Barriers to employees’ motivation constitute of factors inhibiting the realization of strategies put in place to motivate the employees. The first barrier is the lack of upholding diversity at the workplace. In an organization where individuals from different backgrounds and affiliation regarding gender, religion, and race are working together, the ones that feel discriminated against are likely to remain demotivated (Schafer & Josef, 2016). Errors or poor performance evaluation is the other barrier to the motivation of employees. Such evaluations lead to poor or fictional results giving the employees no reason to work hard to realize the expected results.
The other barrier is the low self-esteem of the employees. Upon feeling inferior, individuals at the workplace are more likely to put less or no effort towards performing their duties. Such employees are prone to mistakes and hence their performance remains considerably low (Royal & Agnew, 2012). In fact, the efforts to motivate them would be considerably futile. In another case, the employees with low self-esteem develop a negative attitude towards their job and the employer.
Lack of adequate resources is the other barrier to the motivation of the employees. Indeed, this is a weakness within the organization, and hence it is an internal de-motivator. An entity without the required resources will not be in a position to fund the implementation of the strategies identified (Schafer & Josef, 2016). The training of employees, enhanced compensation, work-life balancing programs, and job performance evaluation and appraisal are costly affairs. Therefore, small-scale organizations are less likely to adopt them adequately.
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