The effect of motivation on employees performance
Secondary data are in the form of finished products as they have already been handled in a statistical form. This first level of coding aided in summarizing the segments of data.
HRM practices and the within-firm gender wage gap.
Conversely, internal rewards can arise as a result of attaining a level of excellence and success, a sense of accomplishment or making progress towards a goal. The first section comprises of demographic details about the respondents.
The impact of motivation on employee performance in an organization pdf
Also, the research required at least twenty minutes from each respondent, in focus groups of about five participants it was not likely that twenty minutes would be obtained from each of the five respondents since this would extend the duration of the group unreasonably. For reason, monetary incentive motivate employees and enhance commitment in work performance, and psychologically satisfy a person and leads to job satisfaction, and shape the behavior or outlook of subordinate toward work in the organization. It stimulates self-development and creates interest in the job in one hand and minimizes discontent and unrest. It also suggests that motivation is a response by the individual to a self-perception of their behaviour Martin, International Journal of Human Resource Management, 24 4 , — Overall, the main thrust of his argument is that the factors that cause satisfaction are not the same things that cause dissatisfaction. In this context, consistency refers to the steadiness of a specific exhibited behaviour in comparison to other behaviours of the individual. So, companies do not invest in training or development opportunities for older people. Financial incentives have always been a vital motivator. With the findings in these studies, it was concluded that employees are not only motivated by money and that the behaviour of employee is linked to their attitudes Dickson, in Lindner, According to Locke et al , the deductive approach can be defined as a test of theories and conceptual frameworks, which is perceived and hence formulates hypothesis on that basis. It is evident from the above definitions that, in general, motivation is basically concerned with factors that propel certain human actions or inactions over a given period of time provided that the prevailing conditions are present. Subsequently, Oldham and Hackman extended the research to job design, motivation and job performance, while others focus on work motivation based on task-based intrinsic and extrinsic factors Steers and Shapiro, Ekundayo Mr.
It will also enlighten employees and management on different effective ways to motivate employees; how this can be beneficial to the overall performance of the organisation and how the organisation can achieve the efficiency to develop a substantial organisational culture and human resource policies.
Also, the qualitative approach was adopted as it allows for a detailed examination of transcripts gathered from the interviews.
Effect of motivation on employee performance and organizational productivity pdf
The question that arises at this point is whether monetary ways to motivate people are better than non-monetary ways. It can be done to estimate the characteristics of a population. This is the basis for the equity approach to motivation Aldag and Kuuzuhara, International Journal of Training and Development, 13 2 , — Section 2. Likewise, the individual will not be motivated to work if he or she does not believe that his or her behaviour will amount to the desired outcomes or rewards. As an example, performance-based pay increases maximizes performance, especially when paid with money than with fringe benefits. During the early and later stage of life of the employee, the most important tool to motivate the employee by recognizing positive behavior from employees means that those desired behaviors that drive business success will be reciprocated. This means that incentives can significantly increase performance but the authors argue that they should be implemented carefully. The population size of this study is twenty-five which comprises of all the consolidated banks in Nigeria. After data were collected on all the factors, the excel computer programme was used to process and present the results. The Data was being collected used structured questionnaire as a research instrument. Interview Protocols The prospective interviewees were managers chosen from the sample size.
A total of ninety were returned, out of which twelve were discarded because they were not answered correctly. The secondary purpose was to provide some experience at administering a qualitative interview so interviews could be carried out more effectively. In the s, the concepts of motivation were developed.
Similarly, Zhang and Wu indicated that with Job security, an employee gets confident with the future career and they put their most efforts to achieve the objectives of the organization.
Personnel Psychology, 44 151— With the aim of identifying factors associated with motivation, numerous new models of work motivation emerged, which collectively have been referred to as content theories Steers and Shapiro, Now the importance and the need of working condition is so describing or defining the physical environment by identifying those elements or dimensions of the physical environment.
The impact of motivation on employee performance in an organization pdf
The secondary purpose was to provide some experience at administering a qualitative interview so interviews could be carried out more effectively. Job security has been considered from several theoretical perspectives, including as a motivational precursor to job performance. Porter and Lawler, ; Vroom, , and equity-based orientations Swezey, Making an inaccurate judgment about the causes of poor performance can have negative repercussions for the organisation. In order to adequately obtain necessary information needed for this research, data were gotten from primary and secondary sources. While Scientific Management was widely used for a period of time, and indeed is still used now, there have been criticisms of this management philosophy for several reasons. In the s, the concepts of motivation were developed. Based on this focus, psychological approaches generally concentrate on analyzing the internal cognitive development of individuals, even though these approaches also recognize that behaviour can be affected to some degree by the social environment. As per Satyawadi and Ghosh , employees are motivated to a greater extent by achievement and self-control. International Journal of Human Resource Management, 24 4 , — Hicks and Adams argue that one way to motivate staff within an organisation is through the use of incentives. According to Higgins, , motivation has been defined as: a psychological process that serves as an internal drive to satisfy an unsatisfied need cited in Lindner, : a predisposition to behave in a purposeful manner to achieve specific, unmet needs Buford, Bedeian, and Lindner, cited in Lindner, Techniques for Data Analysis Data analysis is an exercise embarked upon with a view to describing, classifying, and ascertaining the relationship Data processing commences with the editing and coding of the data Kumar, The picture that emerged from his studies have suggested that even if people are motivated cannot do performance, if not possessing the skills to perform the task. Definitely there is a motivation influence on employee performance.
Overall, Maslow describes a process in which individuals move from having to satisfy their primary needs onto increasingly complex secondary needs until they reach a stage of having to address issues of self-awareness or self-actualization.
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