This document discusses employee motivation and improving employee performance through motivation. It provides an overview of motivation in the workplace, noting that motivated employees are more productive and creative. It also discusses different motivation theories and techniques that employers can use to motivate different types of employees, as what motivates individuals varies. The document examines the concept of motivation in more detail and reviews some relevant literature on motivation theories.
International Journal of Human Resource Studies ISSN 2162-.docxmariuse18nolet
International Journal of Human Resource Studies
ISSN 2162-3058
2014, Vol. 4, No. 3
www.macrothink.org/ijhrs 50
Determinants of Employee Motivation and its impact
on Knowledge Transfer and Job Satisfaction
Nida Zafar
Department of Management Sciences, The Islamia University of Bahawalpur, Pakistan
Email: [email protected]
Sana Ishaq
Department of Management Sciences, The Islamia University of Bahawalpur, Pakistan
Email: [email protected]
Shaista Shoukat
Department of Management Sciences, The Islamia University of Bahawalpur, Pakistan
Email: [email protected]
Muhammad Rizwan
Lecturer, Department of Management Sciences
The Islamia University of Bahawalpur, Pakistan
E-mail: [email protected]
Doi:10.5296/ ijhrs.v4i3.5874 URL: http://dx.doi.org/10.5296/ ijhrs.v4i3.5874
Abstract
This study specifically examines the impact of different variables like extrinsic reward (Pay),
intrinsic reward (Appreciation), training and expectancy on employee motivation and impact
of employee motivation on job satisfaction and knowledge transfer. The general purpose of
this study is to motivate employees. If employees are motivated, they will be satisfied by
their jobs and if they are satisfied by their job then they will work hard to attain
organizational goals and if goals are achieved then organization will get profit. The current
research is descriptive in its nature. We select the sample from different sectors in Pakistan.
We select the sample of 200 respondents from population for the collection of data and to
check the response of different employees. For this purpose, we structured a self-
administrated questionnaire and filled it from the right respondent for true results. We use
International Journal of Human Resource Studies
ISSN 2162-3058
2014, Vol. 4, No. 3
www.macrothink.org/ijhrs 51
Regression analysis in this study. This analysis is very important to check the confidence of
the study from different respondents. Due to this analysis, we found that Pay and
Appreciation are not directly effecting the employee motivation. Job satisfaction also has no
direct link with employee motivation but training of employee, expectancy and knowledge
transfer have direct relationship with employee motivation. These three variables help a lot to
motivate an employee.
Keywords: Pay, Appreciation, Expectancy, Training, Job Satisfaction and Knowledge
Transfer.
1. Introduction
Now a day, because of competition in businesses, organizations are facing many challenges.
From these challenges, keeping their human resource is of most importance. Today, humans
are considered to be the most important resources of an organization. Employee motivation is
compulsory for getting efficiency. Motivation is a group of different items which effects
employee‟s behavior for getting required goal. Motivation is important to boost up employees
to perform well in long run and helps an organ.
