Impact of Employee Motivation on Employee Performances
Shahzadi et al. (2014) stated that motivating individuals is the only way to encourage them to be fond of working hard. People nowadays need to understand why they require to work so hard. Every employee in a company is driven in a different manner. According to the authors, the definition of motivation is explained as: "Employee motivation is a reflection of the degree of enthusiasm, devotion, and creativity that a company's people bring to their tasks." A manager's job in the workplace is to get things done through people. To do this, the manager must be able to encourage personnel. According to Jain, Gupta and Bindal (2019), Motivation is an important characteristic that encourages employees to offer their best effort and contributes to the achievement of large corporate goals. A solid positive inspiration will enable employees to increase their output, whilst a negative inspiration would lower their exhibition. As per the authors, Motivation is an important factor in the workforce for CEOs.
According
to Armstrong and Taylor, (2014) Motivation Theory discusses the elements that
drive goal-directed behavior and hence informs the tactics employed in HRM to
improve engagement (the condition in which individuals are devoted to their job
and the company and are motivated to reach high levels of
performance).According to Armstrong and Taylor, (2014) Business plans are
commonly articulated or at least aspire to be expressed, in the common currency
of numbers and concrete facts on portfolio management, growth, competitive position,
market share, profitability, and so on. HR strategies may address measurable
concerns like resourcing and skill development, but they are also likely to
address qualitative ones like engagement, commitment, motivation, strong
employee relations, and high employment standards.
According
to Kuranchie and Amponsah, (2016) Employee Motivation in the workplace is
considered as one of the most sensitive areas that influences the degree of
the contribution that employees will put into the business in order to
commit to high performance.
Motivation: Extrinsic and Intrinsic
According
to Skripak et al., (2020) Before delving into the many theories of motivation,
it is crucial to distinguish between intrinsic and extrinsic motivation. Simply
defined, intrinsic motivation arises from within: the enjoyment of a task, the
satisfaction of a job well done, and the desire to succeed.. Extrinsic
motivation, on the other hand, is caused by external circumstances such as a
bonus or another type of reward. Extrinsic motivation may also be obtained
through avoiding punishment or a negative consequence; fear, it is thought, is
a powerful motivator.
Video
1.0
Video
1.0 shows the supervisor who arrives at the yearly review time and recognizes
he or she has to get started has already failed. Appraisal is a year-long job,
and no amount of last-minute work can compensate for the preparation required
for a thorough appraisal. The method should have at least four components:
initial goal setting, monitoring and data availability, continual feedback, and
yearly evaluation. Because few tasks have clear, complete, objective output
metrics that eliminate the need for judgment, the most often utilized
assessment systems are of the judging variety.
References
Armstrong, M. and
Taylor, S. (2014). Armstrong’s handbook of human resource management practice.
13th ed. Philadelphia, Pa: Kogan Page Ltd.
Armstrong, M. and Taylor, S. (2014).
Armstrong’s handbook of human resource management practice. 13th ed.
Philadelphia, Pa: Kogan Page Ltd.
Jain, .A., Gupta,
D. B. and Bindal, .M. (2019). A Study of Employee Motivation in Organization. International
Journal of Engineering and Management Research, 09(06), pp.65–68.
Kuranchie, M E. B. and Amponsah, T. K. (2016).
Employee motivation and work performance: A comparative study of mining
companies in Ghana. Journal of Industrial Engineering and Management,9(2), p.255.
Shahzadi,
Javed, Pirzada, Nasreen, & Khanam ,2014,
‘Impact of Employee Motivation on Employee Performance’, European Journal of Business and Management,6,(23),
pp.
Skripak, S. J., Poff, R., Polytechnic, V. and
Polytechnic, V. (2020). Fundamentals of business. Blacksburg, Virginia: Vt
Publishing.
www.youtube.com. (n.d.). How to motivate employees in
the workplace - Extrinsic motivation vs intrinsic motivation. [online]
Available at: https://youtu.be/chpCYb52_wo [Accessed 13 Mar. 2022].
Well, Upul. Adding to this, Employee motivation is considered a force that drives the employees toward attaining specific goals and objectives of the organization. it is one of the sizzling issues in organizations since every wants to make the best use of their financial and human resources. Further, t intrinsic rewards have a significant positive relationship with employee performance and employee motivation (Shahzadi et al., 2014).
ReplyDeleteAccording to Khan, Waqas and Muneer,( 2017) (Intrinsic) incentive and both can be used to improve employee performance. Financial incentives include pay-for-performance benefits such as performance bonuses, job promotions, commissions, tips, gratuities, and gifts, among other things. Non-monetary/non-cash incentives include social recognition, praise, and genuine appreciation, among other things. Khan, Waqas and Muneer,( 2017)
DeleteReference
Khan, N., Waqas, H. and Muneer, R. (2017). Impact of Rewards (Intrinsic and extrinsic) on Employee Performance With Special Reference to Courier Companies of City Faisalabad, Pakistan. International Journal of Management Excellence.
