1. INTRODUCTION The purpose of submitting this report is that a critical review have been done on the journal ' The impact of employee motivation on organizational performance (A study of some selected firms in Anambara State Nigeria), which is using primary data for the research. Employee motivation is a widely researched area. This is due to the positive effects motivation has on organizations and their performance. Research shows that motivated employees tend to display more positive work attitudes than employees who are not motivated.
Introduction In today’s business, maximization of profits represents the principal feature of business operations. In order to achieve the highest profits, companies have to manage their human resources effectively. Thus, employee’s motivation has emerged as a critical component, it holds the key to the success of a company. Therefore, human resource managers must motivate their employees to let them perform to their best and achieve the organizational goals. Motivation is the force that pushes us to do things: It is a result of everyone needs being satisfied so that employees have the inspiration and ability to complete the respective task given.
But first we need to know how employees feel motivated in work place. Motivation is a basic psychological process (Olusegun, 2012). According to the journal by Olusegun 2012, motivation is a crucial factor of our behavior along with perception, personality, attitudes and learning. Motivation is the “willingness to exert prominent levels of effort toward organizational goals, conditioned by the effort’s ability to satisfy some individual need” (Ball). Motivation can be characterized as strengths acting together or inside an individual to start a behavior.
Moreover, the person who feels good in a workplace will not look for another job even if the salary is insufficient. Achievement motivation works as a support for personal goals to manifest themselves said Ratcliffe (2013) in The Guardian magazine. Furnham (2012) has the same point of view. He writes that job enrichment is defined as an attempt by management “to design tasks in such a way to build in the opportunity for personal achievement, recognition, challenge and individual growth.” Some possible methods to improve achievement motivation are developing competition between the stuff, creating a website with the list of the best employees, designing a book of complaints and suggestions or even giving a free parking place to the outstanding
In today’s working society, remuneration such as pay raise, bonuses, incentives and other monetary benefits given are motivating factors that are presented and given to employees when they meet certain kind of standards set by the companies. It has been recognized and put into effect by a lot of private companies and government organization in the world and is regarded as a main motivation factor in the working environment today. ‘It is seen widely as a platform to increase employees’ individual performance as well as company’s productivity and earnings’ (Frey, B. 2002, pg.57). This essay will argue and address how remuneration is not the only main factor that motivates the employee.
Motivation can be described as a functioning development that occurs when interior compensations are earned through an interesting and challenging work, the activation of the workers to achieve the company’s business goals and the effort to create appropriate incentives for cooperation between the employees so as for them to accomplish the objectives set by the company. Τhere are factors of particular importance to the definition of motivation in the workplace which will lead to a higher performance
Motivation, increases level of performance, productivity & creativity in the organization. It increases the satisfaction of employees and willingness to work harder, increases efficiency & effectiveness. Motivated employer shows loyalty towards the organization & absenteeism is lower and lower labor turnover. 2.2 WHAT DRIVES OR MOTIVATE AN EMPLOYEE? (ACTUAL CRITERION) When you wake up in the morning, what is the passion that fuels you to start your day?
The motivation of 21st century workforce is not limited up to financial incentives. The managers need to provide more autonomy to the workforce to keep them motivated (Esterly, 2010). The autonomy provided to the workforce help in improving the internal work-environment of the organization. The autonomous work environment make employees more responsible and it also reduces the employee attrition rate. The
Indeed, stimulating consistency is a key element of motivating employees and thereby increasing the overall productivity of organizations. Good work environment has one important tool for motivating employees is praise. Managers must learn how to improve this effective method of worker motivation. Work environment needs to focus on a wide range of issues. Creating better and higher performing work environment requires an awareness of how work environment impacts performance.
1 INTRODUCTION In contemporary human resource literature, it is a widely accepted believe that promotion of the motivation of workers in both private and public organisations leads to a higher quality of human resources and increase in performance. Consensus is also growing among managers about the significance of combining good human resource performance approaches on motivation incentives to encourage good performance. An institution’s overall success in achieving its strategic objectives relies heavily on the performance level of its employees. Employee performance is a function of ability and motivation, where ability is comprised of the skills, training and resources required for performing a task and motivation is described as an