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Conclusion

In every organization motivation is a key aspect which needs to drive employees to achieve organizational goals and employee personal goals. Many scholars have developed different types of motivational theories and these theories explain the influence to the employee job satisfaction outcomes. In order for an organization to be productive motivation plays an important role (Badubi, 2017). As per the different motivational theories discussed it can be identified that there are many methods and techniques to be used to motivate employees. There are many motivational methods including financial rewards as well as non-financial methods and these can be used get the best out of the employees. Organizations are responsible in aligning such motivational theories within the organization to satisfy and motivate their employees. However, managers can use multiple motivational theories and there is no single theory which is more suitable. Further they can use mix of motivational theories as well based on the situation and nature of the organization.

According to Nanayakkara & Dayarathna (2016), organizations can provide monetary payments in relation to the market rate and enhance the living standards. Further company must provide favorable working hours and this will help employees to manage their work and family balance. For the engineering employees it is important to provide job autonomy since most of them are working with innovation and creativity. Further they will be motivated with giving proper recognition, helping them to grow their career path. According to Islam & Ismail (2008), there are six factors which can be used to motivate employees. Those are High salary, promotion, interesting work, proper working conditions, job security and appreciation for the performance.

Further organizations can give the chance to the employees to raise their voice regarding how they can be motivated and what kind of factors that they are expecting from the management. Company can use methods such as rewards, giving promotions and giving proper feedback to motivate employees. As discussed according to the Maslow’s hierarchy of needs theory engineering employees are more focused towards the self-esteem and self-actualization needs. Therefore, those needs should be given the priority even though the theory has suggested a hierarchy. Further company can apply Vroom’s expectancy theory in relation to engineering employees successfully. However, in here the company must identify what are actual rewards that these employees are expecting.

Moreover, it is important to understand that the factors which impact on an employee’s motivation can be change by the time and with experience since peoples’ behaviour, feelings and thoughts tend to change by the time. The factors which motivate an individual today may not motivate them in another time in the future. Therefore, company must consider these factors when motivating employees.

 

Reference

Badubi, R. M., 2017. Theories of Motivation and Their Application in Organizations: A Risk Analysis. International Journal of Innovation and Economic Development, 3(3).

Nanayakkara, M. a. D. N., 2016. Application of Herzberg’s Two Factor Theory of Motivation to Identify Turnover Intention of the Non-Executive Level Employees in Selected Super Markets in Colombo, Sri Lanka. Human Resource Management Journal, 04(01).

Islam, R & Ismail, AZH 2008, ‘Employee motivation: a Malaysian perspective’, International Journal of Commerce and Management, Vol. 18. No. 4 pp. 344 –362.

 

 

 

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