Motivation and loyalty as a main factor of HRM

 

Introduction

In the world of business, there have been a number of changes since the last two decades. In the past, an employee who was hired once was considered a lifetime employee. But this notion is not applicable now. The market is very competitive. A number of new employers are looking for employees. Therefore, a loyal employee is key to gain a competitive advantage in this scenario. The main concern for every organization is its employees because of increasing pressure at the workplace. In order to achieve maximum output and productivity by the employees, motivation is the key factor.

 

In literature, a number of different ways are discussed to motivate the employees as mentioned below .

Few of these ways include staying in touch with employees, appreciating employers because of their performance, and many other ways. Employees are needed by the organization, and organizations need employees. Each stakeholder has expectations from each other, and this expectation must be fulfilled by these stakeholders                                          (Mehta, Singh, Bhakar, & Sinha, 2010).

 

Organizations are looking for the ways by which they can gain and retain the competitiveness of the business in this competitive environment. Among other factors, the effectiveness of the organization is dependent upon the HRM factors. The main purpose of the HR policies of the organization is to get a favorable outcome from the employees. A number of studies have mentioned different HR factors that affect overall organizational output and create motivation among employees  

(Mason, 2017;Bilan et al., 2020).

 

Motivation is considered as the basic driving force within an individual to achieve a certain goal. It is very important for the organization to measure the motivation of the employee. It is also necessary for the education sectors to discuss and find out the factors which are important to create motivation among the employees. The employees who are motivated are more effective and productive for the organization. Therefore, they play a very important role in the survival of the organization. The basic focus of the managers is the motivation and needs of the employees who are working in the organization. Researchers have defined motivation as the psychological process which provides direction to the behavior of the employee. Basically, it is the internal drive to unmet and unsatisfied needs and the tendency to act in a purposive manner to achieve a certain organizational goal.

 

 

Loyalty

The employees who stay in the organization for a longer period of time are considered as loyal. A number of factors are associated with the loyalty of the employees. Organizations can enjoy a number of benefits of employee loyalty. For example, the employee who is loyal always focuses on providing superior services to the customers and producing good quality products or service . On the other hand, a number of different factors
are listed by the past researchers that impact employee loyalty. These factors include a promotion, incentives, salaries, benefits and many others. Basically, these factors create motivation among the employees, which leads to loyalty development

 

According to Khuong & Phuong, (2020) Loyalty of the employees is the outcome of organizational commitment and motivation

 

Conclusion

Employees are an asset to the organization. The business is very competitive in the international market. But employee loyalty is the key which can improve their performance. For this purpose, organization must focus on different HR factors to motivate the employees. Moreover, internal communication among employees is critical as well to shape the employee motivation positively. 

 

 Reference

MehtaS.Singh, et al., (2010). Employee loyalty towards
organization—a study of academician. International Journal of Business Management and
Economic Research, 1(1), 98-108.

Mason, K., (2017). The impact of HR practices on employee motivation and performance’.
Cardiff Metropolitan University.

Khuong, M et al, (2020). The impacts of human resource management practices on employees’ motivation and loyalty. Management Science Letters, 10(11), 2673-2682.