Impact of motivation on employee
Impact of motivation on employee productivity
Order Instructions:
The writer will refer back to order #114120 and #114079 and will use the annotated bibliography constructed during those weeks to complete this paper here. The writer will compile a scholarly paper on the topic below using at least 20 pear review articles to support all the facts.
Topic
Impact of motivation on employee productivity
Employees are motivated differently, and it takes human resource initiatives to ensure all workers are motivated. When employees are motivated, their performance is high and leads to the fulfillment of organization objectives (Nitin and Boris 2010). Through motivation, it is possible for HR managers to find employee motives for work and come up with ways to improvise. The problem that leads to doing the research is high-employee turnover in public sector industry.
The research is intended to examine effects motivation has on employee productivity in the service industry.
Write a 15 page paper that addresses relevant theories and empirical research leading to a significant research topic, problem, and research question(s). Approach your topic (Impact of motivation on employee productivity) providing an academic argument for funding that might support a vital new step in understanding the impact of culture on business. You do not have to actually design a study to the point of specifying research measures of effective project management or specify samples, but try to evolve your thinking to the point of framing a relevant research topic, problem, and question(s) on which your proposed research would be focused.
This question should be complete enough to suggest the development of an important theory, address a gap in a current model, or demonstrate an immediate application for solving common organizational problems. Rather than attempting to include as many references as possible, try to emphasize the logical coherence of your evidence of conceptual foundations. Build an academic argument for why your research problem and question(s) are important.
Your Final Paper should adhere to APA format (6th edition), which requires a title, a reference list, and appropriate sections and their headings, and include the following elements:
• A thorough review of the literature (minimum of 20 resources, with 85% being 5 or less years old) that shows evidence of a potential research opportunity/gap that has not been discussed in the academic literature
• A draft problem statement; include the four parts of the draft problem statement of the
The four parts of the problem statement are:
• Hook (with a peer reviewed citation that is five or less years old)
• Anchor (includes a number supported with a peer reviewed citation that is five or less years old)
• General business problem
• Specific business problem to be researched
• At least one broad research question that is demonstrably linked to your problem statement.
You do not need to address any hypotheses or design considerations.
SAMPLE ANSWER
Impact of Motivation on Employee Productivity
Introduction
Motivation remains one of the essential factors creating a positive energy or interests within an organization with the aim of achieving the goals and objectives of the organization. This clearly depicts the reasons why all organization considers the factors that need to be adhered to in order to sustain a higher level of performance (Ab Hamid, Mustafa, Mohd Suradi, Idris, & Abdullah, 2013). Organizations face challenges in regards to inadequate motivation since certain employees show up at work with different expectations, outlooks and behaviors.
These challenges as regarded by individual motivation and its inadequacies can be divided in two primary categories. First, certain individuals remain unable to be motivated, a factor that stems from the deficiencies in their personalities (Bhuvanaiah, & Raya, 2015). Such individuals have the desire to avoid failures while their drive and motivation towards positive results tends to be weak. This therefore results in the development of resistance in the achievement of goals, an element that can be addressed through the inclusion of intrinsic modes of motivation.
Secondly, in some instances, the achievement motive within employees may be strong, however, the challenges these individuals encounter may manifest in their productivity, thus affecting their enthusiasm and productivity (Bhuvanaiah, & Raya, 2015). Irrespective of all the problems in relation to motivation, organizations need to ensure there are appropriate approaches developed to ensure continuous productivity geared towards the achievement of the goals of an organization. This paper seeks to determine the element of motivation that keeps employees and their employers craving every day and the theoretical frameworks that can be developed to develop motivational approaches within an organization. On the other hand, the paper seeks to determine the strategies that can be employed in getting employees motivated and the manner this affects the productivity of an organization and if so how.
Literature Review
Several research studies have previously been conducted in regards to motivation as well the theoretical underpinnings developed to spur this process. This review therefore seeks to focus on the motivational theories and strategies in pertinence to productivity.
Motivation
According to Biddle (2015), motivation is considered and defined as an internalized drive that is primarily dominant within individuals within individuals. This author alleges that there is not one way in which individuals may be motivated (pp. 4). Observation and prudence is required to determine the manner in which an individual may be motivated and in creating a conducive environment. This atmosphere assists in self development within an individual to make decisions and adopt attitudes that enhance productivity.
A meta-analysis on motivation conducted by Caillier (2014), disclosed that high performances within an organizations employees performance is highly dependent on the motivation of the employees. This clearly determines the fact that the single most ingredient in keeping the employees within an organization motivated in kept within oneself, a factor that has the capacity to unlock their access to motivation (pp. 289). Personal motivation remains one of the essential attributes for individuals since different individuals have different personalities that contribute to their motivation. In a case where there are no evident signs of enthusiasm and motivation within an employee seeking for a job in an organization, it is essential for managers to retain such positions as vacant than hiring employees who are not motivated.
Motivation Theories
According to Barbra (2011), there are different factors that may lead to employee motivation. Motivation is considered as internal since motivated employees end up being more productive in an organization. Instead of bringing up motivational speakers, firms should concentrate on the specific factors that make an individual motivated since they differ. When organizations understand what motivates employees, they can dwell on these factors in order to achieve productivity.
