Importance of motivating employees in garment sector of Sri Lanka
Importance of motivating employees in garment sector of Sri
Lanka
Employee
motivation and performance seems to be very much important for the garment
sector of Sri Lanka as they manufacture for the world recognized fashion brands
while meeting the quality requirements as well as tight deadlines. All these
branded products come under, workwear, sportswear, loungewear, swimwear,
children’s wear etc. (Export Development Board, Sri Lanka, 2016) . Some of the prestige
brands manufactured through Sri Lankan garments can be identified as follows,
Figure
2 - Prestige Brands manufactured in Sri Lankan Garments
It is important to maintain a higher level
of motivation especially when catering and serving the internationally
recognized brands which will create greater opportunities in attracting new
customers. So, to keep your customers happy you must first ensure that you have
satisfied your employees properly. As a return, employees will take of the
quality, productivity as well as the timeliness of the whole process (Lai, 2011) . Therefore, according to Jayarathna,
(2014) the importance of motivating the garment
sector employees of Sri Lanka can be identified as follows,
Ø Greater
employee satisfaction
Employee
motivation has been identified as the key towards employee satisfaction. This
will either bring the company towards the company towards progression or
downfall.
Ø Increased
efficiency
Greater
employee satisfaction will lead towards increased efficiency is essential for a
large-scale apparel manufacturer like, Sri Lanka.
Ø Achievement
of the goals and objectives of the organization
Well-motivated
employees will definitely contribute towards achieving the goals and objectives
of the organization which will take them towards success.
Video 3 - The Importance of Motivation
(Bing.com, 2019)
References
Bing.com. (2019). importance of motivating
employees videos - Bing video. [online] Available at:
https://www.bing.com/videos/search?q=importance+of+motivating+employees+videos&&view=detail&mid=5A9A70A715A71E8F72A95A9A70A715A71E8F72A9&&FORM=VDRVRV
[Accessed 8 Oct. 2019].
Export Development Board, (EDB) Sri Lanka, 2016.
Industry Capability Report - Sri Lankan Apparel Sector, s.l.: s.n.
Jayarathna, S. M. D.
Y., 2014. An Empirical Investigation of the Impact of Employee Motivation and
Productivity of Executive Employees with Special Reference to the Apparel
Industry in Sri Lanka, s.l.: s.n.
Lai, E. R., 2011.
Motivation: A Literature Review, s.l.: s.n.
Sri Lanka Export
Development Board, 2019. Sri Lanka Export Development Board. [Online]
Available at: http://www.srilankabusiness.com/apparel/
Available at: http://www.srilankabusiness.com/apparel/
Whether monetary or non-monetary values, employees should be rewarded so that they would feel satisfies about what they do. Once employees are satisfied, they work towards organisational success and growth (Anka, 1988).
ReplyDeleteThank You, to find the right reward for each performance level, the performance management system, compensation & benefits and personnel development should go hand in hand and all together support the overall business strategy. Performance management should comprise at least the following components: goal setting, performance evaluation, performance appreciation and development measures (Kuba, 2011)
DeleteI agree Chathura. The significance of engaged employees cannot be stressed enough. Therefore, companies must ensure employees are motivated by awarding constant recognition, offering opportunities for personal growth and being transparent (Robins, 2017).
ReplyDeleteThank you, It's not unusual to find the performance of empolyees in the power distribution and not in normal distribution due to inherent developments of creation through survival of the fittest rule. There are various avenues to reward these people through 5S, suggestion schemes, quality circles, safety circles etc. apart from some form of incentive scheme linked with production, productivity, attendance, profitability etc. One of the interesting method of reward (in social form) is to make these average performers resposible for particular tasks. It works nice as employed by me in several occasions in our organization (Dutta, 2017)
DeleteHi Chathura, I do agree.The value of an organization's empowered workers can not be overestimated. Efficiency, commitment and satisfaction of employees are improving, resulting in increased productivity. Organizations can also see a decline in absenteeism and a greater sharing of knowledge contributing to the transfer of innovative ideas (Napolitano, 2016).
