Importance of applying motivational theories to garment industry



Importance of applying motivational theories to garment industry

Importance of applying the motivational theories to garment industry can be identified as follows,

Ø  Supports proper utilization of resources
Garment is an industry where proper utilization of resources is considered to be essential in order to make sure that the process runs smoothly (Aina, 2014).

Ø  Willingness and interest to work hard
Motivated employees willingly engage in hard work. Motivation theories help in creating that hardworking and can-do attitude among its employees (Devikarani, 2014).

Ø  Supports in increasing productivity
Motivational theories help in increasing the productivity through proper identification employee needs and desires (Haque, Haque, & Islam, 2014).

Ø  Achievement of organizational goals
Motivational theories support in taking the employees towards the desired organizational goals through proper evaluation and planning (William, 2010).

Ø  Supports in implementing changes
Implementation of changes made easier with the motivational theories as successful change process requires motivation of employees throughout. Implementation of change is an essential factor for an industry like, Garment since garments tend to go through lot of changes (Ramprasad, 2013). 

Ø  Increased efficiency in work
Motivational theories help in fulfilling employee wants and needs which will bring about happiness among the employees. Motivation can be seen as the key factor behind employee satisfaction and it is considered as one of the most sought-after factors in a bulky industry like, garment (Devi, Sheriff, & Nijaguna, 2019)

Ø  Supports in reducing absenteeism
Most of the garments in Sri Lanka operate according to the Division of Labour. In such a scenario, the employees’ presence to work is highly appreciated in order to avoid deviances related to the manufacturing process (Rukshana & Gaffoor, 2019).

Ø  Increased employee satisfaction
Motivational theories help in satisfying the employees by fulfilling the employee requirements. It is important to keep the employees satisfied in an industry like, Garment since garment is all about new creations and designs (Sivalogathasan & Xiaobo, 2013).

Ø  Supports in reducing dispute and strikes
Motivational theories help the management to keep their employees happy. When the employees are happy, they won’t dispute and strike against their management (Chandrasekar, 2011).

Ø  Creating positive human relationships
Motivational theories help in looking after their employees from a much humane perspective which supports in creation of positive relationships with the colleagues, supervisors and the managers (Pham, 2016).

Video 8 - Applying employee expectations and motivation theories

                                                                             
                                                                                               (bing.com, 2019)

References

Aina , O O;, 2014. Application of Motivation Theories in the Construction Industry. IOSR Journal of Business and Management (IOSR-JBM) .

Bing.com. (2019). Importance of applying motivational theories - Bing video. [online] Available at: https://www.bing.com/videos/search?q=Importance+of+applying+motivational+theories&&view=detail&mid=6570DD1FC86E4F8CDD9B6570DD1FC86E4F8CDD9B&&FORM=VRDGAR [Accessed 28 Oct. 2019].

Chandrasekar, K., 2011. WORKPLACE ENVIRONMENT AND ITS IMPACT ON ORGANISATIONAL PERFORMANCE IN PUBLIC SECTOR ORGANIZATIONS. erprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems .

Devi, A., Sheriff, A. M. & Nijaguna, G., 2019. A CASE STUDY ON LEADERSHIP AND EMPLOYEE ENGAGAMENT IN THE TEXTILE AND GARMENT INDUSTRY. BIMS International Journal of Social Science Research.

Devikarani, B. M., 2014. IMPORTANCE OF INNOVATIVE MOTIVATIONAL STRATEGIES TO GARMENTS INDUSTRY , s.l.: s.n.

Haque, M. F., Haque, M. A. & Islam, M. S., 2014. Motivational Theories – A Critical Analysis , s.l.: s.n.
Pham, L., 2016. EVALUATING JOB SATISFACTION LEVELS : Case: Truong An Joint Stock Company (TACO) , s.l.: s.n.

Ramprasad , K., 2013. Motivation and Workforce Performance in Indian industries. Research Journal of Management Sciences.

Rukshana, M. M. F. & Gaffoor , S. U., 2019. Impact of Financial and Non Financial Motivation on Employees’ Performance: a case study on Orient Lanka Confectionery (Pvt) Ltd Kandy, s.l.: s.n.

Sivalogathasan, V. & Xiaobo , W. U., 2013. Organizational Motivation Mediating the Innovation Capability: Intellectual Capital of the Textile & Apparel Industry in Sri Lanka. The Eighth International Research Conference on Management and Finance (IRCMF 2013) .

