Effects of Motivation on Employees’ Job Performance in an Organization
The primary objective of this paper is to describe, analyze and evaluate the effects of motivation on employees job performance in an organization. Furthermore, this aims to give insight to employees and administration who are working within an organization. The importance of motivation and how it affects an organization's performance in it's entirety, will be the best deciding measure between good and bad motivational techniques used by prominent business experts. The paper only covers some of the descriptions, analysis's and evaluations of motivational methods and the effects on employees’ job performance in a certain organizations.
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Since people's motives for working are varied, management should take effective efforts to produce high motivation among workers to maintain their good spirits. Managers must identify rewards or incentives that sharpen the drives to satisfy the wants of every worker. These identified rewards will be used inventively that probably lead people to perform effectively for the organization that employs them (Mison, Tuazon and Cordova, 1988).
Job performance is the output when people are motivated to use their abilities to do their job. When we say that motivation influences performance, it also implies that motivation can have an effect on the yield or output of businesses which concerns both quality and quantity. Motivation can either be extrinsic or intrinsic. To conceptualize this, let us create a scenario. Consider two workers in a call center agency. Sheena doesn’t enjoy working and is taking the job for financial stability with the notion of meeting her economic needs and services. Jessa on the other hand, has always liked to work as a call center agent for she could earn money to sustain her needs and in addition, she truly wanted to study how to run a call center agency. She sees its benefits for her future plans as a business tycoon. She would like to build the same business on her own someday somehow. Sheena exhibits extrinsic motivation because she is motivated by factors external to
Motivation is derived from an internal force that provides an individual the opportunity to achieve their needs or goals. People are motivated by a variety of things and often have different motivating factors. Employers should be mindful of individual motivating factors when attempting to motivate staff to increase performance. While some people may be motivated by money, many are motivated by things like: recognition, promotion, and increased responsibility. Once an employer has identified motivating factors they are able to analyze a variety of motivational theories to design and implement a program that will motivate employees to go above and beyond what is expected of them.
Motivation is a key aspect in the organization or workplace, and it is imperative to know the basic theory application and methods dealing with any problems that usually unavoidable for the employee and will come up in any work environment. This is a mandatory skills for a leader or future manager to know how important on how to motivate his or her employee to work more efficient. Motivating employees is a big dilemma for managers. To produce a higher level of performance and productivity, manager’s today are obliged to pay more attention on this matter. Every employee needs different types of motivation. In this paper will elaborate three motivational methods that a
In any workplace, workers are no doubt the essential mainstay that holds any business or corporation together. Employees achieve important tasks to help the company’s long term vision and goals to be successful and efficient. A business can’t be successful without a proper management that is why it is important for employees to enjoy going to work and they also have maintain a positive attitude while being productive and completing tasks. Motivation is what gives a person the purpose to perform or behave in a certain way with the desire or willingness to gain something. There are two types of motivations, motivation that comes from a person and motivation that comes from materially goals. It is very necessary that employers keep their employees motivated and encourage them to perform above expectations.
Why do we need to motivate employees? The answer is survival. Motivated employees are needed in our rapidly changing workplaces. Motivated employees help organizations survive. Motivated employees are more productive. To be effective, managers need to understand what motivates employees within the context of the roles they perform. Of all the functions a manager performs, motivating employees is arguably the most complex. This is due, in part, to the fact that what motivates employees changes constantly. For example, research suggests that as employees' income increases, money becomes less of a motivator (Kovach, 1987). Also, as employees get older, interesting work becomes more of a motivator.
There are as many different methods of motivating employees today as there are companies operating in the global business environment. Still, some strategies are prevalent across all organizations striving to improve employee motivation. The best employee motivation efforts will focus on what the employees deem to be important. It may be that employees within the same department of the same organization will have different motivators. Many organizations today find that flexibility in job design and reward systems has resulted in employees ' increased longevity with the company, improved productivity, and better morale.