Contemporary Motivation Tools Adopted by Strategic HR Managersijtsrd
The success of any organization depends on its employees and HR Managers. If employees are taken good care by HR manager, the performance & efficiency & productivity level increase. The main objective of this paper is to analyze the motivational tools and its level of the executives in the organization & elicit information regarding the various methods used by the personal managers to motivate the employees; used secondary data provided for the basis of the study. The major finding for the paper was that the employees were highly motivated due to good working environment & highly supported by supervisors to perform the task. This paper in Toto has six sections, including this introductory section. The review of literature is presented in the second section and the Research gap followed is given in the third section. A brief note on motivation & tools and the motivational factors are presented in the fourth section. Finally conclusion is presented in the last section. Rajendra Prasad G R | Dr. Manjunath K R"Contemporary Motivation Tools Adopted by Strategic HR Managers" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-2 | Issue-4 , June 2018, URL: http://www.ijtsrd.com/papers/ijtsrd14594.pdf http://www.ijtsrd.com/management/hrm-and-retail-business/14594/contemporary-motivation-tools-adopted-by-strategic-hr-managers/rajendra-prasad-g-r
International Journal of Human Resource Studies ISSN 2162-.docxmariuse18nolet
International Journal of Human Resource Studies
ISSN 2162-3058
2014, Vol. 4, No. 3
www.macrothink.org/ijhrs 50
Determinants of Employee Motivation and its impact
on Knowledge Transfer and Job Satisfaction
Nida Zafar
Department of Management Sciences, The Islamia University of Bahawalpur, Pakistan
Email: [email protected]
Sana Ishaq
Department of Management Sciences, The Islamia University of Bahawalpur, Pakistan
Email: [email protected]
Shaista Shoukat
Department of Management Sciences, The Islamia University of Bahawalpur, Pakistan
Email: [email protected]
Muhammad Rizwan
Lecturer, Department of Management Sciences
The Islamia University of Bahawalpur, Pakistan
E-mail: [email protected]
Doi:10.5296/ ijhrs.v4i3.5874 URL: http://dx.doi.org/10.5296/ ijhrs.v4i3.5874
Abstract
This study specifically examines the impact of different variables like extrinsic reward (Pay),
intrinsic reward (Appreciation), training and expectancy on employee motivation and impact
of employee motivation on job satisfaction and knowledge transfer. The general purpose of
this study is to motivate employees. If employees are motivated, they will be satisfied by
their jobs and if they are satisfied by their job then they will work hard to attain
organizational goals and if goals are achieved then organization will get profit. The current
research is descriptive in its nature. We select the sample from different sectors in Pakistan.
We select the sample of 200 respondents from population for the collection of data and to
check the response of different employees. For this purpose, we structured a self-
administrated questionnaire and filled it from the right respondent for true results. We use
International Journal of Human Resource Studies
ISSN 2162-3058
2014, Vol. 4, No. 3
www.macrothink.org/ijhrs 51
Regression analysis in this study. This analysis is very important to check the confidence of
the study from different respondents. Due to this analysis, we found that Pay and
Appreciation are not directly effecting the employee motivation. Job satisfaction also has no
direct link with employee motivation but training of employee, expectancy and knowledge
transfer have direct relationship with employee motivation. These three variables help a lot to
motivate an employee.
Keywords: Pay, Appreciation, Expectancy, Training, Job Satisfaction and Knowledge
Transfer.
1. Introduction
Now a day, because of competition in businesses, organizations are facing many challenges.
From these challenges, keeping their human resource is of most importance. Today, humans
are considered to be the most important resources of an organization. Employee motivation is
compulsory for getting efficiency. Motivation is a group of different items which effects
employee‟s behavior for getting required goal. Motivation is important to boost up employees
to perform well in long run and helps an organ.
Contemporary Motivation Tools Adopted by Strategic HR Managersijtsrd
The success of any organization depends on its employees and HR Managers. If employees are taken good care by HR manager, the performance & efficiency & productivity level increase. The main objective of this paper is to analyze the motivational tools and its level of the executives in the organization & elicit information regarding the various methods used by the personal managers to motivate the employees; used secondary data provided for the basis of the study. The major finding for the paper was that the employees were highly motivated due to good working environment & highly supported by supervisors to perform the task. This paper in Toto has six sections, including this introductory section. The review of literature is presented in the second section and the Research gap followed is given in the third section. A brief note on motivation & tools and the motivational factors are presented in the fourth section. Finally conclusion is presented in the last section. Rajendra Prasad G R | Dr. Manjunath K R"Contemporary Motivation Tools Adopted by Strategic HR Managers" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-2 | Issue-4 , June 2018, URL: http://www.ijtsrd.com/papers/ijtsrd14594.pdf http://www.ijtsrd.com/management/hrm-and-retail-business/14594/contemporary-motivation-tools-adopted-by-strategic-hr-managers/rajendra-prasad-g-r
Employee Motivaton is the key factor to help up the
capacity of an association. In the globalization stage, each
organization needs to continue itself in a furiously focused
market. Representatives are the fundamental elements to show
the business objectives into the real world. Subsequently, in
the present world each association attempts to deal with its
human asset office to keep its representatives inspired. In that
specific circumstance, some of the administration speculations
have been rehearsing by them. Business work or their
presentation in the market can be assessed by surveying the
degree of inspiration of representatives. Inspiration can
assume a lead job to get the expert achievement in each
budgetary year in a less exertion way.
