Employee Motivation Report

Organizations and corporate bodies throughout the world tend to measure their success and assess their productivity or how much revenue they are generating through many factors. One very important factor is their employee motivation level. The word motivation has so many definitions and understandings among individuals either on a personal level or from an organizational point of view. One common meaning of motivation is describing it as the processes that accounts for an individual’s intensity, direction, and persistence of effort toward attaining a goal1.

In the real world however, organizations tend to overlook motivation to a large extent that they seem to be blinded to the fact that this could be a double edged sword. What about demotivated

Theses factors could be financial, social or organizational factors. In her article she explains that financial factors could be such as the income that the employee receives is lower than expected, or social factors such as the external environment related to the organization indirectly such as the transportation of employees and the conditions of people doing the same job in other organizations. The third and most relevant factor to focus on in this paper is the internal organizational factors. She divided this factor to two categories the first relating to organizational transition where the trauma experienced by employees in firms that are merged or acquired, cultures clash, and coworkers who seem like decent contributors are let go merely because their positions have become redundant. Even in organizations that have not merged or been acquired, employees have learned (from first hand experience in past jobs or vicariously from their neighbors, friends, or relatives) about the stress and anxiety associated with organizational transition. This transition has been shown to have a great effect on employee demotivation due to the unsettled environment they are working in. The example in this paper of the organization portrays a fitting description of a government body that went through an organizational transition through a merge and as a result it had an effect on

Another study by Yaghoubi, Pourghaz and Toomaj (2014) tried to quantify effects of perceived organizational support on job burnout. One of the above factors the POS was linked to burnout, which in turn leads to demotivation. The Results in this study showed that between perceived organizational support and job burnout there was a significant negative correlation. This means that however increases the perceived organizational support in organization burnout is reduced. They further reiterated the effect of burnout on employees by mentioning that it causes employee absence from work, reduction of work quality, a cause of interpersonal conflicts with colleagues, a high turnover rate, desertion and finally a physical-mental