Employee motivation is critical for organizations since they require physical, financial, and human resources to achieve their objectives. Human resources can be used to their greatest potential only if they are motivated (Shahzadi et al., 2014).
ReplyDeleteAccording to Khan, Waqas and Muneer,( 2017) Employees' personalities are influenced by rewards, which encourage them to be loyal and work well. According to the findings of the study, there is a substantial association between both types of awards and employee performance. Khan, Waqas and Muneer,( 2017).
DeleteReference
Khan, N., Waqas, H. and Muneer, R. (2017). Impact of Rewards (Intrinsic and extrinsic) on Employee Performance With Special Reference to Courier Companies of City Faisalabad, Pakistan. International Journal of Management Excellence.
Reward systems consist of Financial and Non financial rewards. Güngör (2011) further explains these two means with examples where, Financial rewards are salary increase, bonus system, perquisite etc. On the other hand there are non-financial rewards which are; promotion and title, authority and responsibility, education, appreciation and praise, certificate and plague, participation to decisions, vacation time, comfort of working place, social activities, feedback, flexible working hours, design of work, recognition, social rights etc.
ReplyDeleteHowever, the rewarding at the attainment of goals have also resulted a dark side. Welsh et al. (2020) concluded findings of literature, that individuals shown to cause stress and anxiety, reduce self-esteem, and promote a competitive, individualistic mindsetwere significantly and also more likely to CHEAT in order to attain overly ambitious goals.
Güngör, P., 2011. The relationship between reward management system and employee performance with the mediating role of motivation: A quantitative study on global banks. Procedia-Social and Behavioral Sciences, 24, pp.1510-1520.
Welsh, D.T., Baer, M.D., Sessions, H. and Garud, N., 2020. Motivated to disengage: The ethical consequences of goal commitment and moral disengagement in goal setting. Journal of Organizational Behavior, 41(7), pp.663-677.
According to Khan, Waqas and Muneer, ( 2017) When awarding one, the management must decide whether to reward an individual, a team, or the entire organization, and one will determine the reward scope in accordance with the job that has been completed. According to Khan, Waqas, and Muneer, (2017) An intrinsic incentive genuinely meets an employee's intrinsic elements or motivators, motivating and inspiring them. Extrinsic awards genuinely meet employees' extrinsic elements or hygiene factors, preventing them from considering quitting the organization.
DeleteReference
Khan, N., Waqas, H. and Muneer, R. (2017). Impact of Rewards (Intrinsic and extrinsic) on Employee Performance With Special Reference to Courier Companies of City Faisalabad, Pakistan. International Journal of Management Excellence.
Motivation is operationally defined as the inner force that drives individuals to accomplish personal and organizational goals (Lindner, J.R., 1998).
ReplyDeleteAccording to Khan, Waqas and Muneer, ( 2017) Motivation is defined as a set of processes dealing with the force that energizes and leads action toward achieving goals, as a well-rewarded employee believes that the firm for which he or she works values him or her. They are also inspired to work harder and better if they know that their employers care about their well-being and that their career and self-development are being sharpened and supported by their organization and Employee engagement is critical for business performance since it serves as a motivator for employees, particularly lower-level workers. Khan, Waqas and Muneer, ( 2017)
DeleteReference
Khan, N., Waqas, H. and Muneer, R. (2017). Impact of Rewards (Intrinsic and extrinsic) on Employee Performance With Special Reference to Courier Companies of City Faisalabad, Pakistan. International Journal of Management Excellence.
Extrinsic motivation, on the other hand, is a type of motivation in which an individual is being motivated by external desires (Dijk, 2015).
ReplyDeleteAccording to Khan, Waqas and Muneer, ( 2017) The majority of people associate "rewards" with wage increases or bonuses, yet this is simply one type of reward, Extrinsic reward. According to studies, salesmen prefer salary hikes because they are dissatisfied by their inability to receive other incentives, but this habit may be changed by implementing a comprehensive reward scheme.
DeleteReference
Khan, N., Waqas, H. and Muneer, R. (2017). Impact of Rewards (Intrinsic and extrinsic) on Employee Performance With Special Reference to Courier Companies of City Faisalabad, Pakistan. International Journal of Management Excellence.
Motivated employees highly productive and force other to work harder there for, it is important organization to implement different motivation factors to improve productivity (Dugguh, 2014).According to Adi (2000), Employee’s qualification or capability cannot measure their performance idea that, only desire for work has to be implement which help in improving level of performance, increase productivity and reduce the cost of operation. This will improve the efficiency of employees.
ReplyDeleteAnka (1988), emphasis motivation increase employee satisfaction .Organization can provide incentive, promotion, and opportunities for employee’s .This will create good relationship with employee and organization as a result, organization can increase the profit through increase productivity further, employee motivation leads to achieve of organization goals.
