How to retain motivated employees in their jobs?

Motivation has been established to be a critical sensation in the operations of today's small scale, large scale enterprises and multinational companies and its elements constitutes strength towards the achievement of organisations' strategic objectives in competitive environments. This study seeks to unravel the effects of motivation on employee performance, with a strategic human resource management approach. The fortitude for this research led to the retrieval of information from secondary sources published on the subject matter, and reviewed literature revealed the significance of intrinsic and extrinsic motivation. The careful examination of the content and process theories of motivation established actualities, and further facts described the impact of performance management on firms' growth and the role of strategic human resource management in enhancing high quality performance through a motivated workforce. The available reviewed sources established that appropriate motivation mechanisms has positive effects on employees performance and helps to retain high quality employees firms desire for competitive advantage. The relevance of this study could aid practising managers, heads of private and public institutions and also human resource management practitioners.

The article provides a synthesis of employee motivation theories and offers an explanation of how employee motivation affects employee retention and other behaviors within organizations. In addition to explaining why it is important to retain critical employees, the author described the relevant motivation theories and explained the implications of employee motivation theories on developing and implementing employee retention practices. The final segment of the paper provides an illustration with explanation on how effective employee retention practices can be explained through motivation theories and how these efforts serve as a strategy to increasing organizational performance.

Motivation seems to be one of the most important tools of Human Resource

International Journal of Arts, Humanities and management studies, 2018

Retention through motivation is one of a critical success factor of an organization. The primary objective of this study is to provide an assemblage of traditional motivation theories that influence employee retention. This study discusses the significance of motivation on employee retention. This study also provides aretention model based on motivation theories to enhance employee retention. The proposed framework could be used to warrant further research in the area of employee retention and employee motivation.

This study investigated the link between motivation and retention and the effect of motivation on retention at different organisational levels. The research linked motivation and high job satisfaction to explore strategies that help in employees' retention and why public sector employees leave with particular reference to Federal Medical Centre (FMC) Owerri. This was achieved by collecting primary data from Federal Medical Centre (FMC) on non-clinical staff/employees (managers and non-managers and secondary data from published materials and the hospital's human resources (HR) data. The findings were tested using employee motivational attributes to prove that motivation plays a crucial role in enhancing employee retention. Motivation was found to be a core factor that determines the level of employee retention among managers and nonmanagers within the case study organisation. Specifically, it was found out that employees tend to be motivated if they are subjected to performance-based compensation, recognition for good work, and encouraged to pursue individually fulfilling tasks.

2018

Significant changes over the past century in social behavior due to technological advances, economic liberalization and increased awareness necessitate the understanding of their impact on Human Resources Management (HRM) practices in business organization. It is evident that most of the problems in an organization are human since human being is dynamic and complex. It is a fact that Human Resources (HR) dynamics prevalent in Indian organizations are different from those in other parts of the globe. But in the recent past, a new orientation is taking place in the Indian organizations because of the global impact on business.HRM encompasses those activities designed to provide, motivate and coordinate the human resources of an organization. The human resources of an organization represent its largest investment. In fact, the government report shows that approximately 73 per cent of the national income is used to compensate its employees, in addition to wages and salaries. The human beings are dynamic and flexible but at the same time, they are also conforming and rigid, sometimes unpredictable. In spite of all this, they are an asset, and never a liability. There is necessity of understanding human beings from variety of perceptivities, due to the social, political and economic changes throughout the world. The internationalization of productive processes has raised new problems of control, motivation and appraisal across economic and cultural boundaries. The dimensions of quality of work life are also facing a global transition.

Journal of Business and Management Sciences, 2020

The professional competence of employees within an organization plays a major role in overall performance. Job satisfaction and motivation are critical conditions for the effective application of skills and knowledge. The degree of job satisfaction, as well as motivation, can have a substantial impact on the behavior of an individual. There might be a correlation between higher levels of dedication or stimulation with higher performance. It is indeed a challenge for any organization to increase job satisfaction through motivation. This study investigates the conceptual outlook relating the two important issues in strategic human resources management, i.e. motivation and job satisfaction. The helix application has been used for conducting surveys. The results of the study show that the importance of intrinsic motivation is particularly significant in a relationship between job satisfaction and motivation.

The article provides a synthesis of employee motivation theories and offers an explanation of how employee motivation affects employee retention and other behaviors within organizations. In addition to explaining why it is important to retain critical employees, the author described the relevant motivation theories and explained the implications of employee motivation theories on developing and implementing employee retention practices. The final segment of the paper provides an illustration with explanation on how effective employee retention practices can be explained through motivation theories and how these efforts serve as a strategy to increasing organizational performance.

IJSRD - International Journal for Scientific Research and Development, 2018

— Loyalty and commitment have been found to be rather a back dated concept today, not appreciated well at both the individual as well as the organizational level. In the present study, an attempt has been made to identify if there any significant relationship is there behind Employees Motivation and their Tenure in present job. 154 employees from Information Technology Sector were the sample of the present study. A standardized 14-item questionnaire (What Do You Look for in a Job?) was administered individually to each individual. The available data seem to indicate that there is really a significant relationship lies between employees Motivation and Turnover intention. At the same time we also found out that the other demographic variables in our study like Age, Gender, Educational Qualification and Experience are also having a significant relationship with Tenure in the present job. These may be considered while making a strategy for retaining employees in an organization.