Relationship Between Employee 's Motivation And Performance

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.

Employee motivation is the level of energy, commitment, and creativity that an organization’s workers apply to their jobs. The needs, perspectives, and viewpoints of employees are instrumental.

According to the expectancy theory of motivation, in the workplace an employee’s willingness to work is dependent upon the end result of working and how important the end result is to the employee. An employee will be more compelled to put forth more effort if it is believed that the consequence of doing so will be a positive performance evaluation. The employee must believe that by achieving a positive performance evaluation, an incentive will be achieved. The incentive, whether it is monetary or advancement, must benefit the employee (Robbins, 2012).

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

In today ‘s working stressful environment, motivation is necessary for more productivity. Motivation is considered as force to achieve specific goals. In an organization a manager or leader should always motivate his/her subordinates to perform work. There are number of motivational theories given by social scientist. But we will focus on the five main theories which are given below:

Additional, this chapter also going to contention among previous research whether employee’s motivation is affecting the employee’s job satisfaction. In this competitive job market , most of the organisation use different selection factor to measure employees job satisfaction.

Employees who desire promotion, recognition and increment are further motivated set very stretching objectives that its attainment will stand out and qualify for a promotion. Therefore most staff members are motivated to give an outstanding performance in order to meet the set goal and in return for recognition, awards, increment, self fulfillment and promotion since the organization rewards high performers. This is in line with Vroom’s expectancy theory.

Motivation is what encourages us to act in a certain way and to achieve certain things in our everyday lives and is a major factor in deciding how we behave. Work motivation is especially important to managers in organizations. According to Kanfer et al (2008), work motivation is a psychological process that influences how employees allocate effort to their work. It also influences the direction, intensity and persistence of these actions. It is very important that managers motivate their employees in the workplace as having highly motivated employees can benefit the organization. Motivated employees are known to be happier at work and as a result will work harder and are less likely to leave their job. There are many different theories of motivation that managers can use to motivate employees. In this assignment I am going to discuss, in detail equity theory and goal- setting theory. I will examine the effectiveness of these theories, outline some problems associated with them an compare the theories.

These are the respective theories of motivation and how it may drive an employee commitment in an organization. Five approaches of amplification behavior; needs, reinforcement, cognition, job characteristics, and feelings/emotions – underlie the evolution of modern theories of human motivation. In this motivational theory effort, the following motivation theories were selected; need theories, equity theory, expectancy theory, and job design model given their emphasis and reported significance on employee retention.

Consequently, employees’ motivation plays a vital role in the organisation. Motivation (intrinsic and extrinsic) is a process related with

This essay’s aim is to analyse and establish an understanding of various motivation theories and their possible application within organisations. Along with implementing, the information related to motivation, this essay would demonstrate the importance of motivation and it is necessary for organisations to motivate their employees effectively

Industrial/Organizational (I/O) Psychology is devoted to the study of employee behavior in the workplace and understanding the issues facing organizations and employees in today’s complex and ever changing environment. Motivation refers to the set of forces that influence people to choose various behaviors among several alternatives available to them. An organization depends on the ability of management to provide a positive, fostering and motivating environment for its employees in order to increase profits, productivity and lower turnover rates of its employees. The purpose of this paper is to discuss and compare six academic journal articles and explore the behavior, job, and need based theories of motivation that can aid management in motivating and understanding their employees. Finding that delicate balance to can sometimes be elusive so effectively learning how to motivate by understanding, controlling and influencing factors to manipulate behavior and choices that are available to employees can produce the desired outcome.

Different theories have been espoused about motivation and performance. There are two main theories that explain the framework of performance management: The goal-setting theory and expectancy

The human resource is vital for any organization, as it is important to manage organizational employee happiness. Motivation has long been seen as a positive indicator of job performance. What are some great ways to motivate an employee to increase job performance? A performance review can act as motive for an employee to improve his/her productivity. Therefore, when an employee sees his goals clearly defined and is measured against the set goals and objectives, he can be motivated to work harder (Mathew, Johnson). In this review, I will look at and explore the multiple arguments of the management research articles. So, the question I must ask is this: Is there a positive correlation between employee motivation and job performance?

To illustrate further, an employee will be motivated to carry out his job if given sufficient guidance through training & development, appraised through effective performance standard and compensated equally according performance standard. Through the understanding of various well-known motivational theories such as Maslow’s Need Hierarchy and McClelland’s Need Theory, we can point out the critical factors that have implication toward retention practices focus on physical and emotional needs, working environment, supervision, responsibilities, supervision, fairness & equity, employee development and feedback on performance (Ramlall, 2004). An effective human resource management practises can be the main factor for the success of a firm Stavrou-Costea (2005). As supported by Lee and Lee (2007) HRM practices on business performance, namely training and development, teamwork, compensation/incentive, HR planning, performance appraisal, and employee security help improve firms’ business performance including employee’s productivity, product quality and firm’s flexibility. In this study, we aim to study how employees regard importance of equity of compensation, job design through training and expectancy toward effective performance management on their retention.