Impact of Motivation on Employee Job Performance

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There are three factors in every organization. These factors are; culture, structural and resources-material and human. Human resource is the pillar of every organization. They are led by managers who control, plan, coordinate, direct lead and organize other resources to achieve the objectives of that establishment. The job of a manager in the workplace is to get things done through employees. To do this the manager should be able to motivate employees adequately. By observing what someone says or does in a given situation, one can draw reasonable inferences about his or her underlying motivation. Motivation is a decision-making process, through which the individual chooses the desired outcomes and sets in motion the behavior appropriate to them. Motivation is defined as an urge in an individual to perform goal directed behavior. Therefore, motivation cannot be inflicted from outside but it is an intrinsic desire in a man to achieve the target goal through performance or activity. According to a model by Herzberg, “motivation is influenced by maintenance and motivational factors. Important motivational factors are the work itself, achievement, growth, responsibility, advancement and recognition. These are primary intrinsic motivators rather than extrinsic ones”. In recent times there has been a great challenge in the area of employee motivation. This challenge is due to rapid changes in the operating environment of almost all organizations. Workers would like to work at places where there are good motivational packages. Motivation has engrossed the mind of most managers who are concerned with what should be done to achieve sustained high level of performance through people. Therefore, motivation is very significant in the achievement of every organization’s growth. 1.2 STATEMENT OF THE PROBLEM

It is generally accepted that motivation has a positive correlation with employees’ performance. Motivation is a term that most employers have read or at least heard about. However, when it comes to actually motivating employees, many employers are not aware of or familiar with the different techniques and strategies they can use to motivate their employees. (Terpstra, D. E. 1979, Theories of Motivation) Moreso, very little is known regarding how intrinsic and extrinsic forms of motivation may predict employees’ performance in the developing economy. (Terpstra, D. E. 1979, Theories of Motivation) If employees are the human resource of every organization and as such the most valuable asset of the organization, then there is no doubt about the need to motivate them according to their efforts especially in the private sector, since the private sector is the core of economic growth and development in developing countries. Unfortunately, we live in a society where millions of people are not motivated at their jobs. However, in Ghana, salary, the main motivator is paid to employees based on their educational qualification. And it is becoming clear that money alone is not enough to motivate employees. The purpose of this research is to understand why motivating employees is crucial for an organization. Employees lacking motivation can be detrimental to an organization. Decreases in production, morale, and customers are just a few of the negative effects low morale can have on a company. On the other hand, motivated employees can have just the opposite effect. Therefore, it is advisable that personnel managers should motivate employees appropriately to increase the productivity of the organization. 1.3 OBJECTIVES

To find out;
* Whether the employees are motivated
* Whether the existing packages are able to influence the level of performance * Motivational strategies that are in use
* What kind of motivational packages that will lead to the expected performance * How effective motivation can lead to higher performance
The study is testing the hypothesis that...
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