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For motivational factors, it allows an individual to excel in their work performance based on their needs for personal growth. This can be related to their sense of personal achievement. An employee would feel the satisfaction of their working, accomplishing their tasks or goals that meet the requirements. This allows an employee to continue performing better workflow with a motivational sense. Apart from that, landing on a suitable job plays a part in the motivational factor as well. An employee with certain area of expertise will find an interest in a job that he/she knows very well, allowing themselves to get used to the working environment easily. They could even get a well-deserved recognition, which also adds a sense of motivation to keep on going with their goals. The supervisor would congratulate the employee on their job, attracting their interest along with other workers. This could lead to a possible advancement within the rank of workers, better opportunities and a better salary. A responsible worker will always encourage their own peers, trying to maintain a positive job environment. Some employees may need the motivation from others to brighten up the day and continue working, like having a sense of belonging on the job.

Hygiene factors however are factors with extrinsic elements of the work environment, factors that cause dissatisfaction in their absence. A new employee will find it difficult to try to get used to a company’s own policy. Some employees might not like the various policies that the company has set upon. For example, they might have to work from morning until close to midnight, causing total exhaustion to their own bodies with no time to rest for the next day of work. Not only that, but the quality of different supervision could also have a great effect on an employee. Having a selfish and demanding supervisor will only destroy the motivation of the employee, causing him/her to be down and uncomfortable with poor working performance. This brings to another factor that involves working condition, specifically an employee’s own office. Not all offices can have a perfect condition that adds a lot of benefit to the workflow of the company. Some employees might find themselves uncomfortable working in an office that disturbs them a lot. They will often file a complaint to the higher ups if they continue to ignore their needs. Moving on is the quality of interpersonal relations between employees. Even when making connections with others could bring some benefits and ease, there might be some that dislike or hate that specific employee. Their pride and ego will only cause a conflict which ruins the company’s image. Not everyone could get along together when their pride and ego are on the line. Finally, financial remuneration of an employee only comes to an effect in certain positions. Those that have a good salary have no complaints whatsoever. However, when an employee has poured his/her heart and soul into working very hard, he/she might get paid poorly with low income. A company can be very greedy sometimes when paying their employees with low salary. This will not help the working state that leads to employees leaving their jobs.

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Equity theory suggests that employees are primarily motivated by their perception of fairness in the workplace. They compare their inputs (effort, performance, skills, etc.) to outputs (remuneration, perks, promotions) and may become upset if they feel their input-output ratios are unequal to those of their peers. Fair distribution of rewards fosters motivation and positive behaviors, such as increased productivity and collaboration. Employees who feel fairly compensated are more likely to be motivated and demonstrate commitment to company goals, thereby enhancing job satisfaction and reducing turnover rates. This sense of equity encourages individuals to exhibit behaviors beneficial to the company, including higher productivity and a greater willingness to collaborate. For example, employees are more likely to be motivated when they believe their compensation is commensurate with their contributions (work, abilities, and experience) as compared to peers. They feel satisfied and think their efforts are appreciated as a result of this sense of equity. This encourages people to keep up their good work and support the objectives of the company.

Conversely, perceived unfairness can have detrimental effects, leading to decreased effort, increased turnover, and reduced cooperation among team members. Demotivation often arises from perceptions of unfairness in the compensation system. For example, in a manufacturing company, John and Emma performing similar roles receive unequal bonuses, resulting in decreased motivation for John and strained team dynamics. Such instances of perceived unfairness can breed feelings of frustration and mistrust among employees, ultimately undermining teamwork and collaboration. When workers feel underappreciated, they may look for opportunities elsewhere where they believe their efforts are valued and suitably compensated. This can result in an increase in turnover rates.

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The perception of fairness in the distribution of rewards influences employee motivation and behavior are by:

1. Motivation Levels: When employees perceive that their inputs and outcomes are balanced fairly compared to others, they are likely to feel motivated to maintain or increase their current level of performance. Fair treatment reinforces their belief that their efforts will be rewarded appropriately, thus enhancing their motivation to work effectively.

2. Dissatisfaction and Demotivation: Conversely, if employees feel they are receiving less reward for their inputs compared to their peers (under-reward), they may experience feelings of inequity. This can lead to dissatisfaction and demotivation as they perceive their efforts as undervalued or unrewarded. In such cases, they may reduce their effort or seek ways to restore equity, such as by requesting a raise or adjusting their workloads.

3. Resentment and Negative Behaviors: When employees perceive over-reward compared to others for similar inputs, they may also experience distress, albeit of a different nature. This can lead to feelings of guilt or discomfort, as well as resentment from peers who perceive the situation as unfair. Such perceptions can foster negative behaviors like decreased cooperation, sabotage, or even withdrawal from the workplace to rectify the perceived imbalance.

4. Organizational Justice: The perception of fairness in reward distribution is not limited to individual comparisons but extends to broader organizational practices. Employees assess whether organizational policies and procedures for allocating rewards are transparent, consistent, and impartial. Perceptions of injustice in these areas can undermine trust in the organization and diminish overall motivation and commitment.

5. Behavioral Adjustment: Employees may respond to perceptions of inequity by adjusting their behaviors to restore a sense of fairness. This could involve seeking clarification on reward systems, renegotiating terms of employment, or engaging in informal exchanges to rectify perceived imbalances.

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For Maslow's Hierarchy of Needs:

Physiological needs:

The first level of Maslow's Hierarchy of Needs, include basic survival necessities such as food, water, shelter, and clothes. For example, these are necessary wants that must be addressed before an individual can address higher-level demands. In the workplace, physiological needs translate into characteristics such as acceptable pay and consistent revenue, which are required for employees to meet their basic living expenses.

