Effects of Motivation on Employees’ Job Performance in an Organization
The primary objective of this paper is to describe, analyze and evaluate the effects of motivation on employees job performance in an organization. Furthermore, this aims to give insight to employees and administration who are working within an organization. The importance of motivation and how it affects an organization's performance in it's entirety, will be the best deciding measure between good and bad motivational techniques used by prominent business experts. The paper only covers some of the descriptions, analysis's and evaluations of motivational methods and the effects on employees’ job performance in a certain organizations.
Motivation is used as a general term referring to classes of drives,enticements, inducements, needs and rewards that employees use to obtian certain goals. It is a process that starts by an arousal from a need or something necessary but lacking within the company, and impels individuals to modify their actions with diligent persistence until the goals are at least actively being achieved. Different people hold different needs and respond accordingly. This means that there have been many revisions in motivational techniques and theories. A company relies on motivational methods at will when vying to satisfy, or meet certain goals. When meeting any economic, social, or financial needs, as well as by performing a job well enough to obtain a better status, needs an effort by even spending time working for different political parties (Koontz, O’donnell and Weihrich 1986). Definitely, these sum up the idea that motivation is not a simple concept, it is indeed complex.
It is the manager’s task to direct individuals so they can satisfy their needs as much as possible while they strive to accomplish the objectives of the organization. To do this, managers utilize motivational theories. There are numerous ways to classify the motivational theories. Some authors distinguish between process and content theories. Process theories describe the actual process an individual experiences as he or she is motivated to pursue a particular course of action. Content theories describe the actual factors motivating an individual, such as pay, benefits, and interesting work. Other authors also distinguish between needs and cognitive theories. Needs theories describe the specific needs an individual possesses that propel him or her to do something, for example, the desire for interesting work, pay and fringe benefits. Cognitive theories emphasize thoughts as the key internal states motivating an individual. There is also a third general type of motivational theory, the conditioning theory which focuses on the cues and stimuli that elicit a particular type of behavior (Gannon, 1982). Most contemporary theories recognize that motivation begins with individual needs and their underlying drives. One of the earliest and best known needs-based theories is needs hierarchy theory. It is the Maslow’s motivation theory of five instinctive needs arranged a hierarchy whereby people are motivated to fulfill a higher need as a lower one becomes gratified. The second one is what we call the ERG theory which was developed by an organizational behavior scholar Clayton Adelfer. It is a theory of three instinctive needs arranged in a hierarchy, in which people progress to the next level of need when a lower one is fulfilled and regress to a lower need if unable to fulfill the higher one (McShane and Von Glinow,2005). People might really have a needs hierarchy but it is probably not hardwired in human nature, as the said theories assume. These are just some of the motivational theories this paper is all about.
According to some researchers, an employee’s performance is typically influenced by motivation. An individual is maybe thought of as a system, and one can examine variances that affect the quantity and quality of that...
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