Motivation has been an issue for organizational leaders since unmotivated employee is unproductive, do not like being in the workplace, run from their jobs, and produce low quality. The author noted that employees are motivated differently, and it’s up to the leaders to get to know their employee well to know their needs and wants that will make them motivated for high production (Carla Valencia, 2015). The main limitation is in understanding the needs of employees since these needs are consequently immense.
There are several motivational theories that are developed to give insight into the motivational factors that influence and affect the perceptions and performance of employees and the manner in which this impacts the performances of organizations. Motivation is therefore considered as one of the essential tools that are used by managers to capitalize on the employee’s avidness in working without pressure. In this case, Bishka (2015)alleges that several motivational theories have been employed with the aim of stimulating the achievement of results within different organizations (pp.3).However, in motivating employees, managers need to take cognizance of theaspect of culture and the fact that different individuals have different needs and understanding.
This aids in the development of a right motivational theory that meets the needs of these individuals from different cultural backgrounds and who are motivated by different elements. Mark (2015) describes some of the essential theories that lead to employee motivation. According to him, Hertzberg two-factor theory, Maslow hierarchy, and Hawthorne effect are some of the applicable theories to motivate employees. The theories suggest employee’s inner needs together with being mindful of their outside affairs as the main motivating factor for productivity. The conducted studies do not exhaust all factors that lead to motivation making the theories limited in their scope but uses different examples for each of the theories.
Maslow’s Hierarchy of Needs
Abraham Maslow developed the hierarchy of needs that was divided into two primary groups: incremental needs and deficiency. The deficiency need primarily focused on issues to do with the safety, biological, social needs and belongingness within an organization while the incremental needs entailed the aspects of esteem and self-actualization needs(Becchetti, Castriota, & Tortia, 2013). Maslow therefore alleges that as individuals develop, they are driven to work towards the achievement of these needs that are arranged in a hierarchy, according to Maslow, unless these deficiency needs are satisfied, the growth needs of individuals are likely to lack relevance. The needs hierarchy theory therefore explains the rationale behind the satisfaction of the lower-level needs that introduces the higher need within the hierarchy, a factor that becomes a motivator to the employees to bring the best performance within their work environments.
Equity Theory
This theory was developed by Adam as a motivational model that comprised of an individual’s self with others in the context of output-input ratio within a work environment. Equity according to this theory can only be attained in the event that the input and output ratios are same for different employees. This therefore determines the reasons why employees within a firm are likely to compare their own ratios with that of other employees, a factor that gets them either motivated if the results are rational or de-motivated in a case where the results do not show fairness (Faisal, Mook, Malul, & Shoham, 2015). However, it is vital to consider that the primary challenge of this approach lies within the capacity of the managers who are required to allocate the right blend of inputs and outputs in consideration of the diversity in the global workforce with the aim of maintaining equity within an organization. An instance of this can be seen when instances of pay inequalities result in negative behaviors and decreased production among the employees.
Expectancy Theory
The expectancy theory as developed implies that individuals are bound to act through their self interests and adopt different actions that they perceive can maximize the desired results that suit their needs. This theory is primarily based on three factors that include expectancy, valence and instrumentality. According to Goergen, O’Sullivan, & Wood (2014), valence determines different effective orientations towards the attainment of particular outcomes. On the other hand, expectancy infers to the monetary beliefs of individuals that a particular level of performance will follow in the attainment of specified outcomes (pp.146). Instrumentality in this case determines an individual’s expectations that identify the manner in which individuals behave and the rewards they receive for such efforts. The expectancy theory in this case is grounded in the belief that work performance is inclined towards particular individual behaviors that people perceive and that will lead to the achievement of some desired output.
Herzberg’s Two Factor Theory
Herzberg’s Motivation two factor theories clearly indicate that the intrinsic and the extrinsic elements of a specified job function that are different from each other (Tampu, 2015). This theory consequently breaks the job satisfaction into two primary elements that include motivation and aspects of hygiene. Motivators that relate to the intrinsic elements include factors such as recognition, responsibility, and the achievement of work profile.
Additionally, the element of hygiene is associated with the extrinsic factors of motivation that include the development of a remunerative pay package, the policies of an organization including positions and the working environment (Alexander, 2016). This theory also suggests that the element of job satisfaction and dissatisfaction that remain two independent variables. This theory therefore provides evidence to the fact that job dissatisfaction remains an outcome that finds root in the lack of hygienic factors that motivate and satisfy the work environment. The hygiene factors however are considered to have short term effects on the performance and attitude of the employees.
Problem Statement
According to a case study conducted by ICM (2010),different employee engagements encourage or discourage productivity. While an employee feels inspired by his senior, other employees, who do not like the senior managers, discourage the others thus making them lose their motivation and hence affect their productivity. However, the article does not talk about the employees who encourage others, a factor that makes it biased. Negative motivation is also motivation so it should not be discouraged but should be used professionally. In consideration of this factor, this paper seeks to address some of the problems that are encountered by companies and businesses in relation to how employees can be motivated.
