Motivation and Employee Performance

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Effects of motivation on employees' performance in an organization

The problem can be placed within human resource management perspective as there maybe issues catering to research literature for instance, there maybe lack of support into employee motivation for positive performance indicator in the organization, for example, the presence of too much authority can affect employee performance due to some issues of motivation, affecting employees motivation level. There is ample need to recognize motivation and performance into employee based perspective, finding out motivation effects on employee performance thus, recognizing research based theories and applications (motivation and employee performance). This will be in Uganda context.

1.What is Motivation and How Does it Affect Performance? Why is knowing how to motivate employees is important? What comprise of motivation received by employees? Discuss with literature

2.What is meant by employee performance? Discuss aspects in accordance to literature

3.How is performance manifested by human resource area? How it is known in terms of effects underlying motivation ways?

4.What are some of motivation effects toward employee performance? Is there a positive effect? A negative effect? Name some

5.What are several ways of measuring motivation to come up with effective employee performance? How it is measured for the purpose of recognizing performance success?

- There is positive effect of motivation towards employee performance within Uganda’s SME

- There is negative effect of motivation towards employee performance within Uganda’s SME

For literature, motivated employees help organizations survive as motivated employees are more productive. To be effective, HR need to understand what motivates employees within the context of roles they perform, motivating employees is complex as due to the fact that what motivates employees changes constantly ( 1991) as for example, research suggests that as employees' income increases, money becomes less of motivator (1987), as employees get older, interesting work becomes more of motivator thus, the need to describe the ranked importance of the following motivating factors:

- job security

- sympathetic help with personal problems

- personal loyalty to employees

- interesting work

- good working conditions

- tactful discipline

- good wages

- promotions and growth in the organization

- feeling of being in on things

- full appreciation of work done

Survey based technique will be used to solicit the data. The target respondents are managerial level employees of Uganda’s SMEs, survey will comprise of different sections contains survey statements measuring motivation and employee performance in lieu to:

- Motivation and acquisition bases

- Employee Performance bases

- Motivation and enrichment bases

- Performance labeling and execution of motivation tactics

A total of 50 employees working within two or three Uganda SMEs mostly in the area of manufacturing and production, noting in how they are motivated and what performance level they have resulted due to motivation given such as performance based incentives as well as rewards. The employees are to asked to indicate their extent of agreement using the five-point Likert scale (with 5 = completely agree, to 1 = completely disagree). The motivation for qualitative method is opposed to that of quantitative method. Qualitative method is designed to help researchers understand people and the social and cultural contexts which they live, as the understanding of phenomenon from viewpoints of participants and its particular social and institutional context is largely lost when textual date is quantified, research questions are need to be examined for reliability and validity.


Strongly Disagree
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