While trying to find what inspires representatives,
representative inspiration inquire about papers report that
what spurs laborers today is fundamentally connected to the
qualities and objectives of the person. Starting in the 1970's, it
appears that there was a sensational move in the qualities and
needs of the ordinary laborer. As individuals turned out to be
progressively taught and the economy saw a sharp decay of
the Protestant hard working attitudes, what representatives
needed from their managers changed also.
A Study on Employee Motivation at Tanfac Industries Limited Cuddaloreijtsrd
Employee Motivation is an integral part of Human Resource Management and it plays a crucial role in the long term growth of an organization. Motivation can be defined as the inherent enthusiasm and driving force to accomplish a task. It can be used in directing employees' behaviour and actions for a constructive vision or goal. Employee motivation is defined as the commitment, the energy levels, and the creativity that the employees bring to their job. A study on employee motivation is intended to evaluate the motivation of employees in the organization and to find the significant relationship between age and employee motivation at TANFAC Industries Limited. The total population for the study is 100 and the sample size is 50. The type of sample design used for the study is simple random sampling. Primary and secondary data was used for the study primary data was collected by using questionnaire and secondary data was collected from books, journals and company records. The gathered information is critically analysed by using various statistical tools to arrive at a meaningful conclusion. From the study by using Karl Pearson Coefficient of Correlation. It was found that there is a relationship between age and employee motivation. Pavithra. J | Keerthana. R | Ilanchezion. V "A Study on Employee Motivation at Tanfac Industries Limited Cuddalore" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29188.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29188/a-study-on-employee-motivation-at-tanfac-industries-limited-cuddalore/pavithra-j
A Study on Employee Motivation at Megha Engineering and Infrastructure Pvt Lt...ijtsrd
Employee motivation is important in any organization. If the employee not motivated in the organization works in effectively than organization would not function properly ultimately result in looses it plays a crucial role in the long term growth of an organization. Proper motivation turns an employee into a loyal asset and helps in maintaining the retention rate. The subject of motivation, perhaps, received the highest attention from management thinkers’ worldwide at the context, present study aimed to know the influencing factors for motivation, level of satisfaction on motivational practices in the organisation. The result of level of that highly respondence is the self actualization, Leave and job security then Self affirmation, Salary increments and lowest respondence is curiosity, Therefore, present study has been conducted at megha engineering infrastructure limited company. M. Bhavani | Dr. P. Viswanath "A Study on Employee Motivation at Megha Engineering and Infrastructure Pvt Ltd Company, Hyderabad, Balanagar" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-6 , October 2022, URL: https://www.ijtsrd.com/papers/ijtsrd51953.pdf Paper URL: https://www.ijtsrd.com/engineering/other/51953/a-study-on-employee-motivation-at-megha-engineering-and-infrastructure-pvt-ltd-company-hyderabad-balanagar/m-bhavani
Identifying Employee motivation level with Job monetary benefitsHina Shabbir
The focus of the study is mainly the monetary and benefits that are offered to the employees to keep them motivated, the research will review these benefits offered to them in terms of helping them in their motivation and what impact does it have on the development and growth of the organizations they are working for.
A good company gives an opportunity for employees to develop their creativity through new ideas of employees. Any opinions, thoughts or ideas are the results of ideas. There is a process of reflection on an opinion or an idea that emerged at the head of the employee. But not all employees who have a brilliant idea. There are some among them who are not motivated to have a good performance. Three factors influence the employee reputation. Performance, motivation, and job training are the essential things to do by the company to raise the reputation. Each employee level can be calculated by Profile Matching method. It produces the value of each employee or ranks them in ascending or descending order. The benefit to the company is they can promote the best employees in particular period.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
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Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Employee Motivaton is the key factor to help up the
capacity of an association. In the globalization stage, each
organization needs to continue itself in a furiously focused
market. Representatives are the fundamental elements to show
the business objectives into the real world. Subsequently, in
the present world each association attempts to deal with its
human asset office to keep its representatives inspired. In that
specific circumstance, some of the administration speculations
have been rehearsing by them. Business work or their
presentation in the market can be assessed by surveying the
degree of inspiration of representatives. Inspiration can
assume a lead job to get the expert achievement in each
budgetary year in a less exertion way.
