Entrepreneurship and Innovation Management

Question: Discuss about the Entrepreneurship and Innovation Management. Answer: Introduction: Employee motivation can be identified as a sense of passion and dedication to the organizational values from an employees end. Increasing employee motivation increase the job performance of the individual and the organization obtains a positive impact in actualizing the organizational strategies. If the psychological aspect of motivation can be discussed it can be noted, that motivation energizes, maintains and controls the behavioral pattern of the individuals. Hence, it can easily be speculated that with increased motivation the employees put themselves in achieving the organizational goals in a better way than before. It helps the management to control the teams in an organized manner, obtaining the least opportunity cost and providing the best customer service to the clients. Thus, employee motivation directly connects itself to organizational performance and effectiveness. Research and analysis: In modern world of business, the ways of increasing employee motivation is a fundamental challenge to the organizational management. They need to concentrate on it for improving the overall functionary of the company. However, to examine the impact of employee motivation on the organizational effectiveness, the followed can be discussed: Impact of employee motivation on increased employee performance: Efficiency: As opined by Pinder (2014) increasing the motivational level of the employees is necessary to the organization as it encourages the employees to extend his/her set level of expectation from themselves. With increased motivation, the employees start to believe on themselves and the vision of the leaders. As mentioned by Miner (2015) motivation increases self-confidence and the employees try to come out off their comfort zone. Moreover, as opined by Sageer et al. (2012) the resistance or clashes among the employees as well as between the administration and workforce, can be reduced to largely resulting in the overall organizational efficiency by ensuring employee motivation. It is helpful in reducing the wastages, industrial accidents, objections and grievances. Innovation: As mentioned by Riggio (2015) the employee who find themselves in a passionate commitment to the organizational values it encourages them in finding the best way to execute his job roles. Moreover, in most of the empirical cases it has been found that the leadership is typically influential in innovation. Hence, the motivated employees are always welcome to come up with innovative ideas in those organizations. As opined by Imran et al. (2014) employee motivation directs the employees to try to best serve the company and actualize the strategies and goals set by the management through the best possible way. Here, the example of Disneyland and its innovative idea of operating the park can be cited. With each idea came up from the employees Walt Disney did not hesitate to motivate and encourage his employees, which resulted in making it the most popular amusement park (Forbes.com 2016). Productivity: As opined by Van De Voorde et al. (2012) the productivity of an individual is directly proportionate to the satisfaction and motivation of an individual. Motivation propels employee to challenge himself for giving his/her best potentiality in achieving the organizational goals. Be it the back-end or upfront service, engagement and motivation directs him to surpass the limit of his/her previous performance. As described by Sageer et al. (2012) in inducing motivation and increasing productivity, the leaders play a major role. An effective leadership ensures a sense of security and peace among the employees. It motivates them to work with better responsibility and demonstrate the loyalty to the leader by achieving the organizational goals. Thus, with increased productivity the organization becomes able to Customer service: As opined by Manzoor (2012) employee motivation can be identified in the increased level of customer satisfaction. A motivated employee tries his/her level best to provide the best possible service to the clients of the company. As mentioned by Sageer et al. (2012) an employee who is not satisfied with his job role or company culture, he is not bothered to provide service to the customers. He does not treat it as his/her personal responsibility and the company stats to suffer in the section of customer service. As mentioned by Manzoor (2012) it is important for the organization to take care of its employees as the employees take care of its clients. Here, the example of excellent customer service Southwest Airlines can be cited. According to the employees of the company, the honest employee motivational strategies direct them in always putting effort to improve the service, culture, and to collect loyal customers (Forbes.com 2016). Transparency: To ensure transparency and ethical management of an organization, ensuring employee management is a prerequisite. As opined by Sageer et al. (2012) with heightened motivation, the employees find themselves better dedicated to the company values and norms. Thus, employee engagement largely contributes to the corporate governance of an organization. Impact of employee motivation on team management: As opined by Mowday et al. (2013) employee motivation is typically influential in increasing the team morale and cohesiveness. A motivated employee tries to stick to the group norms, as he is satisfied with the values and missions of the team; whereas a de-motivated employee does not find any internal or psychological push to make himself committed to the teams goal. As mentioned by Van De Voorde et al. (2012) increased motivation among the employees directs them to take active part within the decision-making and they start to actualize the strategic goals with increased responsibility. As mentioned by Van De Voorde et al. (2012) the motivated employee do not hesitate to take some extra responsibility to meet the goal of the team; whereas a de-motivated employee treats it as an extra burden, which automatically decreases the quality of his performance and the team suffers the aftermath. However, as identified by Imran et al. (2014) motivation propels the employees to increase their productivity and the quality of service and with individual betterment of the performance the team start to perform better than ever. Moreover, as opined by Bal et al. (2012) employee motivation and resulted engagement typically helps the management in resolving the clashes within the team members. With increased motivation and dedication, an employee is ready to keep his personal interest aside and love to uphold the organizational visions. To run an organization co-ordination and co-operation are fundamentally necessary for the management. Employee motivation largely contributes to increase the level of co-ordination and co-operation among the employees. As discussed by Mowday et al. (2013) as motivation creates or increases the dedication or commitment to the organizational values the employees work satisfactorily within the organizational norms and specified structure. It helps the management in creating and better controlling the organizational teams. Employee motivation can be reflected in the achievement of set goals, conducive working environment and self-growth. With increased involvement within the organizational activities the motivated employees provides the organization a great level of organizational effectiveness. Conclusion: Hence from the above stated literature review and research, it can be said that employee motivation is one of the main prerequisites of increased organizational performance. With increased energy, commitment and creativity directs the employee to perform better that ever. It creates a sense of dedication to the company and the team; and the employees do not hesitate to keep his/ her personal benefit aside the advancement of the team. Moreover, with increased dedication to the organizational goals the employees start to provide the best service to the customers. The increased productivity, level of organizational efficiency and better managerial control over the human resource employee motivation helps in augmenting organizational performance and profit count. Thus, by encouraging the units of performance, employee motivation fundamentally helps in increasing the effectiveness of the organization. References: Bal, P.M., De Jong, S.B., Jansen, P.G. and Bakker, A.B., 2012. 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