This paper explores the relationship between employee motivation and organizational effectiveness, highlighting the importance of recognition and empowerment in enhancing motivation levels. It identifies factors that increase employee motivation and examines how motivation mediates the relationship between recognition, empowerment, and organizational effectiveness. Methodologically, the study uses surveys to gather data from employees, emphasizing the significance of understanding these dynamics for improved organizational practices.

1. Impact of Employees
Motivation on Organizational
Effectiveness

2. 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.
In this article we determine the effect of employee
motivation and we also discuss the relationship between
employee motivation and organization effectiveness.
When employees feel empowered and recognized, they
want to work harder. This helps the company do better.
So, when employees are happy and motivated, the whole
company benefits.
RQs
 What is the relationship between employee motivation
and organizational effectiveness?
 How does an organization’s bargaining position reflect
in its organizational effectiveness according to the
systems resource model?
 How does the constituency model reflect the evaluative
criteria applied by various constituencies involved with
the organization being evaluated?
ROs
 To determine the factors that increase employee
motivation.
 To examine the relationship between employee motivation
and organizational effectiveness.
 To understand the impact of an organization’s bargaining
position on its effectiveness.
 To analyze how the evaluative criteria applied by various
constituencies influence organizational effectiveness.

3. Organizational Effectiveness
Imagine organizational effectiveness as the secret sauce that helps companies shine. It's like having a
superpower that guides them through the ups and downs of business, helping them stand out and succeed.
In a world where every company is striving to be the best, understanding organizational effectiveness is like
having a treasure map to success.
Introduction
Definition
Organizational effectiveness is defined as a concept to measure the efficiency of an organization in meeting
its objectives with the help of given resources without putting undue strain on its employees.
 It is about how the company can produce the target quota of products, how efficient its process is, and
how much waste is produced.
 It is also defined as the efficiency with which an association can meet its objectives.
Hypothesis
 Recognition and empowerment positively influence employee motivation within an
organization.
 Employee motivation acts as a mediator between recognition, empowerment, and
organizational effectiveness.
 Greater levels of recognition and empowerment lead to higher levels of employee motivation.
 Higher employee motivation positively correlates with improved organizational effectiveness.
 Overall, recognition and empowerment directly impact organizational effectiveness, both
through their influence on employee motivation and through direct effects

4. Methodology
Research Design:
The study is designed based on the literature, linking factors of employee
motivation with employee motivation and organizational effectiveness.
The study has two sub-objectives
To identify the factors that increase motivation of employees.
To examine the effect of employees’ motivation on organizational
performance.
Data Collection:
Data was collected using surveys or questionnaires administered to
employees within the selected organizations. The surveys included items
related to employee motivation, organizational effectiveness, and
leadership styles.

5. Recognition
Recognition is a process of honoring employees for their level of service and is
meant to encourage repeat actions by reinforcing the behavior the organization
would like to see repeated. Recognition should ideally be timely and immediate, and
if your company is new to recognition, you might need to remind people before it
becomes a habit. Launching your program around a specific recognition focus event
such as ‘Thank You Thursday’ or Employee Appreciation Day can be helpful
Introduction
Definition
Rewards and recognition are essential factors in enhancing employee job
satisfaction and work motivation which is directly associated to organizational
achievement

6. Hypothesis
Recognition is working as an independent variable because it influences
all other variables in this research topic.
Recognition and employee motivation
Recognition can positively influence employees' motivation. Explanation.
When employees receive recognition for their contributions and
achievements, they feel valued and appreciated, leading to increased job
satisfaction and motivation. Recognized employees are more likely to be
engaged, committed, and motivated to perform well in their roles.
Recognition and Organizational Effectiveness
Recognition can contribute to organizational effectiveness. Recognized
employees tend to be more engaged, productive, and committed to
organizational goals. As a result, recognizing employee efforts can lead to
higher levels of performance, reduced turnover, and overall improved
organizational effectiveness.

7. Methodology
Quantitative Method:
Surveys or questionnaires can be used to measure the frequency and effectiveness
of recognition programs within an organization. Likert scale questions can assess
employees' perceptions of recognition, including how often they receive
recognition, the types of recognition received, and the impact of recognition on
their job satisfaction and motivation.
Qualitative Method:
In-depth interviews or focus group discussions can provide insights into
employees' experiences with recognition. Open-ended questions can explore
employees' perceptions of recognition practices, the value they place on
recognition, and suggestions for improving recognition efforts within the
organization.

8. Empowerment
Empowerment is the degree of autonomy and self-determination in people and in
communities. This enables them to represent their interests in a responsible and self-
determined way, acting on their own authority. It is the process of becoming stronger and
more confident, especially in controlling one's life and claiming one's rights.
Empowerment as action refers both to the process of self-empowerment and to
professional support of people, which enables them to overcome their sense of
powerlessness and lack of influence, and to recognize and use their resources.
Introduction
Definition
Empowerment is defined as an approach to leadership that empowers subordinates
as a main constituent of managerial and organizational effectiveness (Honold,L,
1997). Bowen & Lawler (1992) expressed empowerment as a site to permit
employees to formulate decisions (Amin et al, 2010). Empowering is giving
authority and liberating potential of employees.

