Employee motivation


Motivation is a way of getting people to do something. Motivation process has four parts which are needs, establishing goals, taking actions and attaining goals. It is a process of satisfying the unsatisfied needs by formulating goals.

However, motivation plays a key role in any person as it can be used as a pointer of performance of an individual and as a whole organization.  Employees with high positive attitudes and interest to work are the ones with high job motivation while demotivates hold negative attitudes towards their job. Highly motivated employees constantly look for improved practices which formulates an organization to be more successful and help organizations to survive in the long run.

Motivation factors may vary from one employee to another since each employee has different needs and desires. Salary is the most important motivational factor which would affect the performance of an employee. Money satisfies human needs and let people to buy things that show their status. It is an underlying factor that drives most of the employees to report for work.

However, it is not always the money a main factor in every circumstances, that indicate together with the other factors employees can perform well in the company. When employees perceive that organization rewards and recognized the good work, their performance automatically increase.

Promotion is another way of rewarding the employees for providing exceptional performance meeting the organizational goals. Moreover, giving higher responsibilities along with the promotions motivates employees since their effort in work will accomplish positive results to the organizations in turns they will receive more recognition.


References

Agwu, M. (2012). Impact of Employees Safety Culture on Organisational Performance in Shell
Anne, B., (1994). An Empirical Analysis of the Corporate Control, Tax and Incentive
Armstrong, M. (2007). Employee Reward Managemend and Practice. London.
Armstrong, M., & Stephens, T. (2005). Employee Reward Management And Practice. 1st (edn.).
Gunnigle, P., Heraty, N., & Morley, M. (2011). Human Resource Management in Ireland. 4th
Khodov, L. (2003). The Structure of Small Business and Distictive Features of Its Motivation.
Lazear, P., & Sherwin R. (1981). Rank-order tournaments as optimum labor contract, Journal of
Lindner, J. (1998). Understanding Employee Motivation, Journal of Extension, 36 (3). London: Kogan Page Ltd.
Maslow, H. (1954). Motivation and personality, New York, NY, Harper.
Robbins, S. (1993). Organizational behaviour: concepts, controversies, and applications. (6th
Rynes, L., Gerhart, B., & Minette, A. (2004). The importance of pay in employee motivation,

Zammuto, F. (1982). Assessing Organizational Effectiveness, State University of New York 

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