When employees have the goals and a time limit to reach their goals, they think creatively to reach their goals in a shorter time span without compromising on quality. These goals should strictly adhere to overall strategic vision of an organization. Human resource policies and regulations affect employees and it is very necessary to design a performance appraisal system which is unbiased and help the employees to feel that they are wanted and are essential part of an organization. Performance should only be expected from the skilled and trained employee, therefore, it is crucial to choose the right candidate for the right job, as employees can only performs better if they know their job i.e. they possess the required skills to perform that job.
It is an important component in setting and achieving goals an analysis show that it affects one’s self level of motivation and self control. DEFINATION OF MOTIVATION • Motivation refers to the way in which urges, drives, desires, aspirations, striving or needs direct, control or explain the behavior of human being – McFarland. • Motivation is the process that account for an individual’s intensity, direction and persistence of effort toward attaining a goal-Stephen
The concept of motivation is broad and subjective, thus the definitions differ from one person to another. The notion is complex and hard to clearly define or explain since it is used in more than one area; however we will focus on the motivation of men and women at work, and mainly in companies. When entering the working market, each individual has different motives to wake up every day and exercise their profession. One can easily argue that the MAIN motive is earning money, and that every one of us works towards that unique goal, which could be, rationally speaking, true in the facts. But the most interesting part lays in the following questions: What, in a company, motivates employees to work harder?
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
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.
It allows managers to know what employees need in order for them to fulfill their needs and also what they really want that will gradually help them to be more motivated. The above sources as well as case studies shows that there are indeed problems that affects the performance of the employees as well as the company if remuneration is the only motivational factor that a company decides to adopt and execute. Employees often find themselves less motivated and less productive when remuneration is the only motivating factor that the company provides. It also allows managers to know that there are different kinds of motivational factors apart from remuneration. Personal engagements, interpersonal relationship, praising employees are some of the ways that contributes to the employee’s motivational level.
Employee's performance is the result of satisfaction and performance can be considered as a determinant of satisfaction. They explain if a higher level of motivation that employee feel more involved to perform its assigned tasks, easier reaches goals and when it reach this feels fulfilled. Since most of the time they spend at work need to feel a satisfaction at the place. Roberts (2005) stated independently that organizations that could have a systematic process build into the company's policies or practices, and by creating the environment that constantly promote and apply the right motivational catalyst on the employees, would certainly yield the desired effect on having higher productivity and creativity from the employees. Herzberg (1976) explain connection between motivation to work and job satisfaction based on two types of factors.
Furthermore, the personality issues also influenced the job satisfaction of the employees. These attitude and personality will be reflected on the behaviors of the employees. In the company, there are many reasons why managers should consider about the job satisfaction of the employees. First of all, job satisfaction creates the organization citizenship behavior. Organization citizenship behavior defined by Organ (1988) as “Individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and in the aggregate promotes the effective functioning of the organization” The commitment behavior from the satisfied employees will influenced toward the work environment and work attitude.
The first step is to recruit the right people for the right job, the next step is to clearly define their roles and responsibilities and the third step is to enable them to do the job well. What and why Motivation and Career Development are Important? What is motivation? A motive is defined as something that causes a person to act in a certain way. On another level, it can be defined as an internal drive to satisfy an unsatisfied need (Higgins, 1994).
The roots of this theory are based on the premise that conscious goals affect action. Goals are considered here to be the object or aim of an action. As a terminology used in performance management, the goal setting applies to objectives, key performance indicators and targets as well. The authors of this theory argue that to enhance motivation, thereby generating performance, goals must be challenging (but attainable), specific, self- set (involving employees) and measurable. The study is also based on the motivation theory of Frederich Herzberg in his book ‘The motivation to work’.