Introduction

EMPLOYEE MOTIVATION

Introduction

Employee motivation shows a key part of all private and public organizations. The organization depends on employee performance. It also obtains an understanding of what motivates an employee to work better for the overall benefits of the organization. Some employees are money motivated while others find recognition and reward personally motivating. Motivation levels within the workplace have a direct impact on employee productivity. The workers who are motivated and excited about their jobs carry out their responsibilities to the best of their ability and job performance increases as a result.

Motivation is considered a key driver of performance because it is linked to numerous benefits at work (Pinder 2008). Motivated employees are more engaged in their work (Rich 2006), their performance is of higher quality (Cerasoli et al. 2014) and they profit more from occupational training (Massenberg et al. 2015). Additionally, they are more strongly committed to their work, work longer hours, pick more challenging goals to achieve (Becker et al. 2015), and are more willing to share knowledge at the workplace (Lin2007). Due to its positive consequences, motivation plays a central role in the field of management, both in theory and management practice.

Job performance is viewed as a function of three factors and is expressed with the equation (illustrated in figure 1.0). Below. (Mitchell, 1982). According to this equation, motivation, ability, and environment are the major influences over employee performance.

Figure 1.0 Performance is the function of the interaction between an individual’s motivation, ability, and environment.

(Source: Mitchell 1982).

Motivation is one of the forces that guide performance. Motivation is defined as the desire to achieve a goal or a specific performance level. Motivation is clearly important for someone to do well; however, that is not enough. Having the skills and knowledge needed to do the job is also important, and sometimes it is the main determinant of productivity. Finally, environmental factors such as obtaining the resources, information and support one needs to determine performance are critical. At different times, one of these three factors can be the key to high performance. For example, the most important factor that determines performance may be the motivation for an employee to wipe the floor.  In contrast, Even the most motivated person will not be able to successfully design a home without the skills needed to build quality homes. Motivation is not the same as high performance and is not the sole reason why people perform well, but it is nevertheless a key influence over our performance level

List of Reference:

Mitchell, T. R. (1982). Motivation: New directions for theory, research, and practice. Academy of Management Review, 7, 80–88

Rybnicek, R, Bergner, S. and, Gutschelhofer, A. (2017). How an individual needs to influence motivation effects: Department of Corporate Leadership and Entrepreneurship, University of Graz, Austria.