Impact of Employees Motivation on Work Performance

Topics: Management, Job satisfaction, Motivation Pages: 8 (1780 words) Published: April 1, 2013

Volume 2, Issue 9 (September 2012)

ISSN: 2249-7382


Motivational factors play an important role in increasing employee job satisfaction. This will result in improving organizational performance. High productivity is a long term

benefits of employee motivation. Motivated employee is a valuable asset who creates value for an organization in strengthening the business and revenue growth. Motivation is going to work if the right person with suitable skills is made responsible for the job or otherwise it will be the wastage of resources and time, and will lead to job dissatisfaction. The paper is aimed to study the effect of employee motivation on job satisfaction and organizational performance. A detailed questionnaire is framed to achieve the above cited objectives. Keywords: Motivation, Job Satisfaction, Organization performance, Productivity.

*Assistant Professor, P.G. Department of Commerce & Management, Arya P.G. College, Panipat (Haryana) International Journal of Research in Economics & Social Sciences 81


Volume 2, Issue 9 (September 2012)

ISSN: 2249-7382

Employee’s performance is affected by number of factors, but one of the significant factors is motivation which affects the productivity to a large extent. To manage the existing

performance of the employees and to motivate them for better performance, efficient motivation practices have become more important in all organizations. To survive in the today’s global and competitive market, all factors of production- machine, material and men should be managed in an impressive way. Here men i.e. human resource is the biggest challenge because to accomplish the objectives of an organization, human resource has the capability of emotions, feelings and thought to achieve higher productivity and organizational performance.

According to Webster’s New Collegiate Dictionary, a motive is “Something a need or desire that causes a person to act”. Motivate, in turn “to provide with a motive” and motivation is defined as “the act or process of motivating”. Consequently, motivation is the performance or procedure of presenting an intention that origin a person to capture some accomplishment (Shanks. N.H.). According to Butkus & Green (1999), motivation is derived from the word “motivate”, means to move, push or influence to proceed for fulfilling a want. Motivation is a set of courses concerned with a kid of strength that boosts performance and directs towards accomplishing some definite targets (Kalimullah et. al., 2010). The motivation of an

individual envelops all the motives for which he selects to operate in a definite approach (Lefter et. al.) Employee motivation is one of the policies of managers to increase effectual job management amongst employees in organization (Shadare et. al., 2009). Rutherford (1990) reported that motivation formulates an organization more successful because provoked employee are constantly looking for improved practices to a work, so it is essential for organizations to persuade motivation of their employees (Kalimullah et. al, 2010).

To measure the effect of employees motivation on the organizational performance is the objective of this paper.

Research Design Descriptive in nature and Questionnaire is used to collect the data.

International Journal of Research in Economics & Social Sciences


Sample Size

Volume 2, Issue 9 (September 2012)

ISSN: 2249-7382

50 employees of various organizations. Instrument Used Percentage analysis, Likert’s Scale, Graphs and Diagrams. Data Collection The questionnaire was distributed to a sample of employees who were working in various departments and organization position. Data Analysis After collecting...

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International Journal of Research in Economics & Social Sciences
Volume 2, Issue 9 (September 2012)
ISSN: 2249-7382
7. Chowdhury, M. S., (2007). Enhancing Motivation and Work Performance of the Salespeople: The Impact of Supervisors’ Behavior. African Journal of Business Management, 1 (9), 238-243. 8. Danish, R. Q., & Usman, A., (2010). Impact of Reward and Recognition on job Satisfaction and Motivation: An Empirical Study from Pakistan. International Journal of Business and Management, 5 (2), 159-167. 9. Jan, K., Ramay, M. I., & Qureshi, T. M., (in Press). Motivation in Public Organization. Pakistan [WWW page]. URL 10. Kamalian, A. R., Yaghoubi, N. M., & Moloudi, J., (2010). Survey of Relationship between Organizational Justice and Empowerment (A Case Study). European Journal of Economics, Finance and Administrative Sciences, 24, 165-171. 11. Khalid, S., & Irshad, M. Z., (2010). Job Satisfaction among Bank Employees in Punjab, Pakistan: A Comparative Study. European Journals of Social Sciences, 17 (4), 570-577. 12. Latt, K. A., (2008). Motivating People on the way towards Organizational Performance. Victoria University (Australia), intern analyst, Covalence SA, Geneva. 13. Malik, M. E., Ghafoor, M. M., & Naseer, S., (2011). Organizational Effectiveness: A Case Study of Telecommunication and Banking Sector of Pakistan. Far East Journal of Psychology and Business, 2 (1), 37-48. 14. Mani, V., (2010). Development of Employee Satisfaction Index Scorecard. European Journal of Social Sciences, 15 (1), 129-139. 15. Oluseyi, S., & Ayo, H. T., (2009). Influence of Work Motivation, Leadership Effectiveness and time Management on Employees’ Performance in some Selected Industries in Ibadan, Oyo State, Nigeria. European journal of Economics, Finance and Administrative Sciences, 16, 7-17. 16. Rukhmani, K., Ramesh, M., & Jayakrishnan, J., (2010). Effect of Leadership Styles on Organizational Effectiveness. European Journal of Social Sciences, 15 (3), 365369. 17. Thibodeaux, M. S., 7 Favilla, E., (1996). Organizational Effectiveness and Commitment through strategic Management. Industrial Management and Data Systems, 96 (5), 21-25.
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