According to Sabir, (2017) A motivated workforce means a highly productive staff, all of which will help to achieve business goals. And this should be a main objective in organizational and business plan. Few points are mentioned with relevant significance of motivating employees. According to Sabir, (2017) Completing task in allotted time to increase productivity- When workers are continuously motivated from outside or within, they tend to show passion in their work and perform better and Companies that provide a reason behind challenging jobs are, in turn, motivating them to work hard and reach the goal or accomplish the challenges so provided , when they are faced with productivity goals, they give in their best efforts to reach the challenges and complete their tasks within the allotted time, without any external motivational tools like bonuses and awards and This, in turn, is beneficial for the company through increased production and productivity.
DeleteReference
Sabir, A. (2017). Motivation: Outstanding Way to Promote Productivity in Employees. American Journal of Management Science and Engineering, [online] 2(3), p.35.
Shahzadi, Javed, Pirzada, Nasreen & Khanam (2014) state that “Organizations in this dynamic globalized world are continuously trying to develop and motivate their employees to help achieve enhanced performance with various Human Resource applications and practices. Reward management system is the highly used practice for the enterprises to achieve the desired goals”.
ReplyDeleteShahzadi, I., Javed, A., Pirzada, S.S., Nasreen, S. and Khanam, F. (2014). Impact of employee motivation on employee performance. European Journal of Business and Management, 6(23), pp.159-166.
According to Franco-Santos and Gomez-Mejia, (2015) Human Resource Management relies heavily on reward systems. Their mission is to recruit brilliant people, encourage them, and retain those who are a better match for the firm and Reward systems have a direct (and often the most important) influence on the expense side of an organization's financial statement.
DeleteReference
Franco-Santos, M. and Gomez-Mejia, L.R. (2015). Reward Systems.
Shahzadi, Javed, Pirzada, Nasreen & Khanam (2014) state that “Organizations in this dynamic globalized world are continuously trying to develop and motivate their employees to help achieve enhanced performance with various Human Resource applications and practices. Reward management system is the highly used practice for the enterprises to achieve the desired goals”.
ReplyDeleteShahzadi, I., Javed, A., Pirzada, S.S., Nasreen, S. and Khanam, F. (2014). Impact of employee motivation on employee performance. European Journal of Business and Management, 6(23), pp.159-166.
According to Franco-Santos and Gomez-Mejia, (2015) Human Resource Management relies heavily on reward systems. Their mission is to recruit brilliant people, encourage them, and retain those who are a better match for the firm and Reward systems have a direct (and often the most important) influence on the expense side of an organization's financial statement.
DeleteReference
Franco-Santos, M. and Gomez-Mejia, L.R. (2015). Reward Systems.
There's a theory called Vroom’s Theory described in Ramlall, S., (2004) Essentially, the theory argues that the strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual (Robbins cited in Ramlall, S., 2004).
ReplyDeleteAccording to Parijat and Bagga, (2014) Victor Vroom is a process theory of motivation, It investigates the cognitive processes that influence the motivation of employees in businesses. This brief work attempts to investigate this theory, highlighting its qualities, benefits, and drawbacks in the context of business management, It has also been determined that, despite its flaws, the Expectancy Theory is beneficial in many ways. Parijat and Bagga, (2014)
DeleteReference
Parijat, P. and Bagga, S. (2014). Victor Vroom’s Expectancy Theory of Motivation – An Evaluation. [online] Available at: http://irjbm.org/irjbm2013/Sep2014/Paper1.pdf.
Dear Upul , Good post, Improving the employee’s psychological needs will motivate the employee to trigger changes related to well-being and health, which leads to satisfaction, therefore it will maximize employee performance which contributes to organizational growth (Hammoud, & Osborme, 2017).
ReplyDeleteAccording to Olafsen, Deci and Halvari, (2017) Studies and theoretical models detailing the order in which basic psychological requirements enable motivational regulation arose originally from studies demonstrating that promoting need fulfillment, particularly competence and autonomy needs, improved intrinsic motivation.
DeleteReference
Olafsen, A.H., Deci, E.L. and Halvari, H. (2017). Basic psychological needs and work motivation: A longitudinal test of directionality. Motivation and Emotion, 42(2), pp.178–189. doi:10.1007/s11031-017-9646-2.
Good Blogging and I would add, Armstrong (2014, p.391) define Performance Management as “A systematic process for improving individual, team and organizational performance” and “The continuous process of improving performance by setting individual teams and goals which are aligned to the strategic goals of the organization, planning performance to achieve the goals, reviewing progress, and developing the knowledge, skills and abilities of the people”
ReplyDelete
DeleteAccording to Cardenas-Cristancho et al., (2021) IT also focuses on the continuous improvement demand, which focuses on the organization's culture and incorporates all of the organization's capabilities and constituents, rather than the reform demand, which focuses on the system of rules and procedures, and administrative development demand, which focuses on training and developing human resource skills.
Reference
Cardenas-Cristancho, D., Monticolo, D., Muller, L., Lhoste, P. and Cardenas, D. (2021). Continuous Improvement process model: A Knowledge Management approach CIGI 2021 Continuous Improvement process model: A Knowledge Management approach. [online] Available at: https://hal.archives-ouvertes.fr/hal-03288224/document.