Motivation Theory Of Employee Motivation

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For many years, researchers have presented with many different theories to give explanation about motivation and its importance. Some theories comprise of ERG theory, Expectancy theory, Maslow theory, path-goal theory, and many others. Each theory has a distinctive explanation about motivation. Each different researcher had either classified or identified categories of human expectations with relation to the motivation theories.
Researchers identified two forms of motivated behavior as intrinsic motivation and extrinsic motivation, Vallerand, (2012). As for intrinsic motivation, is a behavior based on satisfaction and internal value. With regards to extrinsic behavior, it is when a person engages in behavior based on external rewards; while
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(2011), suggested that intrinsic motivators were essential to get the best efforts from employees. Employee motivation is directly related with both employee performance and commitment as both utilizes motivational tools that indicate to facilitate commitment and performance as ideal factors when ascertaining the success of an organization, Nawab et al., 2011; Shahid & Azhar, (2013; Vallerand, (2012).
Employee motivation single-handedly could be a promising fundamental determinant of job performance, Lin, Yu, & Yi, (2014). When fundamental elements of employee motivation are present, organizations may possibly be more efficient, Korzynski, (2013). In Giauque, Anderfuhren-Biget, and Varone (2013) it was proposed that motivated employees determined the level and extent of the performance of the organization and that leaders accepted and understood the importance of motivating its employees but have different opinions on what accurately motivates employees, Pinto, (2011).
Pinto outlines three aspects when determining motivation as follows: (a) the internal energy that moves the individual, (b) the persistent force in the direction, and (c) the direction that group takes. Motivation is driven from desire, individual need and expectation, Pinto,
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The SDT focused on three types of motivation serving as a continuum: (a) a motivation (AM), (b) extrinsic motivation (EM), and (c) intrinsic motivation (IM), Deci & Ryan, (2008). Employees are in the AM stage when they consider they have no regulations over actions and become uneasy about achieving goals because of the lack of competence, employees were not self-determined , Naile & Selesho, (2014). However when employees reached at the middle of the continuum, EM, employees engaged in particular behaviors such as ; external rewards or to keep away from discipline and be reprimanded to attain an end state that was different from the primary behavior , Naile & Selesho, (2014). While the state of IM intentions that derived from personal concern and the inherent gratification, people were self-determined, Vroom, (1964).
Likewise, as to Vroom's (1964) expectancy theory, the respective employee's interest and the needs of employees were part of this theory. According to Khan, et al (2011), employee motivation is a general concern and leaders need to reflect about some factors to understand what motivates and what does not motivate employees. The effects of an employee's type of work, work environment, coworkers, superior, and wages could affect the degree of

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