IMPACT OF EMPLOYEE MOTIVATION ON EMPLOYEE PERFORMANCE

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Motivation as a meaningful construct is a central pillar at the workplace. Thus, motivating employees adequately is a challenge as it has what it takes to define employee satisfaction at the workplace. Quite a number of studies have been devoted to the link between motivation and its constituent factors and employee performance in different organizations (Forson et.al, 2021).

 

According to Lee et. al, (2016). Empirical evidence demonstrates that motivated employees mean better organizational performance. Further said that organizations, regardless of industry and size, strive to create a strong and positive relationship with their employees. However, employees have various competing needs that are driven by different motivators. For example, some employees are motivated by rewards while others focus on achievement or security. Therefore, it is essential for an organization and its managers to understand what really motivates its employees if they intend to maximize organizational performance.

 

Maslow (1943). Revealed that traditional motivation theories focus on specific elements that motivate employees in pursuit of organizational performance. For example, motives and needs theory states that employees have five level of needs (physiological, safety, social, ego, and self-actualizing), while equity and justice theory states that employees strive for equity between themselves and other employees (Adams, 1963, 1965)

 

Furthermore, according to Lawrence and Nohria (2002) showed that an organization's ability to meet the four fundamental drives explain about 60% of employees’ variance on the motivational indicators of engagement, satisfaction, commitment and intention to quit. They also find that certain drives (i.e., the drive to acquire, bond, comprehend, or defend) influence some motivational indicators more than others. For example, fulfilling the drive to bond has the greatest impact on commitment, whereas meeting the drive to comprehend is most closely linked with engagement. They conclude that an organization can best improve overall motivation by satisfying all four drives together. At the same time, each of the four drives are independent in that they cannot be ordered hierarchically or substituted for one another.

 

 

List of references,

 

Adams, (1963).Towards an understanding of inequity. The Journal of Abnormal and Social Psychology, 67 (1963), pp. 422-436

 

Adams, (1965). Inequity in social exchange. Advances in Experimental Social Psychology, 2 (1965), pp. 267-299

 

Forson, J.A., Dwamena, E. O., Opoku, R. A, and Adjavon, S.E (2021). Employee motivation and job performance: a study of basic school teachers in Ghana, Future Business Journal, Vol 7 (30), [Online].Available at:  < https://fbj.springeropen.com/articles/10.1186/s43093-021-00077-6 > [Accessed on 8th of December 2022].

 

 

Lee, M.T., Robyn, L. and Raschke (2016). Understanding employee motivation and organizational performance: Arguments for a set-theoretic approach, Journal of Innovation and Knowledge, Vol 1 (3), (Online) < https://www.elsevier.es/en-revista-journal-innovation-knowledge-376-articulo-understanding-employee-motivation-organizational-performance-S2444569X16000068 > [Accessed on 8th of December 2022].

 

Lawrence and Nohria, (2002).Driven: How human nature shapes our choices, Jossey-Bass.

 

Maslow, (1943) A theory of human motivation. Psychological Review, 50 (1943), pp. 370-396

 

Comments

  1. Manodya PereraDecember 10, 2022 at 2:19 AM

    Good article Nimesha. Furthermore, As stated by Joseph (2015), motivation is the most important factor in any organization. Motivation plays an important role in the success of any organization. All organizations face the problem of motivation, both in the public and in the private sector (Chintallo & Mahadeo 2013). According to Chaudhary and Sharma (2012), the term "reason" derives essentially from motivation. The meaning of "motive" is the needs and desires of the individual. "So" employee motivation means the mechanism by which our employees are motivated by the company in the form of incentives, promotional events, etc. to achieve organizational goals.

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    Replies
    1. W.A.Nimesha MadushaniDecember 13, 2022 at 9:39 PM

      Barney and Steven Elias (2010) found that with extrinsic motivation there exist a significant interaction between job stress, flex time, and country of residence. Leaders know that at the heart of every productive and successful business lies a thriving organizational culture and hardworking people collaborate passionately to produce great results (Gignac and Palmer 2011). In the body of literature, various frameworks are used by the researchers based on theory of motivation, with only few dimensions of motivation.

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