Analysing the Importance of Motivation in Increasing Job Satisfaction
Employee motivation serves an essential role in enhancing organizational performance. Several studies have proven that motivated employees who feel respected and recognized perform better than employees who feel neglected and despised. Moreover managers should recognize and appreciate their employees for unique and challenging tasks they handle in the firm. In this assignment, an analysis of the importance of motivation on employee job performance and the overall organizational performance has been conducted using four journal articles. Lastly, the assignment has provided a summary of the literature as well as the practical applications of the concepts gathered in the literature for managers.
Lazaroiu (2015, p. 66), gives an in-depth analysis of how the attitude of employees may affect their performance using different theories of motivation. The author duels on the impacts of interpersonal and physical environments on employee attitudes, emotions and degree of performance. Lazarou (2015, p. 68), has used Hackman and Oldham’s Job Characteristics model, The Expectancy Model, The Goal-setting theory, Herzberg’s Theory of Motivators and McClelland’s Achievement Motivation Theory to evaluate how motivation impacts on employee behaviour. The impact of motivation on employee behaviour has also been discussed in another angle by Locke and Latham (1990, p. 240), whereby their viewpoint, there is no adequate model for analysing and solving the problem of workplace motivation.
In the two articles, the authors acknowledge that managers and other organizational leaders play a pivotal role in identifying and utilizing appropriate models to ensure employees are motivated. Whenever employees feel recognized in the firm, they tend to develop positive attitudes towards their duties and therefore, perform better. A clear difference between the two articles lies in the fact that Lazaroiu (2015, p. 70), has used secondary data to derive conclusions regarding employee motivation, whereas Locke and Latham (1990, p. 242) has used primary research to identify how motivation increases employee behaviour. By analysing a variety of literature on motivation, the author was able to determine that effective leaders strive to improve connections with their workers to accomplish organizational goals and advance employee performance. Locke and Latham have used a famous model called ‘The High-Performance Cycle to prove that both monetary and non-monetary rewards improve employee commitment and job satisfaction.
The two articles share a similar strength in that they have used theories to explain all the aspects that can affect employee motivation. The usefulness of the High-Performance Model extends beyond the confines of work organizations as it indicates that the process of self-management is essential in work as well as in clinical settings (Locke & Latham, p. 245). However, whereas the first article has acknowledged that proper leadership is essential in ensuring employee motivation, this has not been discussed in the second article. Notably, the two articles have based their analysis on theories of motivation along with areas where they are applicable.
Effects of Motivation on Performance of Individual Employees
Azar, M. and Shafighi, A.A., 2013. The Effect of Work Motivation on Employees’ Job Performance (Case study: Employees of Isfahan Islamic Revolution Housing Foundation). International Journal of Academic Research in Business and Social Sciences, 3(9), p.432.
In this article Azar and Shafighi (2013, P. 432), have argued that a firm’s performance is highly dependent on its human resources. Employees serve a pivotal role in an enterprise’s development, and the primary changes in a firm are derived from the vast intellectual abilities of employees. Motivation is a crucial instrument in inducing workers to perform efficiently, creating an enabling environment and successfully executing organizational programs.
The authors carried out primary research by randomly selecting a sample of 70 workers from ‘Isfahan Islamic Revolution Housing Foundation’ and giving them performance survey questionnaires to fill. After analysing the data collected using SPSS and AMOS, the findings depicted that motivation at work has a significant positive impact on employee performance (Azar & Shafighi, 2013, P. 433). Specifically, the hypotheses measured by the authors included variables like work motivation, job security, wage and salary, recognition at work, work environment conditions, the nature of work, career development and advancement opportunities and other work-related responsibilities.
Although the study sheds light on factors that enhance employee motivation, it is not diversified as it only concentrates on employees working at Islamic Revolution Foundation. The research has also ignored some aspects of employee motivation like organizational culture, relationship with leadership, and employees’ personal lives. Each worker has a hierarchy of needs which should be considered and the responsibility for evaluating such needs vests on the organization’s leadership. Relationships developed between employees and managers may build trust, help employees to honestly communicate their desires and give managers a precise direction on how to motivate their employees. As such, this is an area that could be explored by the study.
Besides the limitations, the study has provided an accurate evaluation of employee performance. Hence, managers may validly use the recommendations from the research to improve the performance of their workers. The study has also provided a clear analysis of both monetary and non-monetary sources of employee motivation (Azar & Shafighi, 2013, P. 440). Employees not only need a good remuneration, but they also demand to be recognized and appreciated.
Osabiya, B.J., 2015. The Effect of Employees Motivation on Organizational Performance. Journal of Public Administration and Policy Research, 7(4), pp.62-75.
In this article Osabiya (2015, p. 62) sought to uncover the factors affecting the motivation of workers and the related impact of specific motivational variables on employee performance and general organizational productivity using secondary research. Specifically, the author has evaluated ten critical factors that affect workplace motivation. Some of these factors included work based on contract, teamwork, provision of equipment, and supervision based on leadership by example.