While trying to find what inspires representatives,
representative inspiration inquire about papers report that
what spurs laborers today is fundamentally connected to the
qualities and objectives of the person. Starting in the 1970's, it
appears that there was a sensational move in the qualities and
needs of the ordinary laborer. As individuals turned out to be
progressively taught and the economy saw a sharp decay of
the Protestant hard working attitudes, what representatives
needed from their managers changed also.
A Study on Employee Motivation at Tanfac Industries Limited Cuddaloreijtsrd
Employee Motivation is an integral part of Human Resource Management and it plays a crucial role in the long term growth of an organization. Motivation can be defined as the inherent enthusiasm and driving force to accomplish a task. It can be used in directing employees' behaviour and actions for a constructive vision or goal. Employee motivation is defined as the commitment, the energy levels, and the creativity that the employees bring to their job. A study on employee motivation is intended to evaluate the motivation of employees in the organization and to find the significant relationship between age and employee motivation at TANFAC Industries Limited. The total population for the study is 100 and the sample size is 50. The type of sample design used for the study is simple random sampling. Primary and secondary data was used for the study primary data was collected by using questionnaire and secondary data was collected from books, journals and company records. The gathered information is critically analysed by using various statistical tools to arrive at a meaningful conclusion. From the study by using Karl Pearson Coefficient of Correlation. It was found that there is a relationship between age and employee motivation. Pavithra. J | Keerthana. R | Ilanchezion. V "A Study on Employee Motivation at Tanfac Industries Limited Cuddalore" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29188.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29188/a-study-on-employee-motivation-at-tanfac-industries-limited-cuddalore/pavithra-j
A Study on Employee Motivation at Megha Engineering and Infrastructure Pvt Lt...ijtsrd
Employee motivation is important in any organization. If the employee not motivated in the organization works in effectively than organization would not function properly ultimately result in looses it plays a crucial role in the long term growth of an organization. Proper motivation turns an employee into a loyal asset and helps in maintaining the retention rate. The subject of motivation, perhaps, received the highest attention from management thinkers’ worldwide at the context, present study aimed to know the influencing factors for motivation, level of satisfaction on motivational practices in the organisation. The result of level of that highly respondence is the self actualization, Leave and job security then Self affirmation, Salary increments and lowest respondence is curiosity, Therefore, present study has been conducted at megha engineering infrastructure limited company. M. Bhavani | Dr. P. Viswanath "A Study on Employee Motivation at Megha Engineering and Infrastructure Pvt Ltd Company, Hyderabad, Balanagar" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-6 , October 2022, URL: https://www.ijtsrd.com/papers/ijtsrd51953.pdf Paper URL: https://www.ijtsrd.com/engineering/other/51953/a-study-on-employee-motivation-at-megha-engineering-and-infrastructure-pvt-ltd-company-hyderabad-balanagar/m-bhavani
Identifying Employee motivation level with Job monetary benefitsHina Shabbir
The focus of the study is mainly the monetary and benefits that are offered to the employees to keep them motivated, the research will review these benefits offered to them in terms of helping them in their motivation and what impact does it have on the development and growth of the organizations they are working for.
A good company gives an opportunity for employees to develop their creativity through new ideas of employees. Any opinions, thoughts or ideas are the results of ideas. There is a process of reflection on an opinion or an idea that emerged at the head of the employee. But not all employees who have a brilliant idea. There are some among them who are not motivated to have a good performance. Three factors influence the employee reputation. Performance, motivation, and job training are the essential things to do by the company to raise the reputation. Each employee level can be calculated by Profile Matching method. It produces the value of each employee or ranks them in ascending or descending order. The benefit to the company is they can promote the best employees in particular period.
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We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
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1. Accelerating the world's research.
