It is better that in every organization it must be understood that the most important thing to know is that motivation must be in line with physiological understanding between the manager and the employee. There are the impacts of both good and bad of a coin. In motivation this can be pictured that way. It is how best one can use the motivating factor to harness it in a good way. Indirectly it is talking about job satisfactory, although a worker may have an attitude problem.
Research shows that motivated employees tend to display more positive work attitudes than employees who are not motivated. Therefore it is important that organizations identify these factors that affect employee motivation. The first section analyses the summary of purpose, rationale and related literature of this study. The
Introduction “Pay is the single most important motivator used in our organized society, [...] but what we know very little about when pay is an incentive”(Haire, Ghiselli, & Porter, 1963, p.30). Work is a big part of our life. In this context, work is the accomplishment of specific tasks in exchange for compensation, such as money or other incentives. These types of rewards are considered as extrinsic because they don’t come from internal source to the individual and that’s what explains that very often the ratio of the quality and the quantity of employees work performance is not clear. Hence, the issue to organizations is to identify the new factors that motivate employees and increase job satisfaction in order to be more competitive.
It may come from within, such as from people’s curiosity, interests, abiding values or care. On the other hand, it may also come from external factors such as grades, rewards, opinions, and the like. Individuals who are intrinsically motivated have high chances of being able to sustain their creativity and their passion for anything that they are doing, and being able to sustain their effort in doing a task. Effort in doing a task will lead to performance and performance will lead to rewards (Vroom, 1964). These rewards that they will get may be intrinsic or extrinsic, and may be either positive or negative.
The authors also encourage involvement of employee in the design of performance related reward system in ensuring employee’s needs and expectation are fulfilled and resulted in higher work performance. The authors did not present the problems associated with conducting performance appraisal which can cause a total failure of performance based related reward
Intrinsic motivation being employees are interested on the work because it is personally interesting, rewarding, challenging. Job satisfaction and the achievement of your personal goals are some examples of intrinsic motivation. Extrinsic motivation being employees work solely for the reason to receive a reward or the outcome. Extrinsic motivated employees are more concerned about the end results (pay raise, benefits, and promotions) than
We will acknowledge and interpret the definitions of intrinsic and extrinsic motivation in relation to contemporary research and theory. The term ‘intrinsic motivation’ is, defined as when we act without any obvious external reward. We simply enjoy an activity or see it as an opportunity to explore, learn and actualise our potential. (Coon and Mitter, 2010). Whereas extrinsic motivation is defined as our tendency to perform activities for known external rewards, whether they be tangible (E.g., money) or psychological e.g., praise) in nature (Brown, 2007).
Productive and motivated employees are the backbone to any successful organisation. While there are many recommendations for firms to utilise intrinsic and extrinsic rewards to motivate and improve employees performance, this paper will only examine the relationship between pay-for-performance and employee performance. This paper will first examine the underlying economic framework, efficiency wage model, for pay-for performance or incentive pay. Next, this paper will review empirical evidences that support the use of efficiency wages and the recommendations on the monitoring of employee’s performance. As Fair Work Commission Australia, it is crucial that policy recommendations aim to improve productivity of the firms while minimising involuntary
Impact of Employee Motivation on Performance (Productivity) In private Organization LITERATURE REVIEW Nupur chaudry,dr.bharti shrarma, (2012) investigated that the impact of employee motivation on performance (productivity) in private organization and they determine that the motivation is the most important factor that can influence and impact organization efficiency. The findings in article is that in organization all facilities will going to be failed if the employees are unable to utilize the facilities with efficiency. In organization every superior must need to motivate its subordinate for the right types of behavior and attitude. The human being in the organization that can be dependent on the factors of capability in the motivation.
'When desire is satisfied, worker are motivated'. “Attitude is a little thing, which makes a big difference….” DEFINITION OF ATTITUDE “Attitude is a tendency of a individual towards a certain idea, product, person or a situation. It is a measuring tool to measure individuals mind set.” FACTOR WHICH AFFECT ATTITUDE OF EMPLOYEE • Biased environment If organization becomes biased towards some selective employee, it create a negative environment in company. It may lead to negative attitude from other