Literature Review On The Impact Of Motivation On Employee Performance

Literature Review On The Impact Of Motivation On Employee Performance-40
This is due to the fact that employees are different and are motivated by different factors.Also, not all employees’ needs would correspond to the organisation’s needs; hence some needs may relate entirely to the individual’s private life and be neutral to company’s goals (Meads and Andrews, 2009).This has been challenging for employers for a long time and has been dealt with in different ways across organisations over time (Gospel, 1992).

This is due to the fact that employees are different and are motivated by different factors.Also, not all employees’ needs would correspond to the organisation’s needs; hence some needs may relate entirely to the individual’s private life and be neutral to company’s goals (Meads and Andrews, 2009).This has been challenging for employers for a long time and has been dealt with in different ways across organisations over time (Gospel, 1992).

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It also involves recruiting and selecting people, training and developing their capabilities, motivating and compensating their services vis-à-vis the job and organisational requirement (Harzing and Ruysseveldt, 2009).

The assertion that employee’s performance is directly related to employees’ motivation has been corroborated by different management theories (Nohria et al, 2008).

Motivation refers to the initiation, direction, intensity and persistence of human behavior.

Gray and Starke defined motivation as “the result of processes, internal or external to the individual, that arouse enthusiasm and persistence to pursue a certain course of action.” Sayles defined motivation as “the processes that account for an individual’s On the other hand, individuals become de-motivated if they feel something in the organization prevents them from attaining good outcomes.” Bassett-Jones &Lloyd presents that “the two views of human nature underlay early research into employee motivation.

Employee resourcing is a tool used to organisations to make sure that they get the employees needed and use them efficiently (Spector, 2000).

People work with an organisation and stay there when there are effective HR practices that give them a supportive work environment, thus, it is imperative that organisations develop effective policies that enable them to recruit, select, and retain competent employees (Locke and Latham, 1990).

Therefore, managerial strategies and tactics must be broad based in order to address the motivation concerning individual employees (Guest, 1997).

It is in light of this that the following research questions are formulated: • What are the factors that can motivate employees to improve their performance?

Organisations are faced with a quickly changing environment and this has mean that they have to develop a more focused and coherent approach in how they manage people.

And therefore the same way that organisations need a strategy for marketing or operation, they also need a strategy for managing their human resource (HR).

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