Organizational Factors: The Effects Of Motivation On Employees Performance

2.2.3.2. Employees’ Motivation

Motivation refers to the forces within a person that affect his or her direction, intensity and persistence of voluntary behavior. Motivation is the willingness to exert high level of effort towards organizational goals continued by the efforts, ability to satisfy some individual needs (McShane & Von Glinow, 2003). It is the stimulation of any emotion or desire operating upon one‘s will and prompting or driving it to action (Robbins S. , 2003). Therefore motivation induces people to do their work in order to achieve the individual and organizational goals. In other words, it is that which instills in the individual a will to act in performance of a job. Motivation is thus a will to act and perform in order to

The Effect of Motivation on Employees’ Performance

Motivation is a key determinant of employees’ performance and a poorly motivated force will be costly in terms of excessive staff turnover, higher expenses, negative morale and increased use of managements time (Jobber, 1994). Tyilana (2005) suggests that three motivational factors such as achievement, recognition and work itself cause job satisfaction and employees’ performance. Employees want to earn reasonable salary and payment, and employees desire their workers to feel that is what they are getting.

The previous researches, it is seen that factors that affect the employees of different organizations in a negative way are- insufficient wage and job security, limited training programs, lack of new opportunities etc. Moreover, with the pace of time several other factors have been revealed those are negatively affect employee motivation and performance. That is why there are different researches made by researchers to determine the factors that motivate the employees in a positive way and as a result of these researches too many factors have been found (Mak & Sockel,

Empirical evidence has shown that rewards for performance is a strong management tool that can be used to create a high-performing organization as it motivates individuals to perform better as their contribution and efforts are being recognized, valued and appreciated. Research has shown that monetary rewards and incentives play an important role in attracting and retaining top-performing employees. Trahant & Yearout, (2006), suggested that employers have to ensure that meaningful rewards and incentives are set aside for outstanding performance of employees.

Generally, incentives are regarded as variable payments made to employees or a group of employees on the basis of the amount of output or results achieved. Alternatively, it could be payments made with the aim of pushing employees’ performance towards higher targets. Incentives could also be defined as compensation other than basic wages or salaries that fluctuates according to employees’ attainment of some standard, such as pre-established formula, individual or group goals, or organizational earnings (Martocchio,