Safety needs:

In Maslow's hierarchy refer to the need for security and protection. When we have our physiological needs for food and water met, our safety needs dominate our behavior. These needs have to do with our natural desire for a predictable, orderly world that is somewhat within our control. For example physiological needs (food and clothing), safety needs (job security), social needs (friendship), self-esteem, and self-actualization. Safety and security have similar meanings but a big difference involves when action is taken. Safety measures usually happen after an incident, making them reactive. Security measures usually happen before an incident, making them proactive.

Belongingness and Love Needs:

People also want to feel like they are connected with their workmates in the workplace, and this may lead to supportive supervisors, positive connections, and collaboration, which inspires workers to contribute to achieving success with the whole team.

Apart from that, if a person often receives social needs of receiving and giving affection in his workplace, such as from a supervisor who always reprimands, he will feel extraordinary happiness, which will cause him to feel happy to come to work every day. This will create a more positive and cheerful work environment as well as closer relationships between the employers and employees.

Esteem needs: One of the esteem needs is the employee desire for recognition and respect. Employees with fulfilled esteem needs crave acknowledgment for their achievements and contributions. For example, public praise can boost morale and reinforce desired behaviors, as it not only acknowledges individual achievements but also sets examples for others to follow. When employees feel recognized for their efforts, they're more likely to be actively involved, produce high-quality work, and stay dedicated to the company.

Self-Actualization Needs: Self-actualization needs is the kind of desire to reach our full potential. This means that the motivation that someone had in order to get their potential in life fully. Maslow did stated that this need can only be achieved if all of the other needs are satisfied enough. For instance, a musician that does not get enough profit from their work but still manage to keep doing it because it is fulfilling and make them happy. This shows their commitment and struggle that give them motivation to express their full potential and passion in their workplace in order to achieve the goals that had been set. In this case, it can help employees to increase the productivity and creativity to fulfill the highest potentials of them.

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Equity Theory. Equity theory is a theory of motivation that proposes that employee motivation at work is primarily driven by a sense of fairness. It suggests that employees are motivated to work harder and more productively when they perceive a fair balance between their inputs which include effort, performance, skills, and experience, and their outputs that refer to salary, benefits, and recognition. When employees perceive an inequity between their contributions and their rewards, they may feel demotivated, dissatisfied, and less committed to their work. Besides, failing to acknowledge employees' contributions through appropriate rewards tied to key performance indicators (KPI) may lead to a decline in productivity which may bring bad impact to the overall organizational performance.

Managers can use the equity theory to create a more equitable and motivating work environment by ensuring that rewards are distributed fairly and consistently, based on objective criteria such as performance, experience, and skills. They can also communicate clearly and transparently about the criteria for rewards and the reasons for any differences in compensation. By fostering a culture of fairness and equity, managers can help employees feel more motivated, satisfied, and committed to their work. In conclusion, this can assists the organizations to create a fair and safe workplace atmosphere.

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Maslow's Hierarchy of Needs:

Physiological Needs:

Example: Offering free meals or snacks during work hours ensures employees' basic need for sustenance is met, enhancing their motivation to work effectively without distractions.

Safety Needs:

Example: Implementing safety protocols and providing training on workplace safety measures assures employees of their physical well-being, leading to increased job satisfaction and motivation.

Belongingness Needs:

Example: Organizing team-building activities or social events creates a sense of camaraderie among employees, fostering a supportive work environment where individuals feel valued and connected.

Esteem Needs:

Example: Recognizing employees' achievements through awards, promotions, or public acknowledgment boosts their self-esteem and reinforces their motivation to excel in their roles.

Self-Actualization Needs:

Example: Offering opportunities for skill development, career advancement, and involvement in meaningful projects empowers employees to pursue their personal and professional growth aspirations, driving intrinsic motivation and job satisfaction.

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Equity Theory suggests that people seek equity in the distribution of rewards by comparing their input-output ratio to that of others. This idea is applied in real-world situations, such as group projects, when people feel they contributed more but were given less credit, which can cause feelings of injustice and have a negative impact on cooperation and motivation. On the other hand, fairness in how rewards are distributed can significantly boost employee performance and productivity. Let's consider a sales team as an example. Salespeople will be more driven to excel if rewards are handed out based on metrics like meeting sales targets and keeping clients satisfied. They'll strive to surpass their goals, offer good service to clients, and work well with their team. This results into higher sales, happier customers, and a more cohesive team, showing how fair rewards can improve results and efficiency in a workplace setting.

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Asynchronous 10 April 2024; Deadline: 19 April 2024 -UNIT 2

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Asynchronous 10 April 2024; Deadline: 19 April 2024 -UNIT 2

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Exploring Factors Influencing Work Motivation Through [Choose ONE Motivation Theory]

Guidelines

Work and discuss in group before post your responses in Padlet. ONLY leader post the responses in Padlet.

Choose one motivation theory that most interesting to your group.

You are encouraging to relate their chosen theory to real-life examples or experiences.

Objective

To identify and discuss various factors that influence employee behavior, particularly in the context of work motivation, through the lens of a selected motivation theory.

For Maslow's Hierarchy of Needs

• How do physiological, safety, belongingness, esteem, and self-actualization needs impact employee motivation?

For Herzberg's Two-Factor Theory

• Discuss the difference between hygiene factors and motivators and their effects on employee satisfaction and motivation.

For Expectancy Theory

• How do individual perceptions of effort-performance linkage, performance-reward linkage, and rewards-personal goals linkage influence work motivation?

For Equity Theory

• How does the perception of fairness in distribution of rewards influence employee motivation and behavior?

Good Luck & Selamat Hari Raya Aidilfitri 2024