MOTIVATION IN THE
WORKPLACE TO IMPROVE THE
EMPLOYEE PERFORMANCE VINAY
CHAITANYA GANTA
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2. International Journal of Engineering Technology, Management and Applied Sciences
www.ijetmas.com November 2014, Volume 2 Issue 6, ISSN 2349-4476
221 VINAY CHAITANYA GANTA
MOTIVATION IN THE WORKPLACE TO IMPROVE THE
EMPLOYEE PERFORMANCE
VINAY CHAITANYA GANTA
JUNIOR RESEARCH FELLOW (Ph.D.,)
DEPARTMENT OF COMMERCE AND MANAGEMENT STUDIES
ANDHRA UNIVERSITY, VISAKHAPATNAM – 530003
ABSTRACT
Most employees need motivation to feel good about their jobs and perform optimally. Some
employees are money motivated while others find recognition and rewards personally motivating.
Motivation levels within the workplace have a direct impact on employee productivity. Workers who
are motivated and excited about their jobs carry out their responsibilities to the best of their ability
and production numbers increase as a result. Employee motivation has always been a central
problem for leaders and managers. Unmotivated employees are likely to spend little or no effort in
their jobs, avoid the workplace as much as possible, exit the organization if given the opportunity
and produce low quality work. On the other hand, employees who feel motivated to work are likely
to be persistent, creative and productive, turning out high quality work that they willingly undertake.
There has been a lot of research done on motivation by many scholars. Employers need to get to
know their employees very well and use different tactics to motivate each of them based on their
personal wants and needs. In this paper we would like to emphasis on the importance of motivation
in the workplace to improve the employee performance and productivity. Even we would like to
present the theories and techniques of the motivation in the workplace.
KEYWORDS: Employee Motivation, Importance, Performance, Techniques and Theories.
I. INTRODUCTION
Motivation results from the interaction of both conscious and unconscious factors such as the
intensity of desire or need, incentive or reward value of the goal, and expectations of the individual
and of his or her peers. These factors are the reasons one has for behaving a certain way. An example
is a student that spends extra time studying for a test because he or she wants a better grade in the
class. Internal and external factors that stimulate desire and energy in people to be continually
interested and committed to a job, role or subject, or to make an effort to attain a goal.
Most employees need motivation to feel good about their jobs and perform optimally.
Some employees are money motivated while others find recognition and rewards personally
motivating. Motivation levels within the workplace have a direct impact on employee productivity.
Workers who are motivated and excited about their jobs carry out their responsibilities to the best of
3. International Journal of Engineering Technology, Management and Applied Sciences
www.ijetmas.com November 2014, Volume 2 Issue 6, ISSN 2349-4476
222 VINAY CHAITANYA GANTA
their ability and production numbers increase as a result. An incentive is a motivating influence that
is designed to drive behavior and motivate employees to be produce quality work. Employers use
several types of incentives to increase production numbers. Employee incentives come in a variety of
forms including paid time off, bonuses, cash and travel perks. Incentives drive employee motivation
because they offer workers more to strive for than a regular paycheck. Many employees need
recognition from their employers to produce quality work. Recognition and employee reward
systems identify employees who perform their jobs well. Acknowledging a job well done makes
employees feel good and encourages them to do good things. Employers recognize workers by
tracking progress and providing feedback about how they have improved over time. Public
recognition is also a motivating factor that drives worker productivity.
Some employees are motivated through feeling a sense of accomplishment and achievement
for meeting personal and professional goals. Many workers are self-disciplined and self-motivated.
Incentive and rewards have little effect on employees who feel motivated only when they are
confident in their abilities and personally identify with their role within the organization. These
individuals perform productively for the sake of the personal challenge their work provides. There
are several ways employers can motivate employees and drive worker productivity. Because
different factors influence workers in different ways, employers can utilize motivation strategies that
encompass several techniques. For example, to influence workers who are money motivated, an
employer may implement a daily "spiff" that pays cash instantly to employees who meet short-term
production goals. To achieve long-term production goals, an employer could implement a program
that encourages friendly competition between workers to meet production numbers. At the
conclusion of the program, employers can publicly recognize top performers for a job well done.
II. CONCEPT OF MOTIVATION
The word motivate is frequently used in the context of management as a transitive verb:
motivation is by implication something done by one person or group to another. A further
implication of this usage is that the motivated parties need to be induced to perform some action or
expend a degree of effort which they would not otherwise wish to do. That this is an issue of vital
importance to the prosperity of commercial organizations is emphasized by Lawler (1973): “Those
individual behaviors that are crucial in determining the effectiveness of organizations are, almost
without exception, voluntary motivated behaviors”.
