5.Impact of Employee Motivation on Employee Performance

 

Impact of Employee Motivation on Employee Performance

5. Impact of Employee Motivation on Employee Performance.

(Asghar et al) state that workers within any sector measure the important assets of the organization, if they are effectively motivated, they perform their duties with full honor and dedication, and additionally, they become full loyal to it (Asim 2013). They think that human resources are the capital of the organization, actively perform their duties with all this and in the hypothesis shows the relationship with the rewards, especially money rewards with motivational factors and also more motivated if their wages and job titles are according to the qualifications. (Asim 2013).

(Peeters et al 2014) implies that the analysis outcome concludes that job satisfaction relates to each performance and absence rates, to demonstrate these behaviors, it’s necessary for employees to come back up with two selections regarding their jobs one among these is to create decisions on their alternative of the work to work with and this encourages the workers to establish a state of belongingness to the organization (Jalagat, 2016).

Employee empowerment

Employee empowerment is an important factor that helps to manage relationships of employees stronger and employee performance, since two factors are included motivation and performance. The organization creating a style of motivational model level which is increasing these organizations were effective as well as able to enhance the authorization of the foundations and policies also facilitate to fulfillment of the expansion within the worker satisfaction (Asim 2013).

Promotions

(Syed Umer farroque et’al 2010) according to the author's purpose of reading, this study is to point out that rewards measure a key role in increasing the performance of the organization, and they gather information through completely different scenarios like questionnaires (Asim 2013). The aim of the study is to explain the variance of variables like payments. promotion and benefits. The author is interested to gather information through questionnaires and direct interaction. Especially the promotional issue directly affects the motivation within the organization works of the staff (Asim 2013).

Intrinsic and Extrinsic rewards

(Rizwan et al) implies mainly intrinsic rewards are connected with the satisfaction of workers to his job rising out of the pleasure of operating that he experiences in a very sensible organization that rewards him for his job. Whether the rewards are intrinsic or extrinsic, it is meaningful to employees when completing if tasks (joy, satisfaction, pride) while extraneous motivation comes from an outside source or forces such as wage, cash, or grades (Scott and Brue, 1994) 

 

 

Training development

Training development is a very important motivating factor that effectively helps to complete or accomplish goals & tasks of the organization. According to the expansion of new technology, employees need to enhance their skills & knowledge to adapt to the changes and help to reduce workload, demand work, and improve talents (Chen et al 2004).

 

Pay satisfaction

In many studies, pay satisfaction is mainly highlighted as the main determinant of job satisfaction. Employees consider more on their remuneration or wages more. while they appreciate non-monetary considerations, monetary benefits become an important factor rather than an opportunity, In other words, employees are more interested in satisfying their economic needs, especially living expenses, and the employers in response, allocate the majority of the budget to salaries and wages thereby creating a balance between spending and the return of their investment. ( Revenio 2016).

 

 

 Reference list

Asiim, M. (2013) Impact of motivation on employee performance with effect of training: Specific to the education sector. 3(9) 3.

Jalagat Jr, R. (2016) Job performance, job satisfaction, and motivation: A critical review of their relationship. International Journal Of Advances Management and Economics, 5(6)38

Rizwan, M., Tariq, M., Hassan, R. and Sultan, A., 2014. A comparative analysis of the factors effecting the employee motivation and employee performance in Pakistan. International Journal of Human Resource Studies, 4(3), p.35.