Motivating Employees Towards Sustainable Essay


Discuss About The Motivating Employees Towards Sustainable?



Organizational behavior can be defined as the study of the human behavior in organizational settings which involves the interface between human behavior and the organization. The experts have the opinion that the individuals who work for a company present totally different behaviors in the workplace and apart from the workplace. However the main aims of the following essay is to determine the organizational theories and develop and implement a better idea of the organizational life (Blaskova Bizik and Jankal 2015). The researcher has categorized organizational behavior as a combination of multi-disciplinary fields namely social, cultural and psychological. The organizational behavior of a worker helps to determine the amount of productivity of the organization. The more the behavior of the workers is organized in nature, the more is the chance for the organization to attain profits.


The management of the organization must have the idea to determine the returns on the investment. The HR Management of the company must have a proper estimate on the returns it will get after investment on a variety of different expenditures. This includes the expenditures on the capital items, marketing, sales, promotion and psychology (Lazaroiu 2015). The HR department of the organization must make sure that the organization has a dedicated reward strategy to motivate the employees and achieve the different goals of the organization. The introduction to the new system of management helps the organization to review the reward policies, devising the new incentives or the bonus schemes or directly linking the annual pay rewards (Temminck Mearns and Fruhen 2015). The organizations can only achieve their goals if they are able to properly motivate all the employees. This can be only possible once the organizational structure has some successful reward systems to recognize the immense hard work of the employees to achieve success.

Employee motivation and performance are key factors for the success of a business organization. The supervisors, managers and the owners have the idea that a positive motivating factor can help the organization to perform in a much better, organized and efficient way. Motivation has a direct relation with the performance of the employees. Absence of proper form of motivation can lead to the fall in its productivity. Some of the main elements or factors that are followed during the motivational process consist of;

Reinforcement can be both positive and negative depending on the initiative taken by the organization. The existing employees can be provided with performance based incentives, sales commissions, achievement rewards, pay raises and promotions. Negative reinforcements are used by the management of the organizations to achieve the goals. This may include negative reviews, verbal and written warnings, pay cut and many more as such.

The management of the organizations must ensure that all the goals and objectives of the organizations are transparent enough to all the different employees of the organization. It is easier for the management to motivate the employees if they are well aware of their roles and responsibilities within the organization (Maruping and Magni 2015).

As said earlier benefits provided to the employees are useful for the organization to boost the job performance. Rise of payment, extra bonuses, stock options and sharing of the profit of the company are some of the examples of benefits provided to employees of different organizations.

The employees can approach the management or any higher authority on some issue and ask for a benefit. The leaders in the management can help to address the problems accordingly. Inputs from the working employees will help the organization to motivate the employees more easily and efficiently.

The importance of job design cannot be avoided in the organizational set up and it contributes greatly to the success of the organization. The process by which a job is designed has a huge impact on employee motivation and job satisfaction (Pee and Lee 2015). The earliest attempt to design the jobs was established in the times of the scientific management. Earlier there was a lack of proper communication between the supervisors and the employees. The work was done more haphazardly without the consent of the senior management. However as times changed there was a demand for a proper system in place. The scientific management of the operations of the business helps in the increase of the productivity and increases the profit percentage of the business organization. Job specialization was another key approach to the success of the business organization. The specialization of the jobs by allotting specific set of jobs to the employees of the organization helps to ease the pressure on one person and leads to a much better and smart output.

Employees are considered as the most valuable resource of any organization. The qualified and the motivated employees create and deliver value out of the other forms of organizational resources (Haider et al. 2015). The dynamic organizations have the aim to attract and retain the best employees within the organization to make sure that they are able to hold a competitive edge in the market. The companies thus must make sure to provide the employees with the best possible workplace infrastructure and working condition. Kanfer Frese and Johnson (2017) have stated that the workplace must be devoid of any form of political interventions or any other interference. The management must ensure that the conflicts in the workplace are resolved instantly and there is no form of malpractice to downgrade the integrity of any workers. The company must also have a healthy pay structure in place to compensate the workers for their hard labor. Presence of proper working conditions helps to motivate the employees easily.

A manager is one of the most key persons in the organizational structure. He has a number of tasks to perform within the organization to ensure the operational smoothness of the company. According to the experts the managers of the organization plays a vital role for the success of the organization. According to, Call Nyberg and Thatcher (2015) the Primary Role of the Manager is to make the people of the organization productive in nature. To accomplish the goal the managers need to set the objectives of the organization and make them clear for the employees to understand. On the other hand Carasco-Saul Kim and Kim (2015) have stated in their research that the managers also need to organize all the tasks and allocate the responsibilities of the organization according to the skills of the employees and motivate them to achieve the best results. The managers thus have a great responsibility on hand to effectively formulate and communicate the business strategies to the employees of the organization.

