Impact Of Motivation Employee Performance-Myassignmenthelp.Com

Question: What Is The Impact Of Motivation On Employee Performance? Answer: Introducation According to Douglas McGregor a psychologist and a Management professor said about two different approaches, which he named as Theory X and Theory Y. In both the theory he talks about involvement of the employees so that they feel as a integral part of the organization. Theory X tells that Hell or high water, we are going to get it done. He motivates the employee that whatever the situation may have arose, we will achieve success. Theory Y tells that I need your help how are we going to do this? We can see in both the situation he is saying we and involving the employees. In theory Y he asks help giving them a higher position which itself is motivating in nature (Ankli Palliam, 2012).To be an effective leader it is very important to identify the leadership theory that will be applicable for a given situation in an organization. Theory of expectancy According to Victor Vroom he mentioned in this theory that an employee wants to maximize pleasure and minimize pain. An employee will only be motivated if that person believes that a particular work can be achieved (Canrinus et al., 2012). If someone believes that a particular task is possible to achieve in that case the employee will try to achieve in doing the work and this will motivate them. If an employee does not believe that a particular task is not achievable, in that case the person will not be motivated to perform that particular job and will try to ignore the work. This may be the reason for de-motivation of the employees. There are some other factors that decide the motivation criteria. These factors are as follows; It depends what kind of support the employee is getting from the employer. If the employee is getting good support from the employer, in that case it can be a motivating factor for the employees, and otherwise they may get de-motivated (Chen et al., 2014). If the employee does not have the skill required for doing a particular task, in that case the employee can get de-motivated (Daley, 2012). If the equipment those are being used in performing a particular work is outdated or may be not up to the mark in that case the employee may lack motivation. Upon giving full effort for the side of the employee they are not getting the desired results. The motivation also plays a role in the job, a particular job. If the person like time job that they are doing in that case it becomes a motivation for them. If they dont feel good about the job that he or she is doing in that case it can be de-motivation (Dinibutun, 2012). McClellands Theory of Needs: As mentioned by McClelland that an Individual is driven by three theories, those are achievement, Affiliation and Influence. Achievement The motivation of the people is derived by the achievement. The more A person achieves the drive becomes more. The person tries to achieve more. The motivation increases with the achievements. The feedback of his doings brings a positive reaction in the mind of that person and positive reaction helps to bring motivation within that person (Guilln, Ferrero Hoffman, 2015). Affiliation The team work helps to increasing motivation in a person. As a person works in co-ordination it brings a form of competition and achieving want within that person. This increases motivation within the person. Power Every individual need power so that they can feel to be in control and can influence others. The power is a very important factor. Every individual wants to enjoy power as much as they can. Power or control is something that drives the individual. This is a great motivating power for the individual (Hovivyan, 2014). Goal setting theory It is proposed by Edwin Locke that setting some precise goal for the individual will improve their performance. If the individual is given some goal in that case the individual feels that it is a challenge for them and as it is a fact that all challenges drive people. So in this case the individual will take the goal as a challenge and will try to achieve that challenge. In this situation the performance will increase. The individual will feel that urge to achieve the goal that is being set in front of them. The goals should not be easy but they should be achievable. Easy goals which can be achieved easily will not improve the performance of the individual (Jiang et al., 2012). The goal should be achievable otherwise it will act in opposite to the situation and thereby will de-motivate the individual and the result of this will be that the individual will stop performing as being sure that they wont be able to achieve the goal. The individual should be rewarded with something upon achievement of the goal as it is the common human behavior that human beings want return of their hardship. So is a person does not get any return or any reward of their hard work in that case the person will not get motivated to do the particular work. So to get him motivated to do the work we should set some reward for him. Reinforcement theory This is a better way of how the goal setting theory works. According to Pavlov it tells that this theory tells us about the factors that control the human behavior. In relation to the theory mentioned that is goal setting theory, it is a better way to approach of look in the situation that what motivates the human behavior. The human behavior is a very complicated thing and it is very hard to understand that what drives