Impact of Motivation Techniques on Employees

This assignment explores the impact of different motivation techniques on employee performance. It analyzes various theories of motivation, including those focusing on intrinsic and extrinsic rewards, as well as the role of personality in influencing motivation. The essay examines research findings on the effectiveness of different motivation strategies and their influence on job satisfaction, productivity, and turnover rates. Furthermore, it discusses practical implications for managers seeking to optimize employee motivation and organizational performance.

Running head: ORGANIZATIONAL BEHAVIOR
Organizational behaviour
Name of the student:
Name of the University:
Author’s note

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In any workplace, motivating the employees has become integral part of the management.
Work managers must motivate employees to retain them and sustain the fierce competition. The
human resource managers must focus on enhancing the employee’s performance and identify
different motivating techniques. I will help gain the competitive advantage and achieve the
organisational goals. In this situation, the leaders play an important role as they increase self-
esteem of employees and promote their growth opportunities (Lazaroiu 2015). Considering the
importance of the employee motivation and enhanced performance in an organisation, the essay
aims to critique a research article, discuss the strength and weakness of the information provided.
The discussion is supported with relevant literature pertaining to the area. The article chosen for
this purpose is, “The Effect of the Motivation Techniques Used by Managers to Increase the
Productivity of their Workers and an Application” by Guclu and Guney (2017).
In the article by Guclu and Guney (2017), a clear research question is presented to the
readers. The research question is to determine the employee’s perception on use of motivation
tool by manager for performance improvement in the work place. The thesis statement in regards
to the research question is the “effect of the motivation techniques used by managers to increase
the productivity of their workers”. The author supported the significance of the research by
highlighting the needs of enhancing the skills and talents of the employees. From the literature
review, it was evident that motivation by mangers evoked the hidden potential and power of the
employees (Lazaroiu 2015). The importance of the research question formulated by the author is
also realised by the emphasise laid on the maximisation of manpower efficiency in an
organisation through motivation. The discussion on different motivation techniques to promote
manpower efficiency also indicates that the research question is justified. In this research article,
the author has well documented the supporting literature. The evidences provided are of high

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quality as it pertains to thesis statement and narrows down to the research question formulated.
The research question is built based on the existing literature and the author had encompassed
both old and the recent studies. It clearly indicates that the researcher has performed a thorough
research on this subject. Starting from the broad perspective on the topic the author has presented
the narrowed view on that is on managerial behaviour for employee motivation. However, some
limitations could be observed in formulation of the research questions. It includes lack of
presenting the literature gaps. The importance of the study would have been more prominent if
the gaps of the previous researches were identified. Inspite of this limitation, a deep insight of
relationship between the motivation and employee’s enhanced performance is expected from this
study. For a manager to successfully motivate the workers, it is important to have good
relationship with the employees. The key determining factor in the employee motivation in any
organisation is the managers and employee’s relationship (Cherian and Jacob 2013). Application
of the self-efficacy theory, increase in career opportunities for the employees plays a key role in
successful motivation of the employees and increasing their work related performance.
The thesis statement presented by Guclu and Guney (2017) indicates that the research
being conducted greatly focuses on the various motivation techniques. It is critical that the study
evaluates the impact of these motivation techniques on the employee’s performance when used
by the managers. The instrument used for addressing the research question was survey
questionnaire. The survey was conducted for employees of a textile industry. Demographic
details were to be obtained from the first section of the questionnaire. The second part of the
questionnaire is designed to determine the employee’s perception on the use of different
motivation tools. The author has performed statistical analysis for ensuring the validity of
collected data. The study calculated descriptive statistics related to the frequency variance and