Motivation concerns that “psychological processes that cause the arousal, direction and
persistence of behavior” (Ilgen and Klein, 1988). Whilst there is general agreement in the literature
about these three components of “motivation” (eg: Korman 1974, Kanfer, 1990), the nature and
place of motivation in a work-related context has been the subject of a long and developing study.
Theories have been propounded, tested and superseded at a pace which has left organizational
4. International Journal of Engineering Technology, Management and Applied Sciences
www.ijetmas.com November 2014, Volume 2 Issue 6, ISSN 2349-4476
223 VINAY CHAITANYA GANTA
practice often several steps behind the researchers. The following pages will attempt to document the
main themes and the most widely recognized theories.
Employee motivation has always been a central problem for leaders and managers.
Unmotivated employees are likely to spend little or no effort in their jobs, avoid the workplace as
much as possible, exit the organization if given the opportunity and produce low quality work. On
the other hand, employees who feel motivated to work are likely to be persistent, creative and
productive, turning out high quality work that they willingly undertake. There has been a lot of
research done on motivation by many scholars, but the behavior of groups of people to try to find out
why it is that every employee of a company does not perform at their best has been comparatively
unresearched. Many things can be said to answer this question; the reality is that every employee has
different ways to become motivated. Employers need to get to know their employees very well and
use different tactics to motivate each of them based on their personal wants and needs.
Inspiring employee motivation requires much more than the old-fashioned carrot- and-stick
approach. Today’s manager needs to understand the reasons why employees work and offer the
rewards they hope to receive. Motivated employees have a drive to succeed no matter what the
project. Managers cannot “motivate” employees, but they can create an environment that inspires
and supports strong employee motivation.
III. REVIEW OF LITERATURE
There has been a lot of research done on Motivation by many scholars. The following are
only a few of the research topics that have been done on Motivation: Motivation theories, Ways to
encourage employee motivation, Measures of Motivation, Principles of motivation, Ways of making
your firm more exciting, How to motivate your people problem, The missing link in Strategic
Performance, Salary is not a motivator anymore, How to effectively reward employees, Turning
Motivation Theory into Practice, Measures of Motivation, Self Theories and Employee Motivation.
Of the many theories of work motivation, Herzberg's (1966) motivator-hygiene theory has
been one of the most influential in recent decades. Basically, the theory divides motivating factors
into two categories: Motivator factors, which have something to do with the work itself, and Hygiene
factors, which have something to do with the surrounding context. According to Maslow, most of
what we know of human motivation comes not from psychologists but from psychotherapists
treating patients. He explains that these patients are a great source of error as well as of useful data,
because they constitute a poor sample of the population. The motivational life of neurotic sufferers
should be rejected as a paradigm for healthy motivation. Any theory of motivation must deal with the
highest capacities of the healthy and strong man.
Hackman and Oldham's (1976) model of job enrichment propose that jobs can be made
more motivating by increasing the following: skill variety (the number of different skills required by
the job), task identity (the degree to which the job produces something meaningful), task significance
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(the importance of the work), autonomy (the degree to which the individual has freedom in deciding
how to perform the job), and feedback (the degree to which the individual obtains ongoing. One
psychological view suggests that very high levels of intrinsic motivation are marked by such strong
interest and involvement in the work, and by such a perfect match of task complexity with skill level,
that people experience some kind of psychological "flow," a sense of merging with the activity they
are doing (Csikszentmihalyi 1975).The major psychological view suggests that extrinsic motivation
works in opposition to intrinsic motivation (Deci 1975; Deci & Ryan 1985). Extrinsic motivation
takes place when individuals feel driven by something outside of the work itself such as promised
rewards or incentives. In general, these theorists suggest that, when strong extrinsic motivators are
put to work, intrinsic motivation will decline.
IV. MOTIVATION IS THE KEY TO PERFORMANCE IMPROVEMENT
There is an old saying you can take a horse to the water but you cannot force it to drink; it
will drink only if it's thirsty - so with people. They will do what they want to do or otherwise
motivated to do. Whether it is to excel on the workshop floor or in the 'ivory tower' they must be
motivated or driven to it, either by themselves or through external stimulus. Are they born with the
self-motivation or drive? Yes and no. If no, they can be motivated, for motivation is a skill which can
and must be learnt. This is essential for any business to survive and succeed.
