HR Performance Issues and Motivation
Mia A. Rapier
BUS 610: Organizational Behavior
Dr. Anthony Trotta
September 21, 2014
“Perhaps the most controversial issue that has evolved from decades of research on employee attitudes and employee behavior is the job satisfaction-job performance relationship (Petty, McGee, & Cavender, 1984). Employee motivations can be determined by subjective issues like the need to make a certain about of money each year or how others will view you based on your place of employment or job title. Conversely, discernable incentives can also alter an employee’s performance, work ethic, and job satisfaction – working for an employer with proven high standards, one that treats employees fairly and appraises their performance objectively, can yield positive workplace performance from employees. It is the intent of this paper to evaluate the relationship between motivation, job satisfaction, and work performance with specific emphasis on the motivation theory conceived by Herzberg and how it relates to performance issues and motivation.
Research has explained the often ambiguous term ‘motivation’ by identifying two key types of motivation: intrinsic and extrinsic. Intrinsic motivation is the desire to do or achieve something because one truly wants to and takes pleasure or sees value in doing so. Extrinsic motivation is the desire to do or achieve something not for the enjoyment of the thing itself, but because doing so leads to a certain result. (Usher & Kober, 2012). After the type of motivation has been determined it can be advantageous to apply a category to motivation, either content or process. Content theories of motivation “examine factors within individuals, notably needs, that lead to behaviors…For example, individuals might be motivated to work because it helps them meet certain physical needs, such as those for food, clothing, and shelter” (Baack, 2012). Process theories on the other hand,...
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