Employee Demotivation in the Workplace
One of the most common problems in the workplace today is the demotivation of employees. Research shows that a huge percentage of employees within the workplace are demotivated and not engaged in their work (Scandura, 2019). I have encountered demotivation while working in my previous workplace. When I started the job, it was challenging and exciting. I was excited to join the company and looked forward to contributing to the mission of the company. The salary was good and it was “a dream come true” for me. Over time, however, I started feeling demoralized and dissatisfied with my job. I started yearning to work somewhere else and I did not understand why I was feeling that way. I could also notice that most of my colleagues at work were feeling the same way, and teamwork was difficult and exhausting. I eventually searched for other employment opportunities and left the organization since I no longer felt the urge to perform or put in my effort towards the achievement of the targets set for me at the company.
Over the years, I have come to understand the various reasons why employee demotivation occurs within the workplace. The reasons for demotivation are many, from low salaries to poor work environment, to lack of appreciation, and poor work relationships (Shaikh, Shah, & Shaikh, 2018). With increasing organization size and the global economic climate, organizations today continue to face unprecedented budget constraints and human resource challenges. HR departments today are conscious that employee motivation cannot be ignored. It is becoming important to seek ways of understanding employee demotivation and how it can be countered to ensure that employees remain motivated (Shaikh et al., 2018). Employee motivation is a key component of organizational success. It is, therefore, crucial that management ensures that employees remain highly motivated in their day to day activities within organizations.
Employee demotivation arises when employees lose their will to take action or their inspiration. It has adverse consequences for an organization. Demotivation has various signs that management can identify, including decreasing employee commitment and involvement in activities, unexplained and repeated sick leaves, unusual production delays, sabotage, signs of thoughtlessness, negative work attitudes, decreased productivity, disregard for warnings, and negative behavior (Lee & Raschke, 2016). Demotivated employees are often aggressive, stressed, and reluctant to participate in communication within the workplace. Demotivation makes it difficult to build efficient work relationships and ensure effective communication within an organization. It negatively impacts work quality and overall organizational performance (Lee & Raschke, 2016). Demotivated employees endanger the economic stability of an organization, have lower personal productivity, and negatively affect the organizational performance.
An organization that has a demotivated workforce suffers from dissatisfied clientele. Poor work atmosphere, demotivated and inefficient teams, and poor work quality (Scandura, 2019). Demotivation not only affects the employees, but also the management, the organization, and the stakeholders of the organization. For the final project, I will focus on developing a solution to employee demotivation within the workplace. I intend to research the causes and effects of the demotivation of employees to acquire a better understanding of the problem. I will then identify various ways through which employee motivation can be improved, especially in the accounting field. Recommendations on how organizations can counter employee demotivation will be provided to assist organizations to identify how the problem can be solved. Methods by which employee motivation can be measured will also be discussed to weigh the impact of employee motivation on an organization.
Lee, M. T., & Raschke, R. L. (2016). Understanding employee motivation and organizational performance: Arguments for a set-theoretic approach. Journal of Innovation & Knowledge, 1(3), 162-169.
Scandura, T.A. (2019). Essentials of organizational behavior: An evidence-based approach (2nd Ed.). Thousand Oaks, CA: Sage Publications, Inc.
Shaikh, M., Shah, A. B., & Shaikh, S. (2018). Analysis of Employee Motivation Factors: A Case Study of Jamshoro Joint Venture Limited (Jjvl). Grassroots, 52(1), 78-89.