MotEffects of Employees’ Motivation on Organizational Performance
Effects of Employees’ Motivation on Organizational Performance
Abstract Many theories came along to show the importance of motivation. Motivators are the things that drive the employees to achieve; de-motivators are the opposite and would lead to deterioration on the job-level. Performance is directly affected by motivation, thus, a performance appraisal should be done where the manager measures the performance of an employee and acts accordingly. Motivation is the key to success in any given task or job. If not met, failure will most probably be the result. The purpose of this paper is to discuss the demotivators, the motivators of employees at work and the effect of these factors on employees’ performance thus organizational performance and the positive correlation between both latter concepts.
Introduction
Abraham Maslow once said, "If I were dropped out of a plane into the ocean and told the nearest land was a thousand miles away, I 'd still swim. And I 'd despise the one who gave up.” The drive for him to reach the land is a combination of ability, willingness, and motivation. Likewise in any organization, there is always a drive for employees to achieve. The heart of this drive that leads to positive organizational performance and thus success is motivation; it is this desire to achieve. Motivating employees is when the employer gets them to "want" to do what he/she knows should be done. It is also the third key performance indicator of Human Resources. The main assets of an organization are the employees; if not satisfied and motivated then progress and success are close to impossible. Thus, it is a conductive synergy; if dissatisfaction occurs employees would dock, procrastinate, sabotage the company, increase absenteeism, or even petition. Motivation could be of two kinds: extrinsic and intrinsic. Extrinsic motivation is based on the desire for external rewards, such as gaining approval of others, earning money,
Abstract Many theories came along to show the importance of motivation. Motivators are the things that drive the employees to achieve; de-motivators are the opposite and would lead to deterioration on the job-level. Performance is directly affected by motivation, thus, a performance appraisal should be done where the manager measures the performance of an employee and acts accordingly. Motivation is the key to success in any given task or job. If not met, failure will most probably be the result. The purpose of this paper is to discuss the demotivators, the motivators of employees at work and the effect of these factors on employees’ performance thus organizational performance and the positive correlation between both latter concepts.
Introduction
Abraham Maslow once said, "If I were dropped out of a plane into the ocean and told the nearest land was a thousand miles away, I 'd still swim. And I 'd despise the one who gave up.” The drive for him to reach the land is a combination of ability, willingness, and motivation. Likewise in any organization, there is always a drive for employees to achieve. The heart of this drive that leads to positive organizational performance and thus success is motivation; it is this desire to achieve. Motivating employees is when the employer gets them to "want" to do what he/she knows should be done. It is also the third key performance indicator of Human Resources. The main assets of an organization are the employees; if not satisfied and motivated then progress and success are close to impossible. Thus, it is a conductive synergy; if dissatisfaction occurs employees would dock, procrastinate, sabotage the company, increase absenteeism, or even petition. Motivation could be of two kinds: extrinsic and intrinsic. Extrinsic motivation is based on the desire for external rewards, such as gaining approval of others, earning money,
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