General Business Problem
- On one of the general problems that this study seeks to address includes the discovery of some of the factors that motivate employees within an organization with the aim of increasing and improving productivity and performance within the service industry.
Specific Business Problem
- The study also seeks to determines some of the motivating factors that inclusively consider the aspects of culture and that can improve and impact the performance of employees within the service industry and the efforts of these industries in ensuring the employees are motivated
Research Question
What are the motivating factors that inclusively consider the aspects of culture and that can improve and impact the performance of employees within the service industry and the efforts of these industries in ensuring the employees are motivated?
Research Gap
In consideration of this study, it is essential to consider the fact that there is a clear gap in the research that involves the incorporation of time element into the proposed motivational theories, a factor that results in the need of determining the solutions to this gap(Nicu, 2012). The time factor in this case is considered as a vital element since it is essential in the setting of goals in the implementation of these theories in a contextualized manner.
Methodology
As a result of the amount of research conducted in relation to the motivational theories, the research study has established the need of developing a prudent qualitative research methodology that would inclusively involve the review of some of the literatures that were developed in regards to this study.
Discussion
As determined by Carla (2015), motivation has been an issue for organizational leaders since unmotivated employees are considerably unproductive, and do not like being in the workplace, run from their jobs, and produce low quality. The author noted that employees are motivated differently, and it’s up to the leaders to learn their employees well to know their needs and wants that will make them motivated for high productivity. The main limitation is in understanding the needs of employees since they are many hence the author uses one industry as a case study.
On the other hand, Anar (2015) established that there are several challenges faced by business in the competitive market in relation to the motivation of employees. This consequently calls for the managers to effectively manage all the factors of employee retention and production such as the machines, men, and materials. Human resources, unlike other factors of production, need control of emotions and thoughts for productivity. Successful organizations have motivated employees. The challenge faced in motivating the employees is how to integrate the different employee skills with the other factors of production without interfering with the goals of an organization thus the author explores all other factors related to employee motivation.
According to the findings of this study, the inclusion of effective reward systems remains an essential element in motivating employees within organizations operating in the services industry (Menguc, Auh, Katsikeas, & Yeon, 2016). There are two primary sources of motivational drives that include the drive brought by the need of an internal need aimed at gaining resources that is supported by the needs theory. Secondly, there is a need of motivating the commitments of individuals. However, it is vital to consider the fact that the most essential factor remains that which ensures the employees are motivated to share the same goals within an organization since this improves the performance of an organization.
An effective system of reward is one that comprises the element of accountability and rewards on the bases of performance that is measured through the use of a cross functional approach of integration (Kyani, Akhtar, & Haroon, 2011). The effectiveness of such systems can only be judged on the extent to which individuals are in a position of collaborating to achieve equity. In this case, reward systems include the development of appraisals for the employees and the inclusion of integrative approaches that is targeted towards improving and making sure that there are adequate approaches that allow the glow of information from the employees to the organization.
It is essential to consider that an effective reward system is one that primarily focuses on the behavioral aspects of rewards as compared to the monetary elements. Several organizations consider paying their employees benefits, a factor that is considered as insufficient (Phipps, Prieto, & Ndinguri, 2013). However, a valuable reward system that inclusively considers the diversity of the employees in terms of culture is one that embraces the element of positive reinforcement. In order to develop such a reward system, there are certain factors that need to be considered.
First and foremost, a reward system needs to be developed as an approach that subjectively replaces the traditionally used performance measurement approaches. The traditional system believes that the supervisors and the operational managers are the ones obligated with the responsibility of offering appraisals to the employees, a factor that needs to be changed (Rawat, Khugshal, & Chaubey, 2015). In this case, the rewards system that is developed to reward employees on the basis of their performance and that bases its implementation on the behavioral aspects in rewarding remains essential in improving the productivity and the performance of the employees within an organization.
Conclusion
Motivation remains one of the essential factors that create a positive energy or interests within an organization with the aim of achieving the goals and objectives of the organization. These challenges as regarded by individual motivation and its inadequacies can be divided in two primary categories. First, certain individuals remain unable to be motivated, a factor that stems from the deficiencies in their personalities (Casey, & Robbins, 2015). The achievement motive within employees may be strong, however, the challenges that these individuals encounter may manifest in their productivity, thus affecting their enthusiasm and production.
Motivation has been an issue for organizational leaders considering the fact that unmotivated employees are unproductive, and do not like being in the workplace, run from their jobs, and produce low quality (Christ, 2016). The study has determined that employees are motivated differently, and it’s up to the leaders to get to know their employee well to know their needs and wants that will make them motivated for high production.
Irrespective of all the problems in relation to motivation, organizations need to ensure there are appropriate approaches developed to ensure continuous productivity geared towards the achievement of the goals of an organization. As established in the findings of this study, an effective system of reward is one that comprises the element of accountability and rewards on the basis of performance measured through cross functional approach. A valuable reward system that inclusively considers the diversity of the employees in terms of culture is one that embraces the element of positive reinforcement.
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