human behavior. According to this theory it explains how the human behave and in contrast to the theory of goal setting it explains in much deeper way how the goal setting theory work and how the humans behave in different situation. It also explains how the goal setting theory works and how the people can be influenced through this theory. It explains the goal setting theory in much deeper sense. The individual behavior when a goal is set in front of them (Johnson, 2012). The theory of equity This theory involves around the principle of balance and the equity. This theory says that the principle of motivation of an individual depends on their perception of the equity. This theory also tells us that the motivation level of an individual depends on the level of fairness practiced by the management. In other words the more the management will be fair the more the individual will get motivated (Khan, 2012). The motivation of an individual comes from their perceived equity and the amount of fairness that is being show from the side of the management. If the management does not prove to be fair, in that case in such a situation the individual will get de motivated and will not like to give their full effort in doing the work. So the management should be totally fair to help the individual to perform better, so that the individual gives full effort so that the particular job can be achieved. The more the fairness that is being perceived by the individual the better the individua l will perform. As the individual will perceive more equity and more fairness in that case the particular individual will get more motivated and will stay motivated to perform their task with greater effort. The individual in such a situation will perform very highly and will fetch great reward. Employee Performance In a regular situation of working condition shows that there are various levels of motivation. This level of motivation varies in nature. In a situation that is unique in nature, in a situation like that, it motivates maximum level of employee motivation. As the employee gets motivated they tend to generate maximum performance. They try to give maximum effort possible and this effort tends to generate maximum results. As they tend to maximize their efforts in a result there result also gets maximum outcome (Cerasoli, Nicklin Ford, 2014), The performance of the employee is a major concept, when it comes to the level of work and strategy of the organization. Now-a-days it can be seen that the structure or concept behind the performance of the employee is going through some noticeable changes. The concept of performance behind an Individual too is facing some major changes. As in the current scenario the situation is such that each and every organization needs individual who can perform to the highest level possible. Every organization needs the best performance from their employees. The performance of the employees also decides the performance of the organization. So we can say that the an organization is totally dependent upon its employees performance (Tims, Bakker Derks,2013). Organization is need extreme need of those individual who performs at a very high level. On the other hand performance is also very important for the employees. The performance gets the employees motivated and also serves the interest of the organization. As an employee achieves a task they get a satisfaction which is very important for the employee in relation to the amount of motivation. This motivation derived from their own performance gives them huge confidence and helps them develop skills and also perform better in the future. On the other hand if the employees could not achieve their goals or target then they tend to generate a dissatisfying emotions within themselves. This emotion tends to lower their confidence and motivation level. This type of situation tends to affect them extremely in a negative way. This is not a very favorable outcome for the organization as well. With the failure of the employees the organization also faces losses and negative impact. The individuals who are great performers in an organization get promotion very easily on the basis of their performance. Whereas the person who are not performing well they tend to become a burden for the organization and the organization does not provide any appraisal or any kind of reward. If the performance of an Individual is good in that case it will easily gets reflected in the work of the particular individual. There are six theories of performance. These theories act a frame work that explains what performance and how is it important. According to this theory the performer can be a particular employee or a group of employees (Oswald, Proto Sgroi, 2015).The level of performance depends upon six factors, which determine the level of performance of an employee. The Six factors are as follows: Context Level of Knowledge Level of skills Level of Identity Personal Factors Fixed Factors These factors determine the mindset of an individual. It is seen in the past that human beings can do extraordinary things if they are motivated (Judge et al., 2014).There are some people who are self motivated and others who need to be motivated. So in the act of employee performance the act of motivation plays a very important role. If an employee is motivated properly the employee may give extraordinary results. In order to perform the individual has to use their knowledge and the skills that they have in order to perform a task so that they may