Today is the second Monday of September. If you’re employed, you’ve likely woken up at least 30 times to report to your workstation on a Monday. Some employees are always motivated, while others wonder why Monday isn’t Friday. The difference often lies in how they feel about their work place. If given a choice, would you still wake up and report to your workplace?
Many employers are increasingly recognizing that salary isn’t the only factor that keeps employees engaged. Unfortunately, many employers still haven’t fully grasped this concept. In an employee-employer relationship, there’s much more to consider than just salary and work output. In fact, the performance of an organization may be more influenced by these other factors.
In his foundational work on social exchange theory, Blau (1964) posited that employees satisfied with their work environment and benefits are likely to reciprocate with positive organizational outcomes, such as enhanced work attitudes. This theory underscores the mutual benefits derived from stakeholder engagement. For instance, employees, receiving salaries from the organization, may reciprocate with positive work attitudes. As Aboobaker et al. (2021) demonstrated, when employees value the well-being facilitated by the organization, they may go beyond their obligations to contribute positively to the organization’s reputation and strengthen their commitment.
In my previous job, two things motivated staff: lunch and volleyball. We pooled our resources to prepare a communal lunch, where we sat in a circle and discussed various topics. Everyone looked forward to these lunches because of the open and honest conversations, regardless of their position. As a result, we were motivated to return to work on Tuesdays after long weekends.
At 5 PM, we played volleyball, which provided a level playing field for both beginners and experienced players. We often talked more than we played, which helped us bond. Sometimes, the games became heated, especially when scores disputes arose over the unmarked field. I have fond memories of those days.
Social exchange theory also aids in identifying external stakeholders’ interests. By understanding stakeholder engagement, organizations can foster involvement and loyalty. Employers can provide social benefits like meaningful work, a sense of community, alignment with organizational values, and workplace well-being. Employers and HR professionals should actively seek out activities that motivate their employees to remain engaged and passionate about their work. These initiatives often require minimal investment but can have a significant impact on both employee satisfaction and organizational success. What motivates you in your workplace? Scholars have identified