Effect of Motivation on Organizational Commitment in Private Sector

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Effect of Motivation on Organizational Commitment in Private Sector

Asavari Mahadeshwar

Govinda Samtani

Lavina Fernandes

Abstract

In today’s challenging business environment it’s important for every organization to stay highly profitable in order to survive the increasing competition. Hence, every company strives to manage all the factors of production efficiently. Among these factors of production the human resource is the most important factors for any organization in order to survive. It is a skillful task to manage human resource as one has to take into consideration feelings, thoughts and emotions of an individual. When these factors are taken care of a person is said to be satisfied and motivated for delivering the best of results. Hence motivational factors play an important role in increasing employee satisfaction level. These motivational factors could be monetary or nonmonetary in nature. Only when desires aroused from any of these motivational factors are meet the person is said to be motivated. A motivated employee is an asset for any organization to have. Only when an individual feels happy, contended and satisfied about his job or task which he is expected to perform his association with the organization would be long. That is he would stay committed with the organsation for longer period of time. The prime objective of this research is to analyze the effects of motivational factors on organizational commitment of employees. This is an exploratory study based on primary data. The primary data has been collected from the working individual across sector. (Will add observation line and conclusion line later to this)

Keywords: Motivation, Job performance, Job Satisfaction, Organizational Commitment.

1) Introduction

Many Organizational studies focus on organizational behavior giving extensive consideration to motivation of an employee, their job satisfaction and their overall performance in link with the organizational performance. All these variables discussed are interdependent on each other. In simple words the association between motivation, job satisfaction and organizational performance can be viewed as: Motivation is an inner feeling that activates behaviour of an individual that strives him to achieve better. However, not everyone gets motivated by the identical factors. Someone may get motivated by or satisfied by achieving higher authority and responsibility where some other person merely needs flexibility in work schedule, or someone may be motivated by sense of accomplishment. Motivation will not have effect on individuals if they are unable to perform a task or if they are not willing for certain tasks. The management of people at work is an integral part of the management process. To understand the critical importance of people in organsation is of utmost importance for any management in order to achieve its goals in the long run. An effective organization will make sure that there is a spirit of cooperation and sense of commitment and satisfaction within the organization. In order to make employees satisfied and committed to their jobs, there is need for strong and effective motivation at the various stages.

1.1) Motivation:

According to Webster’s New Collegiate Dictionary, a motive is “something a need or desire that causes a person to act”. “Motivate, in turn, means “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 (Kalimullah et al, 2010)....
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