Extrinsic Motivation Improves Employee Performance & Factors Influences Employee Motivation

Employee motivation 0
EMPLOYEE MOTIVATION
Extrinsic Motivation Improves Employee Performance & Factors Influences Employee Motivation
STUDENT NAME
10/31/2018

Employee Motivation 1
Motivation is an essential element, which ensures smooth functioning of every individual. In
employee concern, the types of motivation, which values their performance, are the intrinsic
motivation which, generates enough satisfaction along with the improvements in their
presentations while extrinsic motivation that empowers them to earn enough money.
Accordingly, the combination of both leads a positive effect over the working conditions of
the employees (Jian, Ying, Yahui, and Zhenxing, 2016). While intrinsic motivation is within
the individuals in a form of intangibles, which simply strive towards a goal for personal
satisfaction, whereas extrinsic motivation drives from external monetary rewards and praise,
which are required for an achievement gained in a particular goal. Subsequently, a motivation
within employee generates and maintains stability, helps organisation for incrementing their
reputation and leads to improve productivity and future trends (Kimberly, 2017). This
discussion is focusing on highlighting the amalgamation of these aforementioned concepts of
employee performance and Motivation.
Before going into the detailed analysis of stated topic, it becomes important to attain clarity
on what exactly employee performance and motivation stands for. Employee performance
can highly be effective through extrinsic motivation because it highlights the reward driven
behaviour, which entails a positive relation between work motivation and job performances
(Buckley, 2018). In an organisation concern, it is mandatory to motivate employees, if they
are motivated during their working hours their performance, attitude and interest will
improve. The main goal of an organisation is to generate profit and this can only happen
when, workforce will be motivated to achieve specific organisational goals (Burrage, 2016).
Job performance measures the profit turnover earned by organisation; it also reflects the
performance of the employees as it has the direct relationship with it. If performance of
employee is low in an organisation then the turnover will also be low and if the performance

Employee Motivation 2
increases it will ultimately double the profits of an organisation. Therefore, to make
employee more motivated they are rewarded monetarily and on the other hand the employee
who do not perform well are communicated privately and further encourages them to perform
efficiently (Rich, Lepine, and Crawford, 2010).
Biggest challenge all over the world is doing business, one can start with their business but
over time, positive results are mandatory. The highly challenging competitive global market
affects the productivity in long run and motivates employees, which helps in delivering a
huge value to organisation. Along with this, firming and maintaining the revenue growth of
the organisation. Hence, Managers have to apply creative ideas to consistently keeping their
employee motivated as much as possible (Llopis, 2012).
Problem background states that extrinsic motivation has positive impact on employee
performance including increments in retention rates, customer satisfaction, profitability,
productivity and overall successful organisation performance (Bell, 2017). Motivated
employee will always be willing to take assignments that will generate high quality of work,
which will be creative enough, persistent and productive. Similarly, motivation is that energy
which flows from managers to employees towards performing certain action. This ensures
that extrinsic motivation strengthen the willingness of the employee towards their work and
increments the organisations effectiveness and competence. Insiders of organisation want an
assurance that the direction of their employees behaviour and performance should go, hand in
hand within organisation (Robescu and Lancu, 2017).
In current competitive business environment, organisation faces many challenges, getting the
right employee and retaining them is the most important one. Thus, Motivation is a single
factor out of many, which wholly affects the performance of the employee and makes it
easier for the organisation to retain them. In addition, if an employee is having a high

Employee Motivation 3
performance due to high extrinsic motivation, it will leads to generation of more and more
profits for the organisation and thus, improvises the reputation of the organisation. However,
more of extrinsic motivation can majorly affects the intrinsic behaviour, as they will not
receive the expected rewards and thus, it will lead to discouragement and dissatisfaction
among the employees and eventually it will hamper growth and goodwill of the organisation
(Law, 2016).
In relation to the above paragraphs, extrinsic motivation helps the employees in satisfying
their basic needs and with time, the level of needs keeps on increasing. Therefore, it has
examined that the extrinsic motivation helps in fulfilling the basic needs of employees
whereas inclusion of intrinsic motivation helps to fulfil the other needs of employees (Rath,
2015) this is further, explained through two-factor theory by Herzberg.
(Source: Teeboom, 2018)