Impact of Workplace Motivation on Employee Performance
Introduction
For over the years, the employee motivation became the center of studies and been applied in many workplace settings. Its impact in the employee performance and organization is undetermined because of the barriers that found in the same setting. Therefore, following the studies on the workplace motivation, testing the impact of motivational approaches and techniques is necessary.
Background of the Study
From the previous studies regarding the motivational approaches and its impacts on various business dimensions, it deliberately identified that organizational involvement and commitment can be the other factors that might contribute to the overall job performance of the employees. Motivational approaches definitely satisfy the needs of the employees and in return, the employee repays it through their hard work. Identifying the needs and answering it is the most basic approach of every organization to earn the organization commitment of the employees (Chughtai, 2008).
Statement of the Problem
There are two problems identified:
1. What are the effects of motivation in the organizational performance?
2. What are the factors to be considered in administering the motivation within the workplace?
Research Aim and Objectives
The study aims for assessing the impact of motivation on the job performance of an employee. To decipher the important ideas regarding the area of motivation, there are four objectives that can serve as the propeller of the study. First is to determine the concerns of motivational approach as well as its true purpose within an organization. Second is to determine the benefits and drawbacks brought by the motivational approach in the entire organization, particularly among the employees. Third is to identify the perceptions of both employees and employers regarding the concept of motivation. And fourth is to measure the effectiveness of the motivational approaches in answering the challenges in an organization and satisfying their goals.
Research Questions
There are four questions that can help the investigation of the study
1. What are the objective and role of motivational approaches within an organization?
2. What are the identified benefits and drawbacks brought by the motivational approaches in the entire organization, particularly among the employees?
3. What are the perceptions of the employees and employers within the aspect of motivation?
4. What are the effects of the motivational approaches based on the organization that implemented the practice?
Literature Review
With the good employer-employee relationship, an employee’s performance can be only manifested on the organizational effectiveness. In the implementation of the motivation across the organization, it allows the individuals to focus on the development of their work, in terms of behavior, skills and knowledge, ethics, and effectiveness. It is also defined that motivational approaches tend to energize the workforce which can result in their expected job performance (Byham and Moyer, 2005). In addition, the motivational processes increases or influences the job performance and other work outcomes of an individual that can reach to the employees’ outmost performance and even their job satisfaction (Strain, 1995; Chughtai, 2008). On the other hand, some study contradicts that the information regarding the effectiveness of motivational approaches in building the employee performance. The performance is based on the perception and choice of an individual and it can be only achieved if the skills and knowledge are suitable to the position of the employees (Christensen and Wright, 2009).
Methodology
The applied method in the study is the use of qualitative research which is composed of survey and interview. On the first part of the study, the survey will be given to the employees working in the organization. Using the questionnaire in a Likert Scale Form, the employees will answer based on their opinion on each item. In this way, the researcher/s will determine the significant changes particularly in their performance. On the other hand, the managers, supervisors, HR managers, and team leaders (if applied in the organizational) will be interviewed in a manner of “open-ended question”. In this way, the researcher/s can identify the principles or practices that the managers apply in order to stimulate the performances of each employee. Also, it is important to determine if the motivational approaches exist in the organization and identify what types of motivational approaches are applied in the workplace. In the continuation of the study, the motivational approaches are compared and contrast in order to measure what type of approach is effective for the employees within the organization.
References:
Byham, W., & Moyer, R., (2005) Using Competencies to Build a Successful Organization [Online] Available at: http://www.ddiworld.com/pdf/ddi_usingcompetenciestobuild_mg.pdf [Accessed 14 October 2010]
Christensen, R., & Wright, B., (2009) The Effects of Public Service Motivation on Job Choice Decisions: Exploring the Contributions of Person-Organization Fit and Person-Job Fit [Online] Available at: http://www.pmranet.org/conferences/OSU2009/papers/Christensen,%20Robert%20K%20and%20Wright,%20Bradley%20E.%20%20The%20Effects%20of%20Public%20Service%20Motivation%20on%20Job%20Choice%20Decisions.pdf [Accessed 14 October 2010].
Chughtai, A., (2008) Impact of Job Involvement on In-Role Job Performance and Organizational Citizenship Behavior, Journal of Behavioral and Applied Management, 9(4) [Online] Available at: http://www.jbam.org/pubs/jbam/articles/Vol9/no2/JBAM_9_2_4.pdf [Accessed 14 October 2010].
Strain, C., (1995) Need for Autonomy as a Moderating variable in the Model of the Determinants of Salesperson Performance [Online] Available at: http://www.sbaer.uca.edu/research/swma/1995/pdf/08.pdf [Accessed 14 October 2010]
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