The goal theory The goal theory of motivation developed by Edwin A. Locke suggests that individuals are motivated when they are specific GOALS. The goal theory therefore primarily concerned with employee motivation. Participation in goal setting is essential, as is feedback on performance. Locke proposes that difficult but based on agreement. Overall, the important aspects of Locke’s goal theory are: 1.
Organizational Stress and Leadership Organizations experience change constantly whether they planned for it or not. According to Tavakoli (2010), stress and resistance are not inevitable reactions to organizational change. Rather, what makes organizational change stressful or susceptible to the resistance of employees is the way people are treated during the implementation of the change. There are some situations where the change is forced, for example when a market shifts due to political agendas and the organization’s services or products are no longer desirable. This type of organizational change can cause companies to downsize and/or lay-off employees to cut costs (Lussier & Achua, 2015) which causes leadership and employees tremendous stress.
According to Thompson et al., management’s crucial tool for creating organizational engagement and commitment is the appropriate design of the reward structure. Barrier. M argues that performance recognition has a greater impact on motivating low level employees than monetary remunerations. Thus, expressing appreciation is more significant for employees and has a higher motivational impact. In fact, the real question that managers should be asking themselves is which type of rewards maximizes employees’ motivation for a better job performance?
1.4 Teamwork-oriented performance The main reason for preferring the teamwork-oriented performance is to ensure the realization of business objectives with high returns in a short period of time. Hence, high performance teams are formed with a mission. In other words, teams with high performance level reveal why they exist as a team by establishing their own set of rules and norms over time. Teams with high performance positively affect efficiency as well as the motivation of its team members. Organizations are more efficient when employees have high organizational commitment.
I will also look at how this research can improve the organization’s marketplace position from an HR perspective. Motivation Motivation is one of the important function of HR in an institution which every institution must practice as this brings about high performance, as a result increase in productivity which will also in turn increase the profit turnover of the organization. When a person is motivated the degree at which the person works is amazing because it affects the person psychologically and this makes them work with more persistence and vigor. Every employer must know that, it is very vital for any institution that its employees are motivated, because if employee motivation level is at a robust point than they can make good performance to get organizational goals. In Ghana most employee motivation is very incomplete area, therefore it is the obligation of supervisors to take concrete and active steps to building motivation level of employees.
Motivation can be intrinsic or extrinsic. Intrinsic motivation is when you want to do something. Extrinsic motivation is when somebody else tries to make you do something Intrinsic Motivation: Intrinsic motivation means that the individual's motivational stimuli are coming from within. The individual has the desire to perform a specific task, because its results are in accordance with his belief system or fulfills a desire and therefore importance is attached to it. Our deep-rooted desires have the highest motivational power.
Does motivation affect productivity at GCB Ltd? Research Hypothesis The following hypotheses were tested in the study; Hypothesis 1: Reward has a positive and significant influence on employees’ performance. Hypothesis 2: Recognition has a positive and significant effect on employees’
Beckton 1. Employees of this organization are characterized by high reluctance and strong lack of job satisfaction. There is a general dissatisfaction among them, that can be seen poor communication between the management and workers, and Human Resource seems to not understand the benefits resulting from the motivation of employees. The diagnosis of these problems will allow the organizations on the exact analysis of the reasons cause dissatisfaction, if management board understands how important it is job satisfaction will allow them to create a motivation system, which should effect on improvement of job satisfaction and following on the job performance. The creation of such a motivation system through rewards and development will have a positive impact on the development of motivation level and job satisfaction and following on the job performance.
The importance of motivation can be explained as follows: Motivation is one the crucial factor. It determines the effectiveness and efficiency of the organization with the help of desire in the minds of the employee to achieve the objectives of the organization. Motivation can be defined as an integral part of the management process. • Effective and efficient use of physical resources depends on the ability and readiness of work force. Thus, a team of highly motivated employees greatly helps in making optimum use of productivity.
Labor turnover and absenteeism increments are another disadvantage in a diverse workplace (Nadeem Iqbal et al., 2014). Workforce diversity increases labor absenteeism and turnover in the organizations for employee productivity and satisfaction. Employees who recognize themselves as valued associates of their organization are harder working, involved and inventive (Eugene Saltson et al., 2015). Unfortunately, minority-group associates often feel less valued than do majority-group members due to ethnocentrism, typecasting and prejudice (Badreya al-Jenaibi, 2011).The Mismanagement of diversity in the form of denied access or negative treatment can have undesirable significances, such as motivation and inhibiting