9. Hypothesis
 Empowerment and Employee Motivation:
Empowerment can positively influence employees' motivation. When employees are
empowered with decision-making authority, autonomy, and resources, they feel a
greater sense of control and ownership over their work. Empowered employees are
more likely to be intrinsically motivated, as they have the freedom to pursue
meaningful goals, make decisions, and contribute to the organization's success.
 Empowerment and Organizational Effectiveness:
Empowerment can contribute to organizational effectiveness. Empowered
employees are better positioned to respond to challenges, adapt to changes, and
innovate in their roles. By granting employees the authority and autonomy to make
decisions and take ownership of their work, organizations can foster a culture of
innovation, collaboration, and continuous improvement, ultimately leading to
improved organizational effectiveness.

10. Methodology
Quantitative Method:
Surveys or scales can assess employees' perceptions of empowerment
within the organization. Questions can evaluate the extent to which
employees feel empowered to make decisions, the level of autonomy they
have in their roles, and their access to resources and support for taking
initiative.
Qualitative Method:
Interviews or focus groups can delve deeper into employees' experiences
with empowerment. Qualitative methods can uncover specific examples
of empowerment practices, how empowerment impacts job satisfaction
and motivation, and employees' suggestions for enhancing
empowerment within the organization.

11. Employee Motivation
Employee motivation is the driving force behind an individual's willingness and
commitment to perform tasks effectively within an organization. It encompasses the
psychological factors, incentives, and rewards that inspire employees to strive
towards achieving both personal and organizational goals. Motivated employees are
more engaged, productive, and likely to contribute positively to the overall success
and effectiveness of the organization.
Introduction
Definition
Employee motivation refers to the prospect of the employee about the organization
and his approaches frontward his services.
It also refers to the level of energy, commitment and creativity that company
workers bring to their job.

12. Hypothesis
There is a positive relationship between employees' motivation and organizational
effectiveness. Is one variable (employee motivation) increases, then the other variable
(organizational effectiveness) also increases. In other words, there's an expectation that
higher levels of employee motivation are associated with greater organizational
effectiveness within the specified sectors like telecommunications and banking sectors of
Pakistan.
Employee motivation is working as a mediator between recognition and empowerment,
and organizational effectiveness.
Here’s how it works:
 Recognition and empowerment can directly influence employees' motivation.
 In turn, employees' motivation can affect their behavior, engagement, and performance
within the organization.
 Ultimately, the level of employees' motivation can impact organizational effectiveness
through increased productivity, satisfaction, and retention rates.
So, employees' motivation serves as a mediator because it mediates the relationship
between recognition/empowerment and organizational effectiveness by influencing how
employees respond and contribute to the organization.

13. Methodology
Research Design:
The study employed a correlational research design to examine the relationship
between employee motivation and organizational effectiveness in the
telecommunication and banking sectors of Pakistan.
Sample:
A sample of 103 respondents from the telecommunication and banking sectors of
Pakistan was selected for the study.
Data Collection:
Data was collected using surveys or questionnaires administered to employees
within the selected organizations. The surveys included items related to employee
motivation, organizational effectiveness, and leadership styles.
Data Analysis:
Pearson correlation analysis was used to assess the relationship between employee
motivation and organizational effectiveness.

14. Limitations
Measurement Challenges: One limitation is the difficulty in accurately measuring
variables such as recognition, empowerment, and motivation. Surveys or
questionnaires may not fully capture the nuances of these constructs, leading to
potential measurement error.
Causality Issues: Establishing causality can be challenging in observational studies. While
researchers can identify associations between variables, they cannot definitively
determine causation without experimental designs, which may not always be feasible
in organizational research.
Generalizability Concerns: Findings from studies conducted in one organization or
industry may not be generalizable to others due to differences in organizational
culture, size, and context. This limits the broader applicability of research findings.
Social Desirability Bias: Participants may provide responses they perceive as socially
desirable, particularly when asked about sensitive topics like recognition or
empowerment. This can affect the validity of self-reported data.

15. Implications
Organizational Practices: Understanding the implications of recognition, empowerment, and
motivation research can inform organizational practices. Companies can use insights from
research to design and implement effective recognition programs, empowerment initiatives, and
motivational strategies tailored to their workforce.
Employee Engagement: Recognizing and empowering employees can enhance engagement and
commitment. Organizations that prioritize recognition and empowerment are likely to have more
engaged employees, leading to higher levels of job satisfaction, retention, and productivity.
Leadership Development: Recognizing the importance of empowerment and motivation can guide
leadership development efforts. Organizations can train managers to effectively recognize and
empower their teams, fostering a culture of trust, collaboration, and innovation.
Strategic Decision-Making: Recognizing the impact of organizational factors on employee
motivation and effectiveness can influence strategic decision-making. Organizations may invest in
initiatives to improve recognition, empowerment, and motivation as part of their broader efforts
to enhance performance and competitiveness.

16. Thank you
Do you have any question?