There are many different ways by which the managers can create a good working condition for the employees. Consistent communication with the employees can help to build morale and trust among the management and the employees and will help in improving the organizational performance. The managers must also ensure that the workloads of the employees are manageable and they do not feel nervous while completing the works. The employee workload can be reduced by spreading the tasks amongst the other team members or workers. Last but not the least it is the task of the managers to ensure the well being and safety of the workers in the workplace. A standard set of safety guidelines must be formulated by the management to prevent or mitigate the different risks that are involved in the workplace.

It is important for the managers to motivate the employees to ensure the proper functioning of the organization. The managers must treat each and every employee as their friend and discuss all the different problems and other strategies with them. The managers can also identify the mistakes of the employees and talk with them separately to help them improve the mistakes. A friendly manager helps the employees to gain the confidence and in turn they provide the organization with an improved performance.

According to, Collins (2015) providing rewards are always believed to be one of the best sources of employee satisfaction and the best way to improve the organizational performance. Most of the studies that look at the roles of the managers and reward have concentrated mainly on the discretionary element of a manager’s role in making the decisions over the allocation of the performance related pay awards. However according to Donaldson Dollwet and Rao (2015) takes a broader and detailed description that recognizes that apart from providing rewards the managers have also some other ways to recognize the tasks of the employees. The reward includes both financial and non financial rewards along with recognitions and promotional benefits. The formulation of these reward structure helps to increase the better performance of the organization.


The research has highlighted the importance of motivation to increase the organizational performance. The motivation of the employees is often a tricky business. The managers often fail to understand the concepts, needs, principles and myths about motivation which leads to the degradation of the organizational performance. The research has provided the different ways by which the employees can be motivated and has also stressed upon the importance of the management in the organizational set up. A thorough analysis of the research will help the readers to get a clear idea about the different ways the managers adapts to motivate the employees and also help the employees to perform in a much better way.

After the formulation and analysis of the report the researcher has provided a number of recommendations which if followed can help the organization to innovate latest ways to motivate the employees;

  • The management must use the most latest forms of communication and technologies to stay updated about the employee performance
  • The managers must introduce innovative reward policies like providing weekend or long vacations, providing cash allowance on special occasions
  • The managers can keep apart a special financial allowance for the employees after the achievement of a certain goal
  • The management of the organizations can introduce new training programs tto motivate the employees


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Call, M.L., Nyberg, A.J. and Thatcher, S., 2015. Stargazing: An integrative conceptual review, theoretical reconciliation, and extension for star employee research. Journal of Applied Psychology, 100(3), p.623.

Carasco-Saul, M., Kim, W. and Kim, T., 2015. Leadership and employee engagement: Proposing research agendas through a review of literature. Human Resource Development Review, 14(1), pp.38-63.

Collins, K., 2015. Motivating employees (figur 1 & figur 2). Exploring business. H?mtad 2015-05-9, fr?n: flatworldknowledge. com/bookhub/7.

Donaldson, S.I., Dollwet, M. and Rao, M.A., 2015. Happiness, excellence, and optimal human functioning revisited: Examining the peer-reviewed literature linked to positive psychology. The Journal of Positive Psychology, 10(3), pp.185-195.

Haider, M., Aamir, A., Hamid, A.A. and Hashim, M., 2015. A literature analysis on the importance of non-financial rewards for employees’ job satisfaction. Abasyn Journal of Social Sciences, 8(2), pp.341-354.

Kanfer, R., Frese, M. and Johnson, R.E., 2017. Motivation related to work: A century of progress. Journal of Applied Psychology, 102(3), p.338.

Lazaroiu, G., 2015. Employee Motivation and Job Performance. Linguistic and Philosophical Investigations, 14, p.97.

Maruping, L.M. and Magni, M., 2015. Motivating employees to explore collaboration technology in team contexts. Mis Quarterly, 39(1).

Pee, L.G. and Lee, J., 2015. Intrinsically motivating employees’ online knowledge sharing: understanding the effects of job design. International Journal of Information Management, 35(6), pp.679-690.

Temminck, E., Mearns, K. and Fruhen, L., 2015. Motivating employees towards sustainable behaviour. Business Strategy and the Environment, 24(6), pp.402-412.

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