1. INTRODUCTION The purpose of submitting this report is that a critical review have been done on the journal ' The impact of employee motivation on organizational performance (A study of some selected firms in Anambara State Nigeria), which is using primary data for the research. Employee motivation is a widely researched area. This is due to the positive effects motivation has on organizations and their performance. Research shows that motivated employees tend to display more positive work attitudes than employees who are not motivated.
Abstract: The purpose of this paper is to identify the factors that effects employee motivation and examining the relationship between organizational effectiveness and employee motivation. A mold was designed based on the literature, linking factors of employee motivation with employee motivation and organizational effectiveness. The literature and various studies concluded that factors. Empowerment and recognition have positive effect on employee motivation. More the empowerment and recognition of employees in an organization is increased, more will their motivation to work will enhance.
Therefore motivation induces people to do their work in order to achieve the individual and organizational goals. In other words, it is that which instills in the individual a will to act in performance of a job. Motivation is thus a will to act and perform in order to
Since the employees are motivated, it will keep them energized and they become hard workers. When employees are highly motivated, they produce great results, therefore organization will have more achievements. Motivation can be classified into two types, external and internal motivation. One of the external motivations that make an employee to stay in the organization is salary. However, salary is not enough to get employee's effort out.
Whether employees are happy and pleasing their needs at work environment. Many measures claim that employee satisfaction is a factor in employee motivation and goal. 2.2.2 Decision-making It is important to bring employees on a board in the decision-making process, but create realistic expectations in the process. 2.2.3 Work Environment and Flexibility Employees doing the right job for their personality and skill set, and performing well at the job greatly increases employees motivation and satisfaction. A safe and non-threatening work habitat are necessary to maintain a high level of work motivation.
Motivation can be described as a functioning development that occurs when interior compensations are earned through an interesting and challenging work, the activation of the workers to achieve the company’s business goals and the effort to create appropriate incentives for cooperation between the employees so as for them to accomplish the objectives set by the company. Τhere are factors of particular importance to the definition of motivation in the workplace which will lead to a higher performance
The concept of motivation is broad and subjective, thus the definitions differ from one person to another. The notion is complex and hard to clearly define or explain since it is used in more than one area; however we will focus on the motivation of men and women at work, and mainly in companies. When entering the working market, each individual has different motives to wake up every day and exercise their profession. One can easily argue that the MAIN motive is earning money, and that every one of us works towards that unique goal, which could be, rationally speaking, true in the facts. But the most interesting part lays in the following questions: What, in a company, motivates employees to work harder?
It motivates employees to take initiative in order to be credited for their success and outcomes. The need for power is what plays the predominant role in success (Miner 1992). This motivates people with a drive for leadership who like to take charge and enjoy competition as it is seen as the key to managerial success. Those with a high need for affiliation are motivated by harmonious relationships with their fellow workers and by acceptance. Usually these types of people work better in teams and with others as it satisfies their social needs.
On the other hand, intrinsic or motivators factors can motivate employee and lead to job satisfaction if lack of motivators, employees may not be satisfied but not dissatisfied. Questionnaire Design and Research Questions To answer the research question, I have chosen a mix of qualitative and quantitativemethodologies. The qualitative research is increasingly
These factors are achievement, recognition, challenging work, advancement and growth in the job.  Motivated personnel’s performance will be good and hence result in good ratings in performance appraisal. According to Lyman W. Porter and Edward E. Lawler there is a complex relationship between motivation, satisfaction and performance. According to them, performance is a function of three important factors, viz: 1. If an employee wants to perform, he must be motivated.