First and foremost, motivation can be defined, according to Armstrong, (2009) A motive is a reason for doing something. Motivation is concerned with the strength and direction of behavior and the factors that influence people to behave in certain ways. The term ‘motivation’ can refer variously to the goals individuals have, the ways in which individuals chose their goals and the ways in which others try to change their behavior. High performance is achieved by well-motivated people who are prepared to exercise discretionary effort.
Next, Mohamud, Ibrahim and Hussein (2017) referring that Every individual in an organization is motivated by some different way. When talking in term of employee motivation, it can be simply defined as “Employee motivation is a reflection of the level of energy, commitment, and creativity that a company's workers bring to their jobs. Motivating the staff leads to broaden their skill to meet the organizational demands and further said while equity and justice theory states that employees strive for equity between themselves and other employees (Adams, 1963, 1965).
In order to, Forson et.al, (2021). job performance is a construct that elicits behavior related to achievement with evaluative components. Most studies on this relationship have emphasized on the role of autonomous and intrinsic motivation on performance with the argument that individuals autonomously motivated have certain inherent values and behaviors and thus give off optimal performance. Further said that motivation as a meaningful construct is a desire to satisfy a certain want and is a central pillar at the workplace. Therefor, motivating employees adequately is a challenge as it has what it takes to define employee satisfaction at the workplace.
According to Omollo
(2015), Motivation is the key of a
successful organization to maintain the continuity of the work
in a powerful manner and help organizations to survive.
Motivation is finding a need inside the employees and help to
achieve it in a smooth process. Motivating the staff leads to
broaden their skill to meet
the organizational demands. Each ranch manager should have the responsibility to work with
the staff to find out their individual needs and put them side by side to
the organization needs.
The only way to get people to
like working hard is to motivate them.
More over, correlation analysis is used to determine
the effect of motivation on employee performance. There is a positive
correlation between motivation and employee performance which is statistically
significant, it means that there is a direct relationship: when motivation
increases, employee performance increases and therefore motivation is an
important predictor of employee performance.(Kiruja, Mukuru,2013).
In addition to, efforts, inside a person that
moves his or her direction, intensity, and persistence of voluntary behavior’.
In this case inspired employees are enthusiastic to apply a precise level of
strength for a definite period, toward a specific goal (Robins
and Coulter, 2012).
In addition, Bateman and Snell (2013) in the same way referred to motivation as forces that energize, direct, and sustain a person’s effort. They said, all behaviors, expect voluntary reflexes like eye blinks, and are motivated. They further stated that a highly motivated person will work hard toward attaining performance goals. Through satisfactory skill and understanding of the job, as well as the right to use the necessary resources, which will make the person to be highly productive.
Furthermore, Several diverse theories have existed that attempted and supported to explain the concept of motivation.
More so, researchers have been learning the theme of motivation for
many years and have made marvelous advancement for expounding motivation that
can be construed in the workplace. This blog is going to look at some of these
theories that have been proven and accepted by
the general public. They
comprise Maslow’s hierarchy
of needs, McGregor’s theories x
and y, McClelland’s theory of learned
needs, Alderfer’s ERG theory, Herzberg’s two-factor theory,
Vroom’s expectancy theory
and different types
of motivation, such
as intrinsic and extrinsic. Furthermore, many scientific researchers
have learned that motivational theories vary amongst themselves according to
how they describe behavior over motivation content or
through strong-minded
psychological processes. Most of
these theories can be
separated into three
basic types: content/needs
theories, process/cognitive theories
and strengthening/reinforcement theories. Even though additional legal
clarifications have been advanced, these
initial theories are essential as they embody the basis from
which current motivation
theories were established and since
several practicing managers
still use these theories (Burton K,
2012, Robins & Coulter 2012, Armstrong, 2009, Luthans & Doh, 2009).
In conclusion, even though the organization unable to motivate the employees, it is directly pave the way for a weak relationship between employee morale, employee anxiety, and customer satisfaction (Habtoor, 2015). The productivity level of employees is very important that it must be checked whether the employees are satisfied with the job or not, and the employees should be motivated accordingly (Thompson & Mchugh, 2002).
Adams, (1963).Towards an understanding of
inequity. The Journal of Abnormal and Social Psychology, 67 (1963), pp.
422-436
Armstrong, M. (2009), A Handbook of Human Resource Management Practice 11th Edition Kogan Page London and Philadelphia.
Bateman T. S.
and Snell S. A.
(2013) MANAGEMENT: Leading
& Collaborating in a
Competitive World 10th edn. McGraw-Hill/Irwin.
Burton, K. (2012), A Study of Motivation: How to get your
employees moving, Spring Indiana University.
Forson, J.A., Dwamena, E. O., Opoku, R.
A, and Adjavon, S.E (2021). Employee motivation and job performance: a
study of basic school teachers in Ghana, Future Business Journal, Vol
7 (30), [Online].Available at: < https://fbj.springeropen.com/articles/10.1186/s43093-021-00077-6 >
[Accessed on 8th of December 2022]
Habtoor, N. (2015). 'The
Relationship between Human factors and Organizational Performance in Yemeni
industrial companies', European Scientific Journal.
Kiruja EK, Mukuru, E. (2013). Effect of Motivation on Employee Performance
In Public Middle Level Technical Training Institutions In Kenya. International Journal of Advances in Management
and Economics, 2 (4|), pp.73-82.
Luthans, F. and Doh, J.
P. (2009), International Management:
Culture strategy and behavior; 7th
edn, McGraw, Irwin.
