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Research Report: Employee Motivation Strategies
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ABSTRACT
Employees are the most basic and most expensive properties of any organization. Thus managing employees is one of the most critical tasks in an organization, although very tricky and challenging at times. The level of employee performance in their job is highly dependent on their motivation and enthusiasm towards doing their work. Increased competition has also led to sensitivity in human labor and performance in organizations. As a result, organizations need to be and cautious as the handle the employees The motivation of employee’s results in high productivity within the firm characterized by high turnout regarding revenue and the overall finical profits as reported in the net income statement. However, the level at which different organizations appreciate their employees so as to motivate them to offer more varies. This research is centered at analyzing their aspect of employee motivation in various organizations and the various approaches these organizations can use to improve their employee motivation for their long-term success.
EXECUTIVE SUMMARY
This report analyses the importance of employee motivation in all organizations. Also, the report evaluates the various employee motivation strategies organizations can adopt so as to ensure optimal productivity of their employees. The report is based on the problem that most organizations do not sufficiently appreciate, recognize or motivate their employees.

This results in employees not delivering fully towards organizational success. The research was carried on employees of different organizations of different levels. Different methods were used to collect information and include questionnaires and oral interview. The results showed that although most organizations possess top notch and qualified professionals, their failure to appreciate and motivate them results to their poor performance. Furthermore, it was discovered that some companies do not use efficient motivation strategies to get the best out of their employees. An analysis of these employee motivation strategies was done, and recommendations offered concerning the best approaches organizations can use to gain ultimately from their employees.
SUBJECT LINE
The main objective of this report is analyzing the various approaches organizations use in appreciating and motivating their employees, as the well as an analysis and recommendations for the most effective employee motivation strategies organizations can use to tap the most from their employees.
INTRODUCTION
Employees form the most sensitize and basic organizational resource, whether for profit or non-profit. As a result, managers of an organization should invest sufficiently in obtaining top-notch employees and ensuring the best approaches to keeping them as part of the organization (Nohria, Groysberg, & Lee, 2008). Organizations, therefore, engage in various motivation strategies to ensure maximum productivity for their employees. This report is research carried out to evaluate the different levels employee appreciate and motivate their employees. The report was composed after research was carried out in different organizations with methods such as filling in questionnaires and direct interviews being used to obtain information from various employees. After an analysis of the various motivational approaches used by different organizations, various recommendations were made. The recommendations offer advice to organizations on the best and most viable strategies organizations can put in place to acquire maximum productivity from their employees.
BACKGROUND
The main problem that necessitated the research was the ineffectiveness of the different ways organizations use to motivate their employees. During the research, it was discovered that most companies do not appreciate the efforts of their employees as the main element of organizational success. The different employee motivation strategies organizations use in appreciating their employee performance created the difference between employee performances in different organizations. Employee motivation strategies are the various ways organizations, through their managers, use to appreciate different contributions of their employees. Some of the ways organizations motivate their employees include pay for overtime work, recognition, appreciation or reward for outstanding performance, or paid holidays to create enthusiasm in employees as they work. Effective analysis of the employee motivation strategies sensitizes most organizations on the need to motivate their employees as this is associated with accrued benefits from the employees. Employee motivation leads to increased performance and productivity of employees’ hence organizational success. Also, employee motivation attracts competent employees for the organization as it also stands better chances of retaining their top-notch existing ones.
METHODOLOGY
This report contains information on research carried out to address the issue of employee motivation in the various organization. The research, therefore, evaluated the different ways utilized by different organizations in employee motivation. Therefore, information to be used in this research was gathered from employees belonging to different organizations. Different data collection techniques were used and included filling in questionnaires and direct oral interview. Employees and even managers formed the target group of respondents. Responses from different employees were the results to be analyzed so as to ensure an effective analysis of the problem facing employee motivation in various organizations. The findings were obtained and involved the disregarding nature of companies in minding employee welfare. Various recommendations towards this issue were offered and included the need for organizations to consider employees as part of their most sensitive resources in production and the need to motivate them for optimal productivity and to create or improve work ethics and enthusiasm.
FINDINGS
Various discoveries were made from the employee motivation strategies’ research. First, it was discovered that most organizations do not recognize employees as part of their most sensitive factors of production. Therefore, these organizations do not see the significance of employee motivation. Employees in such kind of organizations are not well, appreciated, lack the drive towards great performance and optimal productivity as much of these efforts are not appreciated. Also, such companies are not able to acquire competent employees and are unable to maintain their top-notch workers for long. Second, most organizations are after maximizing their profit margins and are never willing to spend on supplementary avoidable expenses so as to achieve this. Most of the employee motivation strategies involve expenditure such as pay for over-time work, paid holidays to employees, financial boosts, or salary increases involve extra expenditure on non-capital issues (Herzberg, Mausner, & Snyderman, 2011). As a result, most companies end up dis-regarding the importance of motivating their employees. After engaging in face to face conversations with employees, some of them responded that over-time work was rarely appreciated. Also, others attributed average performance to lack of recognition from their managers and supervisors. Poor employee-employer relationships such as harshness and unfriendliness of supervisors scared some employees . Thus they could not be motivated. Some employees claimed lack of health cover thus work accidents were not efficiently handled and this led to poor employee performance. Some organizations did not embrace employee contributions regarding ideas and views thus employees feel omitted and not treated as an essential element of the organizations they work for (Herzberg, Mausner, & Snyderman, 2011).
RECOMMENDATIONS
After the employee motivation issue was precisely addressed via the research, various discoveries were made, and thus several recommendations can be made. First, organizations should start recognizing employees as part of their most basic and important resources in production. Thus their contribution towards organization success should be appreciated (Collings, & Mellahi, 2009). Companies should be sensitized on the effectiveness of motivation in improving employee performance, and thee need to motivate their employees and reward outstanding performance. This will change the perception of organizations towards their employees and instill in them the need to appreciate the employees. Organizations should ensure medical cover for their employees for work-related risks. Also, employees should be covered for health emergencies so as to make them not afraid of slight health complications. Physical fitness is an important aspect of employee productivity. Employees should also offer job security for their employee, and pension schemes upon retirement. Good relationships between workers and their supervisors should be ensured to allow free communication, the flow of ideas and thoughts. Good relationships between managers and the subordinates create work enthusiasm and ethics thus improved employee performance. Also, as part of motivating employees, organizations can engage in career advancement for their employees by offering them the necessary avenues for career growth such as in-job training and sponsoring workers for career advancement. Employees should also be encouraged to share their ideas and contribute to some decisions in the organization. Appreciating employee ideas is important as it makes them feel recognized as an important part of the organization. Good employee motivation strategies are essential tools in tapping top-notch professionals into an organization as well as retaining the already existing ones (Deery, 2008).
Works Cited
Collings, D. G., & Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human Resource Management Review, 19(4), 304-313.
Deery, M. (2008). Talent management, work-life balance and retention strategies. International Journal of Contemporary Hospitality Management, 20(7), 792-806.
Herzberg, F., Mausner, B., & Snyderman, B. B. (2011). The motivation to work (Vol. 1). Transaction publishers.
Nohria, N., Groysberg, B., & Lee, L. E. (2008). Employee motivation. Harvard business review, 86(7/8), 78-84.