Performance is considered to be a function of ability and motivation, thus:
Job performance =f(ability)(motivation)
Ability in turn depends on education, experience and training and its improvement is a slow and long
process. On the other hand motivation can be improved quickly. There are many options and an
uninitiated manager may not even know where to start. As a guideline, there are broadly seven
strategies for motivation.
Positive reinforcement / high expectations
Effective discipline and punishment
Treating people fairly
Satisfying employees needs
Setting work related goals
Restructuring jobs
Base rewards on job performance
These are the basic strategies, though the mix in the final 'recipe' will vary from workplace situation
to situation. Essentially, there is a gap between an individuals actual state and some desired state and
the manager tries to reduce this gap.Motivation is, in effect, a means to reduce and manipulate this
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gap. It is inducing others in a specific way towards goals specifically stated by the motivator.
Naturally, these goals as also the motivation system must conform to the corporate policy of the
organization. The motivational system must be tailored to the situation and to the organization.
V. EMPLOYEE MOTIVATION SO IMPORTANT FOR PERFORMANCE
Managers need to find creative ways in which to consistently keep their employees motivated
as much as possible. Motivation is highly important for every company due to the benefits that it’s
able to bring. Such benefits include:
1. Human Capital Management
A company can achieve its full potential only by making use of all the financial, physical, and
human resources that it has. It is through these resources that the employees get motivated to
accomplish their duties. This way, the enterprise begins to glisten as everyone is doing their best to
fulfill their tasks.
2. Meet Personal Goals and Help an Employee Stay Motivated
Motivation can facilitate a worker reaching his/her personal goals, and can facilitate the self-
development of an individual. Once that worker meets some initial goals, they realize the clear link
between effort and results, which will further motivate them to continue at a high level.
3. Greater Employee Satisfaction
Worker satisfaction is important for every company, as this one factor can lead towards
progress or regress. In the absence of an incentive plan, employees will not fill ready to fulfill their
objectives. Thus, managers should seek to empower them through promotion opportunities,
monetary and non-monetary rewards, or disincentives in case of inefficient employees.
4. Raising Employee Efficiency
An employee’s efficiency level is not strictly related to his abilities and qualifications. In
order to get the very best results, an employee needs to have a perfect balance between ability and
willingness. Such balance can lead to an increase of productivity, lower operational costs, and an
overall improvement in efficiency, and can be achieved only through motivation.
5. A Higher Chance of Meeting the Company’s Goals
Any enterprise has its goals, which can be achieved only when the following factors are met:
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There is a proper resource management
The work environment is a cooperative one
All employees are directed by their objectives
Goals can be reached if cooperation and coordination are fulfilled at once through
motivation
6. Better Team Harmony
A proper work environment focused on cooperative relationships is highly important for an
organization’s success. Not only that it can bring stability and profits, but employees will also adapt
more easily to changes, fact which is ultimately in the company’s benefit.
7. Workforce Stability
Stability of the personnel is highly important from a business point of view. The staff will
stay loyal to the enterprise only they meet a sense of participation within the management side. The
abilities and potency of staff can be used in their own advantage, but also in the benefit of the
company. This may cause an honest public image within the market which can attract competent and
qualified individuals into the business.
VI. INTRINSIC VERSUS EXTRINSIC MOTIVATION
There are many frameworks, models, and theories that focus on employee motivation. A few
of the most common are quickly summarized below. While they are each based on good research and
have some degree of universal applicability, none are the absolute doctrine on motivation. In fact,
few motivation concepts are universal. However, one idea that is acknowledged by all frameworks
that address motivation is that there are extrinsic and intrinsic motivational factors.
1. Extrinsic Motivation
Extrinsic motivation is motivation that comes from things or factors that are outside the
individual. For example being motivated to work hard at the office because you are looking for a
promotion is a type of extrinsic motivation. Social recognition, money, fame, competition or material
achievements are all examples of extrinsic motivation.