Mohamud, S.A., Ibrahim, A. A. and Hussein, J.M. (2017)'The effect of motivation on employee performance: case study in Hormuud Company in Mogadishu Somalia', International of Journal of Development Research, 7(11)[Online].Available at:https://www.researchgate.net/publication/321974170_THE_EFFECT_OF_MOTIVATION_ON_EMPLOYEE_PERFORMANCE_CASE_STUDY_IN_HORMUUD_COMPANY_IN_MOGADISHU_SOMALIA[Accessed on 5th December 2022]
Omollo,
A. P. (2015). Effect of motivation on employee performance of commercial banks
in Kenya: A case study of Kenya Commercial Bank in Migori County. International Journal of Human Resource
Studies, 5(2), pp. 87-103.
Robins, S. P. and
Coulter, M. (2012) Management eleventh
edition Pearson Education, Inc., Prentice
Hall, Upper Saddle River, New Jersey.
Thompson, P. & Mchugh,
D. (2002). 'Work Organizations: A Critical Introduction'. New York,
Palgrave.
Great post Sanath. In Addition to these benefits on employee performance, I would like to add benefits on employee motivation from organization perspective like when employees are more motivated than before, an organization can reduce employee costs (Carr & Tang, 2005),Increases the goodwill (Rothberg, 2005), The more motivation an organization transmits to an employee, the more rewards the employee will provide, being more effectively involved in the organization (Lee & Bruvold, 2003) and at higher output levels (Gardner, Van, D & Pierce, 2004).
ReplyDeleteGood introduction on Motivation Sanath. Motivation theories and research have gained considerable visibility in the past several decades with the growing attention to intrapersonal and interpersonal competencies that underlie achievement (NAS, 2017). However, despite its tremendous contribution to understanding motivated action, the contemporary motivational literature currently faces several serious theoretical, methodological, practical, and even ethical challenges (Kaplan, Katz, & Flum, 2012). While motivation and engagement are complex and dynamic processes that involve a multitude of personal characteristics, beliefs, and perceptions that ebb and flow along time and situations, contemporary motivation research commonly focuses on only a small set of constructs at a time, and treats them as distinct from each other and as having linear and deterministic relations with outcomes.
ReplyDeleteGreat article Sanath, addition to that Employee satisfaction and motivation towards work refers to prospects of the employee about the organization and his approaches frontward his service (Ali et al, 2011).Organizational effectiveness refers to locating targets and attaining them proficiently in spirited and energetic surroundings (Constant.D, 2001).
ReplyDeleteThank you very much on your comment Azhar, as an additional knowledge sharing, and agreed the idea. As you mansion, according to Ali et al (2011) employee satisfaction and motivation towards work refers to prospects of the employee about the organization and his approaches frontward his service. Furthermore, Motivating the staff leads to broaden their skill to meet the organizational demands (Mohamud, Ibrahim and Hussein 2017). Moreover, motivation is the force that energizes, directs and sustains behavior. High performance is achieved by well-motivated people who are prepared to exercise discretionary effort, independently do more than is expected of them (Armstrong, 2014).
DeleteClearly explained Sanath, Motivation is important to review with employees their performance expectations, including both the behaviors employees are expected to exhibit and the results they are expected to achieve during the upcoming rating cycle. Motivation is important because they reflect how an employee goes about getting the job done—how the individual supports the team, communicates, mentors .Behavioral and results expectations should be tied to the organization’s strategic direction and corporate objectives (Greguras, G. J., Robie, C., Schleicher, D. J., & Goff, M.,2003).
ReplyDeleteGreat article Sanath. Motivation is one of the integral elements that help a man succeed and achieve his personal goals. According to a study conducted by (Grant, 2008) motivation imposes employee outcomes for instance performance and productivity. He also established that motivated employees are more oriented towards autonomy and are more self-driven in contrast to less motivated employees. Further, motivated employees are highly engaged and involved in their work and jobs and are more willing to take responsibilities
ReplyDeleteThank you very much for your valuable comment Pushpa, and sharing additional knowledge. As you said, even if the organization unable to motivate the employees properly, it is directly pave the way for a weak relationship between employee morale, employee anxiety, and customer satisfaction (Habtoor, 2015). The productivity level of employees is very important that it must be checked whether the employees are satisfied with the job or not, and the employees should be motivated accordingly (Thompson & Mchugh, 2002).
DeleteGood content. Motivation is also one key determiner to achieve individual goals.Topic of motivation is highlighted and discussed in the subject of organizational behavior which has distinctive featuring of models and theories pertain to motivation. Development and growth of employees are significantly focused. As for Maslow, Alderfer, McClelland, Hackman and Hertzberg; the growth is most influential and intrinsic motivator for individuals that exploit the potential of employees. It is found that an undeniable link exists among employee motivation and their satisfaction with the jobs and to organizational commitment (Basset-Jones and Lloyd, 2005; Chen et al., 2004
ReplyDeleteInteresting read. Job satisfaction is a fulfilling or optimistic expression consequential of the consideration of one’s activity (Azash et al, 2011). Organizations today have realized the importance of motivated and satisfied employees as important contributors toward long-term objectives. It has made organizations to cater to the expectations and needs of the employees and could expect a similar response. Motivation also positively influences performance at individual and group level ultimately affecting the organizational performance (Risambessy et al 2012).
ReplyDeleteThank you very much for your valuable comment Tarishma, and sharing additional knowledge. Furthermore, Motivating the staff leads to broaden their skill to meet the organizational demands and further said while equity and justice theory states that employees strive for equity between themselves and other employees (Adams, 1963, 1965).
DeleteGood Content Sanath.Furthermore,employees to play their part effectively, it is imperative that they are satisfied, motivated and managed in a way that improves their level of commitment with the employer as well as enhancing organizational effectiveness. It is against this background that the researchers sought to assess the impact of employee motivation on their performance.(Thabani .N,2020)
ReplyDelete