Motivational Strategies



Motivational Strategies

Motivational strategies should be applied by the managers in order to ensure the sustainability of the motivation which will empower its employees to stay disciplined to its organization and the management (Grace, et al., 2014).

Figure 8 - Motivational Strategies


(Slideshare.net, n.d.)

Employee Empowerment

Employee empowerment consists of trusting, encouraging and providing enough authority to an employee to complete a task. It empowers the employees to complete a task making the maximum out of the authority that has been granted (Pradhan, et al., 2014). Employee Empowerment can be seen as a common strategy in garment industry in Sri Lanka, especially as they produce in bulks, the management has given the selected employees the authority to carry out the production under minimum supervision (Rathnasooriya & Jayatilake, 2016).

Incentive Schemes

Managers reward their employees as a means of appreciation towards the positive performance of its employees. These rewards can be categorized as extrinsic and intrinsic. Extrinsic rewards are directly interrelated with the performance of the employees and will paid according to the company policies (Ude & Coker, 2012). It includes promotions, time off, bonuses, special assignments, awards, verbal recognition etc. Intrinsic rewards are personal accomplishments which derives from the successful completion of a project or a task. It is an internal feeling and considered to be more important than external/extrinsic rewards. Rewards is a sign given by the management to its employees in order to demonstrate that the behavior of the employees are accepted and therefore should continue the same for further growth of the company (Capacity Development Group Bureau for Development Policy United Nations Development Programme , 2006). Since there is a labor shortage in the garment sector of Sri Lanka, the employees are being offered with attractive incentive schemes which includes higher salaries, payments according to the production quotas, free meals, transportation. And also fuel allowances and phone bill payments for higher positions. Employees have also been offered special assignments based on their performance levels as well (Wijesekera, 2017).

Job Enrichment

Job Enrichment/Redesigning of jobs includes adding satisfaction and excitement to the job roles of the employees. This includes job enlargement, which is horizontal job loading which increases the varieties of tasks included in a job in order to save the employee from monotony and boredom and job rotation, where the employees will be assigned to different tasks in order to educate the employees on the interconnectivity that each and every single job has towards the other jobs. Both the employee as well as the organization will benefit from the job enlargement and the rotation (Bennett, 2015). Job enlargement opportunities were given to garment industry worker in Sri Lanka, Merchandizer job role was extended with a variety of tasks including product development, attending to inquiries and conducting vendor meetings (Dheerasinghe, 2009). Job rotation were given, especially to Juki Machine Operators among different brands and different production units (Embuldeniya, 2015).

Conclusion

This blog illuminates the importance of employee motivation in the garment industry. The Blog 1 discusses about the sub categories of the motivation while stressing on the importance of garment industry towards the growth of the Sri Lankan economy. The Blog 2 is about the importance of motivating the employees in the garment sector of Sri Lanka and how it contributes towards meeting the tight deadlines while achieving the quality standards have been further discussed. Prestige brands manufactured through Sri Lankan garments have also been identified in this section. The Blog 3 evaluates the effective ways to motivate the garment employees of Sri Lanka. This section further covers the 5 Steps to success with Employee Engagement and Motivation. The Blog 4 elaborates on the motivational theory of Maslow’s Hierarchy of Needs. The Blog 5 discusses about Herzberg’s Two Factor Theory and further evaluates the ways in increasing the job satisfaction while decreasing the job dissatisfaction. The Blog 6 elaborates on Vroom’s Expectancy Theory & McGregor’s Theory X and Theory Y in enhancing employee motivation. The Blog 7 is about the importance of applying motivational theories to garment industry in achieving the expected results. The Final Blog discusses about three motivational theories including incentive schemes, employee empowerment and job enrichment their application to garment industry to ensure the sustainability of the motivation.

References


Bennett, D., 2015. Job Enrichment, s.l.: s.n.

Capacity Development Group Bureau for Development Policy United Nations Development Programme , 2006. INCENTIVE SYSTEMS: INCENTIVES, MOTIVATION, AND DEVELOPMENT PERFORMANCE, s.l.: s.n.

