Firstly, employers in workplace try to increase productivity through compensation. Increase in compensation will increase the motivation of the employee and hence they will work hard to achieve the goals. Secondly, employers can focus on job satisfaction of their employees. Job satisfaction means treating them fairly and ensuring that they are involved in projects and are integral to the firm. Ensuring job satisfaction is one of the main ways to increase productivity.
Motivation is the word derived from the word ’motive’ which means needs, desires, wants or drives within the individuals. It is the process of encouraging the people to work and do actions to accomplish the goals. In the work goal context the psychological factors rousing the people’s behaviour can be- Drive towards money. Ambition Respect and recognition Job satisfaction Team work, etc One of the most important functions of management is to interest the employees and motivate them to do the best in their work. Therefore, the leader needs to arouse this interest in the employees and make them work to the best of their capabilities.
A person will only perform at a certain level if they believe that the performance will lead to a given expressed outcome. Instrumentality can be described as the thought that if an individual performs well, then a valued outcome will come to that individual. This well explained by the instrumentality theory Reward has therefore been seen to be a vital instrument in employee performance. This is because a well rewarded employee feels valued by the company. The employee is thus encouraged to work harder and better if they are aware that their well-being is taken seriously by their employers, and that their career and self-development are also being taken care of by their company thus increasing employee performance, Condly et al,(
Therefore, this is such a powerful way to motivate the employees. Besides monetary incentive, there are some other stimuli which can motivate a person to have a better performance. This includes job satisfaction, job security, job promotion, and pride for accomplishment. The followings are the need of the incentives: to increase productivity, to drive or arouse a stimulus work, to enhance commitment in work performance, to inculcate zeal and enthusiasm towards work, and to get the maximum of their capabilities so that they are exploited and utilized
An individual’s ultimate goal in life is to be happy, every individual will have their own idea of what happiness means to them and will be motivated towards creating that happiness. For example the sales worker was motivated to work hard to win the big sale as he would gain job satisfaction and commission. 1.2 Motivation in the workplace is determined by a large number of factors Interest in the work – If an individual likes the context of their work they will be more motivated
Rewards are positive outcomes that are earned as a result of an employee’s performance. Some researcher agreed that employees are motivated to achieve organizational goals if there are high rewards as an outcomes. Extrinsic motivation is based on tangible rewards. Unlike intrinsic motivation that is self-administered, extrinsic motivation is external to the individual and is typically offered by a supervisor or manager who holds all the power in relation to when extrinsic rewards are offered and in what amount. Extrinsic rewards are usually financial in nature, such as a raise in salary, a bonus for reaching some quota or paid time off.
Having the satisfaction of completing a task and feeling pride and personal growth has been related to intrinsic motivation. Different from internal motivation, there is external or extrinsic motivation. Extrinsic motivation means that one participates in behavior or performs a task to earn a tangible award or avoid punishment. Unlike intrinsic behavior, people may engage in this type of motivation even if they don’t find it satisfying. In terms of employment the types of motivation and the goals trying to be reached are defined and executed differently by various employees.
Another scholar who had similar view (Zaman 2011), argued that human resource provides basis for an organization to achieve sustainable competitive advantage. Since organizations are now operating in a competitive environment, they have to motivate their employees well enough to perform efficiently and to be highly productive in the workforce. These organizations need employees who have high level performance and high level of productivity to achieve the goals of the organization, they need individuals that will provide the products and services and to succeed in the competitive benefit. The subject of employee performance cannot be over emphasized, most people say that workers will not perform their best unless there is a motivation behind it. Different researchers have come up with different ways to motivate employees but human beings are different and all have various reasons and beliefs that motivate them, some employees are motivated by only financial incentives, some are motivated with only non-financial incentives and while some are motivated by
It also depends on the success of the business itself including employee relations, environment and successful explanation of company’s objectives. It is extremely crucial for the organization that workers perform well by demonstrating Organizational Citizenship Behaviour (OCB). Nowadays firms have to be very competitive, innovative and respond instantly to changes in the market and for this they need hard-working and dedicated employees. OCB encourages behaviour such as helping others at their job, suggesting improvements and putting in extra time and effort to complete the job effectively and efficiently to meet deadlines. Leader-member exchange highly improves job quality and fulfilment and aids in demonstrating OCB.
It also becomes the source of maximizing the affinity to the organization, which ultimately leads to the enthusiasm of the employee about organizational goals. Internal recruitment makes sure that company choose best possible employee internally, which ultimately contribute to achieve strategic goals of organization. Long-run productive and profitable organizational goals increases the importance and need of retaining existing employees. The cost effectiveness is not only the criteria of selecting a candidate internally but it also becomes time saving to select a candidate from already developed pool of candidate. And selecting the candidate from internally developed pool will become a catalyst to upsurge the morale and motivation of employees which leads to the high performanceHeraty and Morley