2. Intrinsic Motivation
Intrinsic motivation is motivation that comes from within. It comes from the personal
enjoyment and educational achievement that we derive from doing that particular thing. For example
for people who love music, their motivation to practice the instrument, attend classes etc, is intrinsic
motivation. Intrinsic motivation is crucial in today's work environment. Research shows that it is a
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key factor in performance and innovation. At a personal level, intrinsic motivation makes your work
fulfilling. It's a major reason for deciding to stay on a job. It helps keep your stress level down.
VII. TECHNIQUES OF EMPLOYEE MOTIVATION
Job enlargement, job enrichment and job rotation are three basic approaches;
1. Job Enlargement:
Job enlargement involves expanding the job of an employee that has them doing more work
of a similar nature to what they already do. This may be allowing them to complete the whole task
instead of just part of it, for example, packaging the products as well as manufacturing them. This
process ideally removes the boredom out of the job by eliminating the repetitiveness out of tasks and
allowing them to complete the whole process, further increasing their responsibility.
2. Job Enrichment:
Job enrichment is an attempt to give workers more control over their tasks and more
responsibility for design, execution, and output. The worker assumes some of the functions
previously carried out by his or her immediate supervisor or by other staff.
3. Job Rotation:
Job rotation is a practice whereby each employee learns several operations in manufacturing
process and rotates through each in a set period. Job rotation has important implications for firm
learning. On one hand, when employees rotate, the firm receives information about the quality of
various jobs - employee matches. On the other hand, without rotation, the firm receives only direct
information about one match, but the information it gets about this one match is very reliable.
VIII. POPULAR THEORIES OF WORKPLACE MOTIVATION
Two of the most popular models of motivation are Maslow's Hierarchy of Needs and
Herzberg's two-factor model. Both are widely accepted and most recent research builds on the ideas
presented in these two models.
Maslow's Hierarchy of Needs
Abraham Maslow presented his model of motivation in 1954. The basic idea of Maslow's
model was that there are five levels of needs for humans and each level needed to be fulfilled before
someone could be motivated by higher level factors. Figure 1 is a graphical example of Maslow's
model.
According to Maslow, you wouldn't be able to motivate someone with positive feedback (an esteem
factor) if their basic physiological needs aren't met. This makes sense if you apply it to the
workplace. If someone doesn't get paid enough to put food on the table for his or her family, he or
she isn't going to care too much about a 'good job' sticker!
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Maslow's Hierarchy of Needs
Herzberg's two-factor model
Herzberg came up with one of the more popular motivation theories. He felt that certain
conditions, or 'hygiene factors', had to be in place for employees to be satisfied, but these did not
necessarily motivate the
employees.
Herzberg's two-factor model
For example, if an employee is working below the minimum wage, it is not likely that he/she
will be motivated until a perceived fair rate of pay is given. At the same time, if an employee is well
paid, Herzberg believed that a pay rise would not have a lasting motivational effect.
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Herzberg suggested that once the hygiene factors were met, employers should focus on
recognizing the achievements of the employee and providing opportunities to learn and grow. So the
motivation theories of Maslow and Herzberg were similar in this regard.
IX. CONCLUSION
Manager’s duties in today’s corporate world are multi-faceted. Not only do managers need to
be versed in finance, economics, and information systems; it is now essential for them to have a firm
grasp on organizational behavior and psychology. They must know how their people think and what
makes them do so. Making sure managers are aware of this psychology is the job of the human
resource department, but all managers of the organization have a responsibility to understand it. A
key aspect of organizational psychology is motivation. Managers must know why their people
behave the way they do, so that these buttons can be pushed at the manager’s discretion. A motivator
is that which impels or compels an individual to act toward meeting a need. Some major
motivational theories will also be explored. Practical ways of applying these theories to real people
will be considered.
When looked upon the first time, the link between employee motivation and
performance seems to be quite obvious. That’s because every time when we deem a task to be
important and valuable to us, we act with a high level of dedication and enthusiasm to its completion.
However, the relationship between these two things is in fact a lot more complex. With that in mind,
managers need to find creative ways in which to consistently keep their employees motivated as
much as possible. Motivation is very important for every company to improve the employee
performance and productivity of the organization.
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