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safety analysis as per Cronbach’s Alfa values. Further, statistical significance of the data is also
calculated that will maximise the data validity. As the confounding variables were considered, it
adds to strength of the study. Confounding variables when taken into consideration the chance of
bias can be eliminated (Westfall and Yarkoni 2016). It will make the results more reliable.
Appropriate sampling method is other important factor to enhance the validity of the data
collected. However, the drawback of the study is that Guclu and Guney (2017) did not mention
any details on the sampling method. It was found from the article that large sample size was not
considered. Usually, surveys are meant to collect data from large population, as it is a quick
process unlike qualitative interview. In order to gain employees perspective, it is effective to
consider large sample size. In similar study by Fiaz et al. (2017), “stratified sampling method”
was adopted, to determine the effect of different leadership style on employee motivation. The
advantage of this sampling method is that it proportionately represents all the groups of
participating members. Further, this method is advantageous in selecting best sample and
represents the entire population while reducing bias in selection (Robinson 2014).
The result findings of any study indicate the success of research. The relevance of the
research results to the research question determines the use of data in any organisation for
improvement in employee performance. In the study by Guclu and Guney (2017), the tabulated
charts of statistical data are the strength of the research. The efficacy of various psychosocial,
economic, management and organizational tools that have been used for enhancing the employee
performance is indicated by the clear statistical data. It clearly indicates how these motivating
techniques improve the employee efficiency. The results detailed the impact of the motivation on
the textile industry’s work force in terms of monthly salary, assignment status, education, and
tenure in office. These factors are important to be considered as they determine motivation of an

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employee (Dobre 2013). The salary withdrawn and the scope of incentive mark an employee’s
performance and contribution to the productivity. Similarly, educational opportunities may
contribute to motivation as it increases career choices. Therefore, these factors have an impact on
the motivation. These data is crucial as it gives a hint on the employees idea of staying or
leaving a job or level of motivation to move to higher hierarchical level in an organisation (Park
and Shaw 2013). These data of the chosen study is consistent with the similar study undertaken
by Bastons et al. (2017). This study determined that the workforce’s motivation is dependent on
the internal factors such as job security and job satisfaction as well as external factors such as
salary.
Based on the analysis, I would like to present my viewpoint on the article that was
critiqued. In spite of few contradictory points, I agree with many aspects of the research data. I
think that it was justified enough for Guclu and Guney (2017) to emphasise on the efficiency of
employees as it directly impacts the productivity. The statistically significant data pertaining to
the different motivational tools used by manger for employee motivation implicates different
organisations to put these tools into use to promote productivity. The factors mentioned in the
study in regards to employee’s opinion of motivation appear to be valid. I favour the author’s
viewpoint of education as parameter to motivate people. Yes, it is valid because a worker with
high educational status will perceive the efforts of motivation in a more conscious manner, when
compared to those with low educational attainment. This parameter was also considered in other
study by Malik, Butt, and Choi, (2015). This study showed that the employee’s self-efficacy is
reflected by the education and work experience. Such attribute also influence the behaviour
towards the intrinsic and extrinsic benefits in the organisation.

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The results pertaining to effects of motivation tools on different income group appears to
be convincing. The members of the low-income group showed greater influence of psychosocial
motivation tool on them. The influence was however, low on the members of high and middle-
income group. It means psychological support for low earning members is effective technique
boost morale and enthusiasm. Further, as a reviewer I would like to add that the leadership
qualities and the personality of the motivator also matters in enhancing employee performance
(Barrick, Mount, and Li 2013). For instance, famous personalities like Alan Joyce, the CEO of
Qantas airways have been inspirational to many different organisations. His vibrant personality
and leadership qualities improved employment engagement drastically (Sarina and Lansbury
2013). Therefore, manager’s personality can be also a source of motivation. The study by
Lounsbury et al. (2016) evaluated Five personality traits and high scoring were openness,
conscientiousness, customer service orientation, emotional stability, and openness. According to
Pinder (2014), extrovert personalities can intrinsically motivate employees. This variable should
have been considered in the chosen research article as a part of survey questionnaire.
The research article by Guclu and Guney (2017) was critically analysed in the essay. It
gave deep insights of impact of motivation tools on employee performance and productivity. The
study results have many positive implications. Managers reading this article can apply the idea of
motivation by considering the education and income status of the workforce. The results would
be more interesting if the manager’s personality traits are also considered in survey. It is thus,
recommended for future research as motivation process is influenced by the personality of the
motivators. Overall, the essay has deepened the knowledge pertaining to effect of different
motivation techniques on employees.

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Reference
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