Employee motivation and the Family and Medical Leave Act

Employee motivation and the Family and Medical Leave Act
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Creating a high job satisfaction environment for employees has become vital in today's competitive business world. Beating competitors has become more than the quality of products and services, advertising, and other factors. The logic to it is that if the employees are satisfied and motivated, then the levels of productivity go up, which guarantees the success of the organization. However, this comes with some downs for the employer due to the time and cost involved in creating the motivation programs. Implementing them has become even more challenging because of the hard economic times brought by the coronavirus pandemic. Laws such as the Family and Medical Leave regulations guarantee employees some of the benefits since most employers shy away from programs that they deem costly and time consuming for the organization. The essay seeks to utilize examples in evaluating fundamental employee motivation theories and factors placing into sharp focus the appropriate application of the Family and Medical Leave Law.
The three major motivating factors in any organization are recognition, rewards, and development. All three factors influence behavior in the workplace. Recognition mostly affects the phycology of the employees as it improves their attitude towards the organization. Many organizations focus on external factors forgetting that performance is dependent on how a person feels from the inside. Recognition is vital because, through it, employees feel valued and appreciated, which goes a long way in boosting their morale (Danish et al. 2010, p.160). By installing that sense of accomplishment in an employee, you are not only motivating them but also inspiring others to be the best at what they do. Google tops the list of employee loyalty and retention because of its successful recognition programs. They allow employees to be innovative and creative and recognize them for it. It has improved employee motivation and engagement, tremendously improving the productivity of the company.
Rewards may be in the form of monetary incentives, paid leaves, holidays, and other forms of external motivators. Rewards make motivation tangible as employees have something physical to associate with their excellent performance (Danish et al. 2010, p.160). Apple reward programs are the most famous because they tailor them according to the employee's tastes and preferences. It ensures that each employee receives what he or she needs, for example, in terms of paid leave or promotion. The final factor is development and training, which empowers the employee to be better at what they are doing. Organizations reap a lot from training and developing their employee's careers. Amazon tops the list of companies that invest in employee training and development. The training leads to the fulfillment of employees because they allow them to develop their skills and become pioneers in their careers.
Three theories stand out when it comes to employee motivation, including the motivation-hygiene theory, the hierarchy of needs, and the expectancy theory. Frederick Herzberg believed that employee motivation had everything to do with a working environment, which is conduc...