Research shows that motivated employees tend to display more positive work attitudes than employees who are not motivated. Therefore it is important that organizations identify these factors that affect employee motivation. The first section analyses the summary of purpose, rationale and related literature of this study. The
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
Even a most capable person refuses to work hard in the absence of an encouraging environment. Motivation nudges us to transform our intentions into actions and start something which is new or restart something afresh we’ve put a pause to. Moreover, it can control any decision to persist at a specific goal in case of distractions and other priorities. Thus, motivation leads to put-in more or less cognitive strength to boost both the quality and quantity towards work performance. Performance gaps are created due to the lack of motivation and exist in various forms like – when employees start ignoring to initiate something new, discontinue doing something familiar or important, resist doing something challenging or out of their comfort zone, and shifting their attention to a task which is less valued We must take a crucial note that there is no direct influence of motivation on work performance.
Abstract: The purpose of this paper is to identify the factors that effects employee motivation and examining the relationship between organizational effectiveness and employee motivation. A mold was designed based on the literature, linking factors of employee motivation with employee motivation and organizational effectiveness. The literature and various studies concluded that factors. Empowerment and recognition have positive effect on employee motivation. More the empowerment and recognition of employees in an organization is increased, more will their motivation to work will enhance.
Job enrichment can be defined as the process by which jobs are redesigned for workers so that they can be in control of their duties and also perform more tasks to develop personal skills. An important aspect of job enrichment is job redesign and it deals with the modification of the tasks assigned to workers in an organization. The case study that will be analyzed for Job enrichment theory in this paper is the expanded HIM functions. In order to fully employ Job enrichment in an organization, the motivational goals must be put in place. Goal setting is a medium in which managers can help to motivate workers to be more efficient while performing their tasks.
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
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?
It motivates employees to take initiative in order to be credited for their success and outcomes. The need for power is what plays the predominant role in success (Miner 1992). This motivates people with a drive for leadership who like to take charge and enjoy competition as it is seen as the key to managerial success. Those with a high need for affiliation are motivated by harmonious relationships with their fellow workers and by acceptance. Usually these types of people work better in teams and with others as it satisfies their social needs.
Motivation can be characterized as strengths acting together or inside an individual to start a behavior. Motivation is the key that may make you enjoy your work truly (Ball). Going back to the cost of pay secrecy, it impacts on individual’s performance. Employee motivation is reduced because of pay secrecy and its effects on task performance. However, most of these are speculations has there are very limited research done on this matter (Colella et al., 2007 & Bamberger et al., 2010).
However, salary is not enough to get employee's effort out. Theory of Herzberg confirms that salary will not always make employees to be highly motivated, even if they are satisfied with salary's amount. In order to get better efforts from the workers the managers has to create motivation energy in the workplace. Managers should have a clear idea that the two types of motivation are needed for the employees. When it comes to external motivation, for instance, when there are many workers in small office, the workers will feel suffocated so fewer outcomes will be resulted.