Intrinsic Reward Management for Employee Motivation in Apparel Industry
Introduction
Interesting and demanding work, self-direction and responsibility, diversity, creativity, opportunity to put one's talents and abilities to use, and enough assessment on the efficacy of one's activities are all examples of intrinsic benefits that are gained from the job itself(Sanyal & Biswas, 2014).Employers feel that their employees are driven to work hard and provide great outcomes when they take pride in their work, believe their efforts are crucial to the success of the team, and find their employment to be attractive and challenging(Mahaney & Lederer, 2006).An intrinsic incentive is an internal reward that workers get as a result of successfully completing their jobs or projects. These incentives are mostly psychological in nature and are determined by a person's effort and ability. In addition to eliciting a favorable emotional response, intrinsic incentives help to drive workers to continue improving while also implementing long-term behavioral adjustments when necessary(Ryan & Deci, 2000).
Levels of Intrinsic Rewards
- High Range
o The intrinsic benefits are felt more strongly by those who score the highest. These incentives are really energetic and entertaining.
- Middle Range
o These intrinsic benefits are seen by scorers as being somewhat favorable but confined to a more modest degree.
- Low Range
o In many parts of their jobs, those who get these types of intrinsic benefits are unsatisfied. There are times when they may feel that their effort is essentially unsuccessful.
Impact of Intrinsic reward management towards employee motivation in Apparel Industry
Businesses in the apparel business are always attempting to improve their performance. As a result, the apparel industry, regardless of its size or market, strives to retain the best people and recognizes their significant role and impact on organizational success. If it is the responsibility of managers to assist people toward the achievement of organizational goals, it is critical that they be aware of and comprehend these psychological processes(Riasat, et al., 2016). Employee motivation is essential in the apparel industry whereas if company is to get efficient and effective results from its human resource. Once employees believe or trust that their efforts will be recognized and rewarded by the organization, they will perform at their highest level(Mosquera, et al., 2020). When awards are tied to behaviors, traits, and job satisfaction that complement the organization's strategic direction and that stimulate the attainment of strategic objectives, reward systems are strategically planned.
Conclusion
The apparel industry is likewise a highly competitive market. So, improving organizational productivity and resource efficiency is a prerequisite. Rewarding workers for their efforts in generating innovative ideas that improve company functioning and further increase the performance of businesses in the apparel industry is critical(Riasat, et al., 2016). Differentintrinsic rewards strategies may result in greater employee knowledge or skill development, flexibility, commitment, retention, and productivity. In general, intrinsic rewards play an important role in the context of employee motivation in the apparel sector (Jayawardena & Jayawardena, 2020).
References
Jayawardena, N. S. & Jayawardena, D., 2020. The impact of extrinsic and intrinsic rewarding system on employee motivation in the context of Sri Lankan apparel sector. International Journal of Business Excellence , 20(1), pp. 51-71.
Mahaney , R. C. & Lederer, A. L., 2006. Effect of Intrinsic and Extrinsic Rewards for Developers on Information Systems Project Success. Project Management Journal, 37(4), pp. 42-54.
Mosquera, P., Soares, M. E. & Oliveira, D., 2020. Do intrinsic rewards matter for real estate agents?. Journal of European Real Estate Research, pp. 207-222.
Riasat, F., Aslam, S. & Nisar, Q. A., 2016. Do intrinsic and extrinsic rewards influence the job satisfaction and job performance? Mediating role of reward system. Journal of Management Information Systems, Volume 11, pp. 16-34.
Ryan , R. M. & Deci, E. L., 2000. Intrinsic and Extrinsic Motivations: Classic Definitions and New Directions. Contemporary Educational Psychology, Volume 25, pp. 54-67.
Sanyal, M. & Biswas, S., 2014. Employee motivation from performance appraisal implications: test of a theory in the software industry in West Bengal. Procedia Economics and Finance , Volume 11, pp. 182-196.
Tymon , W., Thomas, K. & Tymon, J., 2020. Work Engagement Profile, s.l.: ABC Consulting Partners.
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Intrinsic motivation is self-motivation; it is when you are inspired to achieve something because it gives you inner happiness. In other words, it's providing you with a favorable emotional return, maybe because it's enjoyable or because it's something you're proud of. You feel good about yourself since you did something that no one else could. When you have an extrinsic motive to perform something, it is because you want an extrinsic reward or gain. This is a high-powered energy source Thanks to share
ReplyDeleteEven though not in a touch with this apparel industry, from this impressive article got to know about intrinsic rewards management for employee motivation in apparel industry.
ReplyDeleteGood article. I think we can't always use intrinsic rewards to get employees to learn about new areas. If they have no immediate passion for it, some employees may not interested.
ReplyDeleteAs I feel your selection is mainly focusing on company middle management and methods and mechanisms are really helpful for us to build our teams good and easy to practice if follow given objectives properly. thank you!
ReplyDeleteAn interesting article. Agreed with your conclusion. but there should be extrinsic motivation as well to increase the productivity by motivating the employees.
ReplyDeleteEmployee motivation is important to improve the performances of employees. Intrinsic motivation is the motivation that is generating inside the employees. In this blog it has clearly explained about the type of intrinsic motivation, intrinsic rewards and intrinsic reward strategies that can be used to motivate employees.
ReplyDeleteEmployee motivation is the key to a company's success. It's the level of commitment, motivation, and energy that company employees bring to their role every day. As other organizations it is important to apparel industry too. Good Topic
ReplyDeleteIntrinsic Reward Management is one of the significant determinant of employee motivation of an employees. Both intrinsic and extrinsic rewards are significant predictors of employee motivation and both can be used to enhance the level of employee motivation of operational level employees. Article mention how can apply reword system and Impact of Intrinsic reward management.
ReplyDeleteThe reward system should be aligned to motivate employee performance that is consistent with the firm’s strategy, attract and retain people with the knowledge, skills and abilities required to realize the firm’s strategic goal, and create a supportive culture and structure (Allen & Killman
2001).