Employees are motivated by both intrinsic and extrinsic rewards. In order for the reward system to be effective, it must encompass both sources of motivation. Studies have found that among employees surveyed, money was not the most important motivator, and in some instances managers have found money to have a de-motivating or negative effect on employees. This research paper addresses the definition of rewards in the work environment context, the importance of rewarding employees for their job performance, motivators to employee performance such as extrinsic and intrinsic rewards, Herzberg’s two-factor theory in relation to rewarding employees, Hackman and Oldman model of job enrichment that
Extrinsic motivation e.g. Money is the critical incentive to motivation in today's work environment However , motivation differs from individual to individual and with their respective beliefs and values, circumstances and culture. It is important for mangers to identify which motivation factor works with which employee and apply it respectively In any environment, both Intrinsic and Extrinsic motivations are needed for work satisfaction and work performance
People are motivated by different rewards and therefore, a manager must know each employee’s reason to why they are working at the organization (Ivancevich, Konopaske and Matteson, 2014). Even though there is no best theory of motivation as a manager you have to work even harder to try and understand all your personnel’s motivation (Ivancevich, Konopaske and Matteson, 2014). One aspect of the motivational construct is for certain, the best way to influence individual performance is to have a reward system (Ivancevich, Konopaske and Matteson, 2014). This reward system can also attract outside talent to come and work at the
The competitive business environment determines companies to focus on developing strategies intended to improve their position on the market. This objective is reached with the help of employees and their performance. In other words, it is important to improve employees' performance in order to benefit from an improved position o the market of these companies. The performance improvements are significantly influenced by the motivational strategies developed by these companies.
This is a current and topical issue as motivation matters a great deal; Forsyth (2000 p. 2) states that motivation “increases efficiency, effectiveness and productivity” and allows organisations to meet their aims and objectives. Hageman (1992) suggests that motivation is the internal incentive that which brings out pleasure from work; happiness and efficiency are closely connected. This then makes employees desire to do what is required of them.
Motivation in the workplace is one of the major concerns that managers face when trying to encourage their employees to work harder and do what is expected of them on a day-to-day basis. According to Organizational Behavior by John R. Schermerhorn, James G. Hunt and Richard N. Osborn the definition of motivation is "the individual forces that account for the direction, level, and persistence of a person's effort expended at work." They go on to say that "motivation is a key concern in firms across the globe." Through the years there have been several theories as to what motivates employees to do their best at work. In order to better understand these theories we will apply them to a fictitious organization that has the following
Motivation can be defined as a process that starts with a physiological deficiency that activates a push that is aimed at a goal incentive The aim of this essay is to show that how motivation can be an important factor for better performance of employees in a sector (Steininger, 1994).
Motivation contains both intrinsic and extrinsic sources (Weddell et al. 2013 p228). Intrinsically motivated behaviours are driven for self-interest whereby extrinsically motivated behaviour is performed to satisfy own materiality or social rewards or to avoid punishment (Weddell et al. 2013 p228). According to Herzberg 's motivation theory (1968), intrinsic to work mainly promotes job content which includes responsibilities, recognition, achievement, the work itself, growth and advancement, extrinsic, on the other hand, refers to the context of the job which includes pay, company policy, administrative and so on.
Employee motivation through the use of rewards systems has been used for a millennia as people tend to be motivated to work harder when offered rewards for good work. The 21st century has experienced major changes liked to motivation within the public sector where professionals are today looking for a wider verity of motivators and not limited to financial incentives (Sandhya & Kumar 2011). This makes challenging for managers and professional at work to coordinate and deliver high quality working environments and facilities so as to ensure the company professional remain on the job. Today a company workforce has become very choosy and they are becoming more particular on different aspect such as how they are treated and addressed by the superiors while at work. This has resulted public service motivation strategies greatly varying whereby professional are not limited to financial rewards and many professionals are actually concentrating on other forms of motivation besides money. To enhance motivation in the right manner at work and ensure high performance among employee it’s important to implement a wide range of motivational rewards approaches and strategies which will cater for each individual staff member’s needs (Dent & Holton 2009). This requires for direct involvement of the employee on most decision-making processes as this allows for the motivational drivers to be identified and implemented.
Research is abundant about the topic of motivation and organizations. It extends from how to motivate employees to evaluating the motivational programs utilized. Readers will realize through various research studies that several