The Relationship Between Motivation And Performance Always Make People Think

Employee motivation is, or at least must be, one of the key issues for directors, managers and personnel managers. The leader must be able to find the sensitive strings of his subordinates, which can be motivated by influencing them to achieve high performance. The correct use of motivation encourages staff to make more efficient use of their knowledge, skills, and talents. In today's turbulent, often chaotic environment, commercial success depends on the employee's talent and effort. Despite the many existing theories and practices, some of the motivation of leaders today remains a mystical term. This is partly due to the fact that people are motivated by different things and techniques.

In any workplace, workers are no doubt the essential mainstay that holds any business or corporation together. Employees achieve important tasks to help the company’s long term vision and goals to be successful and efficient. A business can’t be successful without a proper management that is why it is important for employees to enjoy going to work and they also have maintain a positive attitude while being productive and completing tasks. Motivation is what gives a person the purpose to perform or behave in a certain way with the desire or willingness to gain something. There are two types of motivations, motivation that comes from a person and motivation that comes from materially goals. It is very necessary that employers keep their employees motivated and encourage them to perform above expectations.

People are motivated by different rewards and therefore, a manager must know each employee’s reason to why they are working at the organization (Ivancevich, Konopaske and Matteson, 2014). Even though there is no best theory of motivation as a manager you have to work even harder to try and understand all your personnel’s motivation (Ivancevich, Konopaske and Matteson, 2014). One aspect of the motivational construct is for certain, the best way to influence individual performance is to have a reward system (Ivancevich, Konopaske and Matteson, 2014). This reward system can also attract outside talent to come and work at the

The fact that motivation is the most important factor for productivity and quality is not something new. Job satisfaction is critical to high productivity, motivation and low employee turnover. Today employers face the challenges of finding ways to increase job satisfaction that their businesses can stay competitive. Employers face the challenges of maintaining productivity, profitability and also try to keep their workforce engaged as well as satisfied with their jobs. In general companies who fail to improve job satisfaction are at risk of losing their top talented people because of competition. Supervisors or managers who maximize the potential creative abilities and talent of entire workforce have a greater competitive advantage then those who don’t. Also, employees that are engaged in their work have a higher level of job satisfaction. This is a reason why leaders of the organization have responsibility for creating high level of job satisfaction. A motivating environment is one that gives workers a sense of pride in what they do ( Dr. Edward Deming ). Leaders can improve motivation within their organizations by following steps like: provide a positive working environment, reward and recognition, involve and increase employee engagement, develop the skills and potential of your workforce and

This paper will address why employee motivation, recognition and rewards keeps employees working effectively and efficiently. Employee motivation is very important to a company’s production and quality of work, It is important for management and companies to recognize employees’ hard work and have an incentive program to show appreciation.

Motivation is the desire of doing things, to attain the goals set by the individuals. Motivating Employees is one of the most essential skills that are possessed by the manager, as it relates to the degree in which the employees can be influenced. As Mark Twain (1869) had said, “The secret of getting ahead is getting started.” Motivated employees have an impact on the productivity of the business as the employees channel their energy towards completing the organizational goals. (Marc & Daft, 2012) From many years, different psychologists have studied and provided with many motivational theories over the years. The conclusion that is reached by them is that motivation is a problem. The workforce is a ‘big asset’ of the company, so they are ‘only source of competitive advantage’ that makes them different from their competition. (Wilson, 2009)

Motivation in the work place can be argued to be a key topic for any manager. It doesn’t matter what business they work in or what level manager they are! It’s important that they can get the best out of their employees. The most effective way of doing this is having a motivated work force. If an employee has the energy and interest in their job they will preform it to the best of their ability. This could be an increase in the employee’s productivity or it could be an increase in the quality of their work. If employees increase either of these factors it has potential to benefit a firm tremendously. In this assignment I will be examining what does motivate employees and whether money is a key driver.

The main objective of any company is to be successful. In order to be successful, the employees that have been entrusted with meeting the goals of the organization must be motivated. Management must understand and relay the importance of motivation by assessing their employees’ performance. Provide constructive feedback on their subordinates’ performance as well as rewarding those who have exceeded expectations and providing training to those who have underperformed. Investing resources into a company’s human capital can positively influence the quality of work that is performed, therefore increasing the firm’s competitive advantage (Lorenzat and Cook).

Job satisfaction is the very important factor in general quality of life because it is closely connected with working life (e.g. Argyle, 1989; Bang & Lee, 2006), with family life, everyday life, and mental health (Orpen, 1978; Schmitt and Bedeian, 1982; Faragher, Cass & Cooper, 2005). Level of job satisfaction is also highly related to turnover, absenteeism rate, work productivity or accomplishment (Muchinsky, 1977; Organ, 1977). Many researchers (e.g. Cherrington, 1994; Acorn, Ratner & Crawford, 1997; Ostroff, 1992; Spector, 1997) state that employees who experience high job satisfaction contribute to organisational commitment, job involvement, their physical, mental health and overall well-being are improved. Job dissatisfaction on the

The important role of employee motivation is something that both employers and employees should be aware of. There are many clear benefits to having an stellar workforce for organizations. For example, for an organization to achieve organizational excellence they need to determine what drives each employee. This can be achieved by an employer simply by taking the time to connect with their employees and implementing work related goals. As a result, the organization benefits because the employee will benefit. This benefits both parties because the connection between employee and employer allows for meaningful exchanges of what is expected from each. An individual 's task performance may increase due to a management by objective plan set jointly with an employer. Additionally, the employee will feel that they add value to an organization by achieving productivity goals. This will further increase not only the employees career development and overall efficiency in the workplace, but also the operational excellence

The aim of this report is to elaborate relation between appropriate motivational measures and good performance of employees which will lead whole organization to perform better.

Motivation of employees plays a crucial factor in determining their performance with regard to productivity and engagement in their respective duties. Actually, employees who are adequately motivated tend to enhance their performance, be more productive, feel more satisfied, and be more engaged in their work. Managers should take responsibility to enhance their employees in order to enhance their contributions to the organization or company resulting in increased productivity. The significance of employee motivation to organizational productivity is linked to the widely accepted belief that motivation is the basic driver of human behavior. The significance of motivation in driving human behavior has contributed to the development of various theories of motivation, which are mostly applied in real life organizations or businesses. The application of these theories has considerable effects on organizational productivity, employee turnover, and employee satisfaction.

Motivational factors play an important role in increasing employee job satisfaction. This will result in improving organizational performance. High productivity is a long term

Modern management aims at using and manipulating mathematical models to better understand the inter-relationship between employees and the employers in all aspects (Certo & Certo, 2013). The primary goal of modern management theories is to ensure the interrelationship between these factors is maximised for the benefit of the organisation. Motivation, from a general perspective, is the intrinsic drive that leads a person to take a certain course of action. Employee motivation entails all factors which drive an employee to perform tasks related to work in a more efficient and satisfactory manner. In as much as motivation is an intrinsic force, motivation might be brought about by external factors. These factors vary from physical factors, biological factors, intellectual factors, emotional factors and social factors.

The way a person behaves in a work situation is largely a function of motivation, that is, his desire to fulfill certain needs. Employee’s motivation is one of the most important factor for increasing performance and productivity.