Table of Contents Abstract
Chapter 1: Introduction
1.1 Introduction and definitions
1.2 Problem Statement
1.3 Research Questions
Chapter 2: Employee Motivation
2.1 The concept motivation 2.2 Herzberg and Maslow 2.3. Intrinsic and extrinsic motivation 2.3. The relationship between intrinsic and extrinsic motivation
Chapter 3: Employee Performance
3.1 Performance in organizations
3.2 Job performance
3.3 Measuring job performance
3.4 Options for measuring job performance objectively
Chapter 4: Employee Motivation and Performance
4.1 The relationship between employee motivation and job performance 4.2 Motivating employees intrinsically to perform
4.3 Motivating employees extrinsically to perform
Chapter 5: Conclusion
5.2 Managerial implications
Many people tend to assume that the most important motivator at work is pay. Yet, studies point to a different factor as the major influence over worker motivation, job design. How a job is designed has a major impact on employee motivation, job satisfaction, commitment to an organization, absenteeism, and turnover. The question of how to properly design jobs so that employees are more productive and more satisfied has also received attention from managers and researchers since the beginning of the 20th century. This chapter therefore discusses background studies relating to how job design tends to affect employee motivation and job performance and then based on the background, the research problem, objectives of the study, research questions, relevance of the study, among others are stated. Motivation is a topic that is extensively researched. Halfway the twentieth century the first important motivational theories arose, namely Maslow’s hierarchy of needs (1943), Herzberg’s two-factor theory (1959) and Vroom’s expectancy theory (1964). Those researches focused on motivation in general and employee motivation more specifically. In the past years various definitions of motivation were defined, e.g. Herzberg (1959) defined employee motivation once as performing a work related action because you want to.It is commonly agreed that employee motivation can be separated in intrinsic and extrinsic motivation (Staw, 1976). Staw argues that one of the first attempts to make that distinction was in Herzberg’s Two-Factor Theory (1959). However, the discussion about intrinsic and extrinsic Motivation is more from latter years (e.g. Amabile, 1993 and Deci & Ryan, 2000). Especially important is the discussion about how intrinsic and extrinsic motivation can contribute to Employees’ performances (Ramlall, 2008). The relationship between employee motivation and job performance has been studied in the past (Vroom, 1964). But high correlations between the two were not established. However, later Research concluded that employee motivation and job performance are indeed positively correlated (Petty et al., 1984). This relationship is studied in this research and the aim is to provide managers useful information on how employees’ performances can be increased by motivating them intrinsically and/or extrinsically. With such a rapid moving economy and lots of financial institutions springing up, a shortage of qualified workers and plentiful business opportunities, the topic of motivating employees in the financial industry has become extremely important to the employer, as motivation has a great impact on the way employees perform in the organization. If employees do not enjoy their work .it will affect the success of the organization goals. Motivation as an internal drive to satisfy unsatisfied needs, can direct individual’s...
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