Employee Motivation and Organizational Performance

MGMT803 Organisational Behaviour and Management
Employee Motivation and Organizational Performance
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Introduction
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.
Section 2 Overview of the Impact of Employee Motivation on Job Satisfaction
2.1 Analysing the Importance of Motivation in Increasing Job Satisfaction.
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.
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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.
2.2 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.
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