William , A. N., 2010. EMPLOYEE MOTIVATION AND PERFORMANCE , s.l.: s.n.


Comments

  1. Oshantha Perera13 November 2019 at 07:53

    In addition to above, Jay (2019) elaborated the relationship with colleagues, Company’s culture, Learning and development opportunities, processes within the organization will have effect on employee motivation.

    ReplyDelete
    Replies
    1. Chathura Kularathna5 December 2019 at 04:42

      Thank You, Organizational culture refers to the beliefs and values that have existed in an organization for a long time, and to the beliefs of the staff and the foreseen value of their work that will influence their attitudes and behavior. Administrators usually adjust their leadership behavior to accomplish the mission of the organization, and this could influence the employees' job satisfaction. It is therefore essential to understand the relationship between organizational culture, leadership behavior and job satisfaction of employees (Bosson, 2015

      Delete
  2. Sheron Joseph4 December 2019 at 10:22

    Furthermore, the self- generated factors, that affect people to behave in a particular way or to move in a particular direction includes responsibility, freedom to act, scope to use and develop skills and abilities, interesting and challenging work and opportunities for advancement. Feelings of achievement, accomplishment and competence-derived from performing one’s job are examples of intrinsic motivators and It is related to ‘psychological’ rewards (George and Sabapathy, 2011).

    ReplyDelete
    Replies
    1. Chathura Kularathna5 December 2019 at 04:42

      Thank You, Technological change affects more than productivity, employment, and income inequality. It also creates opportunities for changes in the nature of work itself. Numerous ethnographic studies have shown how a variety of new technologies have altered the way work is performed, the roles that workers play in a firm’s division of labor, and the way these changing roles alter the structure of organizations (Arjun, 2002)

      Delete

Post a Comment

Popular posts from this blog

Herzberg’s Two Factor Theory

Image
Herzberg’s Two Factor Theory Herzberg’s Two Factor Theory discusses about the factors that lead employees of an organization either towards job satisfaction or dissatisfaction (Dartey-Baah & Amoako, 2011) . It consists of both the hygiene as well as motivator factors. Motivator factor increases job satisfaction while improving the hygiene factors may decrease the chance of employees being dissatisfied about their jobs (Ball, 2003) . Figure 5 - Herzberg’s Two Factor Theory (Harper Zhou's Blog, n.d.) Motivator factors are directly connected to the job and it is the satisfaction that an employee gains through engagement of his/her duties and responsibilities pertaining to the job or the job role (Haruna, 2013) .   According to (Ball, 2003) , job satisfaction can be increased by follows, Ø   The employees should feel a sense of achievement The feeling which appreciates the contribution of each and every employee and his/her role in the great achie
Read more

Vroom’s Expectancy Theory

Image
Vroom’s Expectancy Theory Vroom’s Expectancy Theory discusses about three factors, expectancy, instrumentality and valence. Vroom believes that motivation and performance are inter connected and uses the three variables to further elaborate on it (Parijat & Bagga, 2014) . Figure 6 - Vroom's Expectancy Theory (Expert Program Management, 2019) The first phase is the expectancy where the employees believe that if they make an effort it will bring about the expected performance level. The next is the instrumentality where the employees believe that great performance will always bring about valued outcomes. The final phase is the valence where employees shows the importance of the rewards for them. This may differ from person to person based on their preference (Arslan & Staub, 2012) . Video 6 - What is Vroom's Expectancy Theory                                                                                                                    
Read more

Effective Ways to Motivate the Employees of Garment Factories- Sri Lanka

Image
Effective Ways to Motivate the Employees of Garment Factories- Sri Lanka Boosting employee motivation is essential towards managing the excessive workload at garment sector in Sri Lanka which was found be stressful for most of the executive level employees (Jayarathna & Rathnayake, 2016) . Most of them tend to work after the normal working hours in covering the excessive workload. Therefore, it is important to ensure that these employees will not feel disappointed about their workplace through proper implementation of an employee motivational plan. (Jayarathna & Rathnayake, 2016) Figure 3 - 5 Steps to success with Employee Engagement and Employee Motivation (QuestionPro, 2019) According to Jayarathna (2014) Effective ways implemented by the Sri Lankan Garments in motivating its employees can be identified as follows, Ø   Explaining the role of each and every employee towards the company growth. In an industry like, garment it is essential that every e
Read more