ReplyDeleteAgreed, But also Rewarding employees, who do not fall under the top performers depends on their intrinsic or extrinsic motivation triggers. Myriad IT companies, provide monetary benefits and onsite opportunties. It is not imperative that only the best get the career growth, care through training, skip level meets and the compensation to keep them motivated. Stay interviews on this chunk of employees may reveal more (Sunitha, 2016)
DeleteAs you mentioned it is very important to motivate employees where organization able to earn long term benefits by having motivated employee. Organization may motivated employee financially and non financially. According to (Yousaf et al., 2014) Financial recognition ways are by balanced paying balanced pay, good bonus, Paid vacation and providing health benefits and insurance.
ReplyDeleteThank you, But Rewarding employees, who do not fall under the top performers category, depends on their intrinsic or extrinsic motivation triggers. Myriad IT companies, provide monetary benefits and onsite opportunties. It is not imperative that only the best get the career growth, care through training, skip level meets and the compensation to keep them motivated. Stay interviews on this chunk of employees may reveal more (Chan, 2011)
DeleteHi Chathura, I agree with the above post. If the empowerment and recognition of employees is increased, their motivation to work will also improve, as well as their accomplishments and the organizational performance and there is a positive relationship between employee motivation and organizational effectiveness (Jakobi, 2013).
ReplyDeleteThank You, But in the same time Reward is relevant for good performance ,not for non-performance. There are three stages of performance. High performance require reinforcement through monitory and non-monitory methods. Non-performers require hard decisions while low performers should be counseled (Shibram, 2011)
DeleteHi Chathura, garment sector has been globally known for hard employment. Specially, since with the work patterns, employees are finding it hard to schedule work and to determine which processes to be implementing during the execution of their day to day work while they enjoy the work place culture (Mukul et al, 2013).
ReplyDeleteThank You, Culture is the character and personality of your organization. It's what makes your business unique and is the sum of its values, traditions, beliefs, interactions, behaviors, and attitudes. Positive workplace culture attracts talent, drives engagement, impacts happiness and satisfaction, and affects performance. The personality of your business is influenced by everything. Leadership, management, workplace practices, policies, people, and more impact culture significantly (Reddi, 2016). Same is applicable to garment industry as well.
DeleteHi Chathura , agreeing with the above further, Geomani (2012) argued, that motivation is very significant in the achievement of the growth of any organization. Motivation is a very important part of understanding behavior (Tella, Ayeni and Popoola, 2007) therefore in the garment industry the importance if motivation is crucial.
ReplyDeleteThank you, But in reality You cannot have only the high performers in an organization. You hire people to perform certain function in the organization after thoroughly evaluating their back ground. You always have a mix in your team for specific roles. Those who are not performing upto a certain level, need training, opportunity, motivation, skill improvement and an enabling environment. With respect to rewarding, pay is the reward and they should be treated with empathy (Riaz, 2017).
DeleteHi Chathura, agree with you. It’s really important to keep the employees well motivated.
ReplyDeletepersonnel characteristics, advancement, achievement, working conditions, needs for status, responsibility, autonomy, and salary and other fringe benefits and organizational characteristics moderately impact on level of employee motivation in service organizations in Sri Lanka (Weerasinghe, 2006)
Chathura, as highlighted by Lai (2011), the importance of keeping employees motivated is not only limited to maintain the organisational reputation but also to it is vitally important in the aspect of employee retention. In garment industry employee turnover is significance high (EDB, 2016). Hence these motivational theories should take in to practice to counter the said problem.
ReplyDeleteHi Chathura, motivational factors play a major role for employee motivation that works only if the right person with suitable skills is assigned responsibility for the job otherwise, it will result in job dissatisfaction along with wastage of resources and time (Kaur, 2013).
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ReplyDelete