come out great results. Performance is the process of learning and we can say that performance is not the end result. Through performance an individual tends to learn and gather some new skill through experience. This process is not the end, rather it is a journey where there are learnings through which an employee tends to learn many new things and gather new experiences that helps him to become more skilful in the future ahead, so that they may become an individual with better skills and can perform better (Judge et al., 2013). An organization is totally dependent upon its employees and its employees are the pillar of the organization that withholds the organization so that it can succeed. So we can say that in order for an organization to succeed it is very important for their employees to succeed. If there employees performs well then automatically the organization will proceed in a situation where it can outperform any of its competitors. If a employee is motivated in such a way that they grow high in confidence and skills. These will be an extremely benefiting situation for the organization (Hamari, Koivisto Sarsa,2014,). Peter Principle This is concerned with thestudy of occupational incompetenceand the study ofhierarchies.Theanalysis ofhundreds ofcasesof occupationalincompetence ledto theformulation ofthe principle. In a hierarchy every employee tends to rise to their level of incompetence. Employees competent in their position are promoted and competence in each newposition equalizes for promotion to the next highest position until a position of incompetence is reached. The principle is based on perceived incompetence at all levels of every hierarchy political, legal, educational and industrial and ways in which employees move upwards through a hierarchy and what happensto them after promotion (Caillier, 2014). If you will take the example of Great Work work that has created a difference in organization also got the attention management. What motivated that employee to go beyond to do Great Work? It can affect an entire organization in a way that is positive in nature. It will inspire fellow employees, to create a growth which is positive growth for a organization as whole. For organization trying encouraging workers to innovative work, knowing what employees will produce Good Work is very important (Korzynski,2013). It is important that to recognize that work performance of the employees varies greatly, as the organization for which employees work. In order to compare and understand the causes different employees who are present in different organization who are producing great work that is taking the organization to another level of excellence. The factor causes different employees at a different organizations to perform Great Work, it was very important to categorize both employees and the organizations t.hey work for, employees in terms of their background of producing Great Work on a constant basis, and organizations in relation to types and power of motivating perks and practices that they make use of the situation to help encourage their workforce to generate Great Work more constantly (Latham, 2012). In our centre groups, we found that almost all employees think that they create huge effort on a constant basis; and although our participants understood the definition of huge work, the examples of Great Work that they shared with us indicated that few of them in fact created Great Work constantly. In the book Management Organizational Behavior by Laurie l. Mullins Hellriegel, Slocum and Woodman suggest: One way to recognize why people behave as they do at work is to view an organization as an iceberg. What sinks ships isnt always what sailors can see, but what they cant see. The Effect of Motivation on Employee Productivity Motivation is a helpful instrument in thehands of management for efficiency of the workforce.Motivation increases the willingness of the workers towork, thus increasing effectiveness of the organization (Korschun, Bhattacharya Swain, 2014). Motivated employees are inclined to be moreproductive than non-motivated employees. Mostbusinesses make some pains to motivate workers butthis is normally easier said than done. Employees are allindividuals with different likes dislikes and needs, anddifferent things will motivate each. Motivated Employees AreMore Productive:If employee will satisfied and happy then he/she willdo his /her work in a very impressive way, and then theresult will be good, on the other hand motivatedemployee will motivate other employees in office. Decision-making and practical Expectations:It is important to engage employees in the decision-making process, but create realistic expectations in theprocess (Vidyarthi, Anand Liden, 2014). Job Description, Work Environment andFlexibility:A safeand non-threatening work environment is necessary tomaintain a high level of employee motivation. Flexiblehuman resource policies, flexible time, work fromhome, childcare also be liable to have happier and moremotivated workers. Pay and Benefits:Keeping employees motivated with good benefits iseasy. Company Culture:Creating a positive and employee-friendly companyculture is a great motivational tool References Ankli, R. E., Palliam, R. (2012). Enabling a motivated workforce: exploring the sources of motivation.Development and Learning in Organizations: An International Journal,26(2), 7-10. Barrick, M. R., Thurgood, G. R., Smith, T. A., Courtright, S. H. (2015). 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