et al., 2014) (Khan &
Iqbal, 2013)
Employee engagement and motivation are crucial
to the health and success of any organization (Ghosh, et al., 2020). Employees that are
engaged are 69 percent more likely to be productive, Productivity suffers, and
corporate outcomes are less prevalent when employees are disengaged and
unmotivated, for maximum performance, leaders must design their motivation
methods around employee engagement (Ghosh, et al., 2020). Employee
engagement is the strength of an employee's mental and emotional connection to
the task they accomplish (Varma, 2018) Employee motivation
is defined as an employee's desire to do something, employee motivation and
productivity increase when there is a high level of employee engagement (Varma, 2018). For instance, an
employee needs to be motivated for them to engage in the organization. If the
employee does not see his responsibilities at the workplace as a burden, they
may perform his tasks well and will not wait for others to assign tasks but
take initiation (Vance, 2006).
The connection between intrinsic motivation
and engagement is interesting and more prominent on the other hand. Intrinsically
motivated employees enjoy what they do, try to learn new abilities, and are
eager to put their skills to use. And there's a lot to be said about how an
engaged staff can improve the bottom line of any business (Khan &
Iqbal, 2013) According to
Aberdeen Group, engaged employees boost customer loyalty by 233% and revenue by
26% on an annual basis. If the organization identifies intrinsically motivated
individuals, they should be provided with a clear goal, defined roles, and a
purpose. Thus, they will perform well and engage in the organization
effectively. (Khan & Iqbal, 2013).
On the other hand, extrinsically motivated
individuals should be handled differently to make them engaged and committed,
they expect external motivators like words of appraisal, recognition, and many
other factors. For instance, if an extrinsically motivated individual is not
provided external motivators, they will not be engaged and committed (Ghosh, et
al., 2020).
Thus, employee motivation and engagement can
be identified as two interrelated factors. Employee engagement is critical
since maintaining talent is less expensive than hiring and training new staff
(Vance, 2006). Employee engagement is viewed as a long-term and continuous
process that must be continuously enhanced (Haque, et al., 2014). The organization
should understand individual characteristics and motivate them appropriately.
Consequently, they will become engaged in the workplace and perform to their
maximum potential (Haque, et al., 2014).
Reference list
Ghosh, D., Sekiguchi, T.
& Fujimoto, Y., 2020. Psychological detachment: a creativity perspective
on the link between intrinsic motivation and employee engagement. Personnel Review
Haque, M. F., Haque, M. A. & Islam, S., 2014. Motivational Theories – A Critical
Analysis. ASA University Review, 8(1)
Khan, W.
& Iqbal, Y., 2013. an investigation of the relationship between work
motivation (intrinsic & extrinsic) and employee engagement study on the allied
bank of Pakistan
Schaufeli,
W., 2013. What is engagement? In C. Truss, K. Alfes, R. Delbridge, A. Shantz,
& E. Soane (Eds.). Employee Engagement in Theory and Practice. London:
Routledge.
Vance,
R. J., 2006. Employee Engagement and Commitmen. SHRM Foundation, Volume
1, p. 53
Varma,
C., 2018. IMPORTANCE OF EMPLOYEE MOTIVATION & JOB SATISFACTION FOR
ORGANIZATIONAL PERFORMANCE.
International Journal of Social Science &
Interdisciplinary Research, 6(2), pp. 10-20.
Great post Christina, furthermore, Motivated employees are needed in our rapidly changing workplaces. Motivated employees help organizations survive. Motivated employees are more productive. To be effective, managers need to understand what motivates employees within the context of the roles they perform (Smith 1994).
ReplyDeleteThanks for the comment Chathuri, According to Mathis & Jackson (2006), a person's motivation is a desire that drives them to do action. Most of the time, people take action to fulfill a purpose. Uno (2008) separated motivation into conceptual and operational definitions. One of the elements affecting a person's performance is their conceptual notion of job motivation. Depending on how intensely a person is motivated, motivation can have an impact on their performance. Mangkunegara (2011) asserts that motivation is a mental state that pushes a person to reach their full potential. The urge and effort to fulfill a demand or a goal are referred to as motivation (Hasibuan & Hasibuan, 2016).
DeleteGood article Christeena, Furthermore, Work quality is very important in achieving organizational goals so that it can generate employee engagement for each individual (Alqarni, 2016). In the industrial sector, employee engagement has a major effect on the sustainability of the company and leads to better performance changes (Mokaya & Kipyegon, 2014). A person can be professional when they have engaged in their work. The higher the employee engagement, the better the quality of work obtained. Besides, cognitive, emotional, and physical conditions while working also needs to be considered (Khan, 1990)
ReplyDeleteThanks for the comment Rayan, Employee engagement is frequently regarded as a psychological or affective state that contributes to improved performance or attitudes (Macey et al., 2011). Ibrar and Khan (2015) described it first as an endeavor by members of an organization to bind themselves to their works. While at work, people will participate and express themselves physically, cognitively, and emotionally.
DeleteGood article Christeena and sharing these details, The personal energy needed for employee integration may not remain stable as several factors hinder the physical and psychological wellbeing of an employee such as work pressure, emotional demands, burnout (Bakker and Demerouti, 2014) and necessitates motivating employees to best utilize their personal energy in the form of engagement.
ReplyDeleteThanks for the comment Malshani, According to Maslow (1943), McClelland (1990), and Alderfer (1969), employment is a motivating boost to meet a variety of requirements (from the earnings) and must be medically and psychologically healthy. The need is a catalyst for the individual's cognitive side to change. in order to inspire excitement for work (Mokaya & Kipyegon, 2014). Employee engagement can eventually rise from the encouragement of meeting these demands, which will impact the caliber of each individual's work (Rich, Lepine & Crawford, 2010).
DeleteI agree with your content and i would like to add that according to (Forson, 2021) job motivation factors were significant predictors on job performance and the aggregated job motivation indicator when regressed on job performance reveals a positive and significant effect.
ReplyDeleteThanks for the comment Hemantraj, There are numerous motivating causes. This study will look at training and remuneration as motivational elements. Training is an important component of employee performance because it allows employees to concentrate on the most important areas of their job (Dajani, 2015). Training and education can be utilized as a motivator to promote employee growth and development. Enhance personal career goals by meeting basic human needs such as a desire for stability, teamwork, and talents (Khan, 2012).
DeleteI agree with your points Christeena, adding that employee engagement is critical for the organization as well as the employee. It is possible for employees to use contractual provisions to impede the accomplishment of organizational goals and objectives. An organization's ability to leverage employee engagement strategies is essential in an organization. Dedicated and meaningful work enables employees to realize how valuable they are within the organization and keeps them engaged. Bolman and Deal (2014).
ReplyDeleteThanks for the comment Nirosha, Workers who are not involved are less likely to quit. If a person is not emotionally dedicated to their job, there is a good chance that they may leave for a position that pays well or has more flexible working conditions (Haid & Sims, 2009).
DeleteGood blog Christeena. In addition, Motivation can be specified as a management process, which encourage people to work better for the overall benefit of the organization, by providing them motives, which are based on their unfulfilled needs. The matters arising is: “why managers need to motivate employees?” (Herzberg 1959).
ReplyDeleteGood article Christeena. additionally, an integrative framework that combines essential elements of theories of work motivation and employee commitment. They argue that commitment is one of several energizing forces for motivated behavior and that a better understanding of this relationship contributes to advances in research and practice (Meyer, J. P., Becker, T. E., & Vandenberghe, C. (2004).
ReplyDelete