Dheerasinghe, R., 2009. Garment Industry in Sri Lanka Challenges, Prospects and Strategies, s.l.: s.n.

Embuldeniya, A., 2015. Impact of Apparel Industry on the Economy of Sri Lanka , s.l.: s.n.

Grace, O., Akinola, O. & Abiola, O., 2014. Motivational Strategies and Enhancement of Employees’ Performance in the Nigerian Food, Beverage and Tobacco (Fobeto) Industry , s.l.: s.n.

Pradhan, P., Thulasiraj, R. D., Kamlanabhan , T. J. & Muraleedharan, V. R., 2014. Employee Empowerment, s.l.: s.n.

Rathnasooriya, S. K. & Jayatilake, L. K. V., 2016. Impact of Job Related Factors on Turn over Intention of Operational Level Employees in ApparelIndustry in Sri Lanka. IOSR Journal of Business and Management (IOSR-JBM) .

Slideshare.net, n.d. Slideshare.net. [Online]
Available at: https://www.slideshare.net/Akul10/motivating-employees-32768386
Ude, U. & Coker, M. A., 2012. Incentive Schemes, Employee Motivation and Productivity In Organizations In Nigeria: Analytical Linkages , s.l.: s.n.

Wijesekera, M., 2017. Sri Lankan Garment Factories Boost Wages and Benefits as Labor Shortage Looms , s.l.: s.n.




Comments

  1. J.Radchika23 November 2019 at 20:39

    As a manager,motivation is important that you are focused on ways to continuously improve your business and staff. Finding ways to keep your staff motivated to perform at their best is a key part of any managerial role. If managers can understand the factors that lead to employees performing at higher levels, they can increase the performance of entire departments.

    ReplyDelete
    Replies
    1. Chathura Kularathna5 December 2019 at 04:44

      Thank You, Effective managers have the ability to motivate those they work with to behave in a specific, goal-directed way. Motivation is defined as energizing, directing and sustaining employee efforts. A motivated team should be energized and excited about performing tasks. They should be focused on doing what is important for the organization. Managers want a sustained effort from their employees so that they work hard whether or not the boss is present (Evens, 2010).

      Delete
  2. Nadeeranga Pathirana29 November 2019 at 09:55

    Adding to your review of motivational strategies, Armstrong (2009) states that leadership is a key enhancer of employee motivation in an organization hence an effective motivational strategy should ensure that the capabilities of the organization's leaders are assessed by the means of performance management and assessment centers. The strategy should also provide provisions for necessary training of the leaders of the organization on areas they need to improve on.

    ReplyDelete
    Replies
    1. Chathura Kularathna5 December 2019 at 04:44

      Thank You, It is equally important that effective managers understand how to influence people to perform specific behaviors and tasks they are likely to find mundane. A manager needs to be able to persuade workers to stay with the organization. Managers want workers to complete mundane tasks at times and always perform at a high level and be a good organizational citizen (Ringger, 1999)

      Delete
  3. Sithari Udeshika Perera2 December 2019 at 04:44

    Hi Chathura, in order to achieve empowerment, the managers must ensure that employees having the right mix of information, knowledge, power and rewards to work more enthusiastically. Empowerment thus helps to create autonomy for employees, allows the sharing of responsibility and power at all levels, builds employee self-esteem and energizes the work force for better performance ( Kumar, J & Kumar, 2017).

    ReplyDelete
    Replies
    1. Chathura Kularathna5 December 2019 at 04:45

      Thank You, To help increase effort, managers are encouraged to try to influence the motivational levels of employees through tools. You should consider the cause of performance issues when diagnosing a problem. You also should address why the employee is poorly motivated and develop some helpful motivational techniques (Dominic, 2007)

      Delete
  4. Anton Kalum Galagana1 February 2020 at 18:02

    Well done Chathura in applying motivational theories to Garment industry, an important topic which has slipped out from most of the scholar's specially in Sri Lanka. The introduction of cognetivve theories made look the drive theories are out dated (Ryan And Deci, 2007). However to satisfy the basic elements of motivation we still have to look into drive theories as they give a very precise knowledge on basic human needs.

    ReplyDelete

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