Motivation Literature Review

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The purpose of this study was to examine the relationship that exists between employee motivation and job performance and to provide organizations hence providing mangers with useful information on each area. The general assumption is that a sufficiently motivated worker will in turn give his or best towards the attainment of a general consensus. This chapter expansively reviews the collective literature relevant to employee motivation and job performance. Accordingly, the literature review in this chapter includes; (a) two different perspectives of employee motivation, (b) outlook of job satisfaction, (c) and the impact of motivation on job performance. The general method employed in this literature review consists of providing insight from…show more content…
He was the first to show that factors causing job satisfaction were different from that causing job dissatisfaction. He developed the motivation-hygiene theory; he called the satisfying factors motivators and the dissatisfying hygiene factors. According to Sapru (2013), the two factor theory is a theory that relates to intrinsic factors to job satisfaction, while associating extrinsic factors with dissatisfaction. To find the individual’s relation and attitude to work, Herzberg investigated the question: “What do people want from their job?” According to Hertzberg certain attributes tend to be consistently related to job satisfaction and other to job dissatisfaction. For instance, intrinsic factors such as responsibilities, achievement, recognition and advancement seem related to job satisfaction. While, extrinsic factors such as pay, working conditions, policies and supervision seems related to job…show more content…
The most obvious form of motivation for an employee is money; however, there are other motivation factors that must be considered. Each employee within a company is unique and therefore, is motivated to perform for various reasons. Conversely, due to a diverse workforce within an organization, it is important for management to know their staff and understand what drives their performance. Vroom (1964) played an influential role in getting managers and others to think about what motivates employees to perform. He believed that most persons worked for reasons that were not monetary based. For instance, individuals want to obtain skills, recognition, respect and the opportunity to make a valuable contribution to society. In regards to the money as a source of motivation, research indicates that as an employee’s productivity level increases they will have a greater chance of achieving a higher salary which gives the organization a competitive advantage; as high levels of performance automatically translates into high levels of productivity (Adeogun 2008). Nevertheless, studies have shown that pay does not boost productivity on the long term and money does not improve performance
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