Motivation and employee engagement

Employee motivation, also known as work motivation, is a feature of employees that refers to how motivated they are to work. It has a significant impact on employee productivity and efficiency." While motivation is defined as why individuals do or participate in certain behaviors.
Studies have shown that those who feel motivated tend to perform better than those who are not. Employee engagement influences just about every key area of your organization, including profitability, sales, customer experience, employee turnover, and more. It is understood that humans have a psychological need for "autonomy, competence relatedness. There is a correlation-ship between motivation and employee's engagement, and the productivity of the organization Engagement is a sense of purpose, belonging, and commitment to an organization, whereas motivation is the willpower and drive to act on those feelings. Employee engagement lays the groundwork for your employees to do their best work, whereas motivation provides the fuel or energy to get the job done.
When managers were asked how they know the difference between the engaged and disengaged employee, they announced that if an employee is engaged, he will do his best to be creative at work, he will be enjoying what he or she is doing, while if the employee is disengaged, he will not be interested in what he is doing, and he will not do anything more than what he or she is told to do. Since work motivation is now considered as an important topic, many theories came up to the stage .
Theories of motivation
Need theory
announced in his article published in 1943 that human beings have five needs to live a healthy life; physiological needs, safety, belonging, esteem, and self-actualization. This theory needs are considered as an important source of motivation in the workplace where employees seek to satisfy these needs from basic and more necessary to the top of the hierarchy. Need theory focuses on what an employee needs to get motivated toward a specific task or activity.
Equity theory
The fair process effect, a term was first appeared in 1979 in a published article for Folgers and his co-author. Equity theory focuses on the inputs and outputs. inputs refers to what an employee gives an organization such as education level and performance, while outputs represents the benefits the employee gets from the organization. In order to achieve the organizational goals, managers should take in consideration the needs of their employee, and understand that each employee has his own specific needs that are needed to be engaged and motivated. 2007-2008 a study was conducted to determine the relationship between motivation and employee engagement 90,000 employees from different countries and industries announced that the relationship between the managers and their employees is considered as the backbone of the engagement. The more respectful the manager is, the more engaged the employee will be for the company.
Employee well-being has gained significant prominence in contemporary ESG (Environmental, Social, and Governance) reporting and disclosures.
Extrinsic Motivational Factors
Work environment
It is important to provide employee with the necessary equipment they need to do their tasks. An example of equipment that would help them complete their task would be a computer, telephone, materials (paper, pen, notepad, etc).
Training and Career Development
Courses and resources that add new knowledge and skills to the employee increase his level of engagement. These resources should be in connection with what he or she is doing, related to their job, to get the most out of it, or otherwise their engagement will be badly affected.
* A study was performed to compare the needs required by public and private employees to be motivated. Its findings were that the most important factors for public employee to be motivated towards his job was stable and secure future compared to his private counterpart who prefers the high salary to be at the top of his needs. on the other side, high prestige and social status comes at the least important needs required by public sector employee, while the private sector employee ranks freedom from the supervision to be at the bottom of his required list.<ref name=":11" />

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