Effects of Motivation on the Overall Performance of the Organization
The research found that hired workers should be given duties they have been trained for so that they can handle tasks they understand. Also, subordinates tend to be motivated when they are provided with responsibility and authority (Osabiya, 2015, p. 63). Talented, hardworking and ambitious should also be given a chance to develop and improve their full potentials. Using different theories of motivation like content theories, Alderfer’s Need Modified Model, Theory X and Y, The Two Factor Model, The Achievement Motivation Model, and Process Theories, the author was able to identify that employees respond positively to extrinsic and intrinsic forms of motivation.
The primary strength of the article is that it has offered a vivid analysis of the forms of extrinsic and intrinsic motivation available for employees. Therefore, organizations can adopt such ways of motivation to improve the performance of their workers. The study has also identified that employees who feel respected and appreciated perform better than those who feel despised and overlooked (Osabiya, 2015, p. 72). However, the findings of the study are based on secondary research. Therefore, there is a need to conduct primary research to identify the practical applications and impacts of the projected theories in a real organization.
In the four articles, the authors have suggested that only extrinsic rewards are not sufficient in attaining employee motivation. Organizations also need to advance intrinsic rewards to their employees through respect, recognition, and appreciation. Another point of agreement in the four articles is that employees who feel respected and recognized perform better than those who feel despised and neglected by the management. Finally, all the four articles have posited that motivation is critical in enhancing both employee job performance and the overall performance of the firm.
The first article written by Lazaroiu (2015, p. 75) and the third fourth article written by Osabiya (2015, p. 75) are purely based on secondary research, while the second article, written by Locke and Latham (1990, p. 246) and the third article written by Azar and Shafighi (2013, p. 445) are based on primary research. There is also a difference in approaches adopted in the four articles. The first and the fourth articles are based on popular models of motivation and how they influence employee motivation while the second and third articles are based on different theories and emphasize on enhancing organizational behaviour along with employee performance. However, conclusions in the four articles are based on findings from the research studies which shape the general essence of the articles in the minds of readers. It is evident from the articles that there is a lack of understanding concerning the exact conditions in which managers would be able to exercise the suggested theories.
Employee motivation serves a vital role in enhancing a firm’s success. Managers need to understand their employees to treat them properly. Apart from extrinsic motivation like competitive remuneration and security, employees also demand intrinsic motivation (Osabiya, 2015, p. 69). They need to be respected and recognized for their contributions to the firm. Organizational leadership is also a notable factor in ensuring employee motivation. When managers understand the interests of their employees, they may be able to formulate appropriate strategies and ensure that individual employees’ aspirations coincide with the goals of the firm.
It can be derived from the four articles that workers are essential assets of a firm and that they perform better when they feel motivated. Therefore, managers must always strive to ensure that they work with a motivated pool of employees. Employees are the most difficult organizational assets to manage (Osabiya, 2015, p. 72). Such is because, they have different feelings, aspirations, challenges, and strengths. Also, workers should be allocated duties that they are most proficient in to improve their dedication. Managers are responsible for delegating responsibilities in the firm. While conducting their delegation roles, they should ensure that each task is assigned to the most appropriate employee with relevant skills to handle it.
The four journal articles and the lectures that I have attended have enabled me to broaden my understanding of employee motivation and organizational performance. I have learned that for organizations to perform highly, its workers must be motivated. Also, reading the journal articles have opened my blind eye on the forms of motivation. Initially, I held that employees are majorly interested in material forms of motivation like proper remuneration and bonuses. However, upon attending the lectures and reading journal articles, I have learned that intrinsic motivation is also key in enhancing employee performance. Therefore, when I become a manager, in future, I will use intrinsic forms of motivation like appreciating the employees for doing challenging tasks, recognizing individual employees for their outstanding performances and making employees feel respected so that they stay dedicated to achieving organizational goals.
Concerning improvements from assessment three, I have tried to improve on my referencing in Harvard Style. I have also identified all the relevant sources of information utilized in the report by putting in-text citations report. Finally, I have improved on my sentence structuring as recommended in the previous assessment.
Conclusion
In a nutshell, all four articles analysed in this assignment exhibit similar thoughts concerning motivation and organizational performance. All the articles reveal that employee motivation is essential in enhancing the performance of an enterprise. Also, the four articles recognize that two forms of motivation- intrinsic and extrinsic are equally important for employees. Therefore, organizations in their efforts to improve their workers’ job performance, cannot adopt one form of motivation and neglect the other. More importantly, employees need to be respected and recognized for unique and challenging tasks they perform. Therefore, managers should respect and provide their employees with an enabling environment to work.
References
Azar, M. and Shafighi, A.A., 2013. The effect of Work Motivation on Employees’ Job Performance (Case study: Employees of Isfahan Islamic Revolution Housing Foundation). International Journal of Academic Research in Business and Social Sciences, 3(9), p.432-445
Lazaroiu, G., (2015) Work motivation and Organizational Behaviour. Contemporary Readings in Law and Social Justice, 7(2), p.66-75.
Locke, E.A. and Latham, G.P., (1990) Work Motivation and Satisfaction: Light at the End of the Tunnel. Psychological science, 1(4), pp.240-246.
Osabiya, B.J., 2015. The Effect of Employees Motivation on Organizational Performance. Journal of Public Administration and Policy Research, 7(4), pp.62-75.
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