Employee Productivity through Motivation in Agribusiness

Introduction

Employee Productivity and Motivation vital parts of any organization. Employee Productivity through Motivation in Agribusiness can be enhanced rapidly. The purpose of all executives is the same; they must be profitable. The primary aim of all managers is productivity growth. Human resources are the most important of all the variables used for converting inputs into outputs. Managers should also motivate their workers in order to make the greatest contribution to the organization. In order to accomplish the predetermined objectives efficiently and effectively, they must create an atmosphere in which workers of different backgrounds work together as a group.

The relevant question now is why are human capital superior to other development factors? Some special attributes are endowed with human capital. Those are among the essential ones:

People will dream and picture. Anything they can make.
They should be supported. They work hard when people are inspired.
As a team, they will work.
They possess synergetic strength. The whole is higher than the sum of its elements. In the case of positive synergy, two and two might make five or more. Synergy can be harmful as well.

Any manager’s primary role is to protect and sustain their staff’s optimum performance. Performance is a function of the power, expertise, and motivation of the person. Capability is the ability to effectively do a thing. The mere presence of talent and expertise cannot guarantee that the best effort will be put forward by the person. Another factor operating in the scenario is motivation, which essentially defines the commitment that can fairly be anticipated from such employees. People who are inspired by the arc expend greater effort than those who are not motivated to succeed. Managers need to be concerned with providing stimuli that turn creativity from workers into productive job results.

What is meant by motivation?

It is possible to trace the term motivation to the Latin word ‘movere,’ which means to move. Motivation seeks to affect some action or trigger it. It is the collection of forces that cause individuals to act in certain ways. Motivation is the way a person’s action is motivated or needs to be guided toward a target. To mitigate needs, drives or motivations are set up. Motivation allows individuals to behave in the desired way. It concerns the amount of effort put forward to achieve clear objectives. It is the desire to exert high levels of effort toward organizational objectives, conditioned by the capacity of the effort to meet those individual needs (Dccenzo and Robbins, 1999). In this description, there are three elements: initiative, the purpose of the organization, and needs.

Whenever there is a physiological and psychological imbalance, needs are formed. If someone is inspired, they put more work into it. Individual needs must be clear and consistent with the organizational priorities of the organization.

From the above study, we can conclude that the attempt to persuade others to obtain the desired end result is motivation.

Motivation as a Process

The mechanism of motivation starts with needs or deficits. Even if the number of needs is small, people have needs. The arc is important for survival. An internal need that is unfulfilled or unsatisfied generates stress that activates drives within the person. We may assume that there are driven workers in a state of tension. They expend effort in order to alleviate this stress. The greater the stress, the higher the degree of effort. These drives produce a search behavior to achieve objectives that will fulfill needs and eventually result in stress satisfaction or reduction. There are limits to this basic chain of need-want-satisfaction. Environmental conditions affect many needs. Needs do affect actions, but behavior can also result in needs. A need-satisfying mechanism can be seen as encouragement.

The motivation process is shown in the following way:

Importance of the study of motivation

According to Tiffin (1974), his skill and motivation depend on two aspects of employee productivity. The study of motivation is therefore relevant for the following reasons:

Managers must be able to accurately predict the attitudes of their workers. Our comprehension and predictive capabilities are strengthened by a systematic approach to observing human nature.
Managers must assume that no typical individual exists. People are special because they have different requirements, goals, behaviors, and abilities. Unless managers consider the complexities and individuality of individuals, inspiration, leadership, and communication generalizations can be misapplied. In order to predict their behavior, this knowledge is necessary.
In terms of religion, ethnicity, education, and gender, modern organizations consist of individuals with heterogeneous backgrounds. This employee diversity must be recognized by managers.
Globalization has exacerbated rivalry. Organizations must be inventive and imaginative in order to thrive. This has added to the notion of intellectual capital. Thus, inspiring people to be creative and inventive is more important.

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