Critical Literature review on Motivation

Running Head: LITERATURE REVIEW 0
Management

LITERATURE REVIEW 1
Introduction
In the new era of liberalization and globalization, employees are really becoming competitive
advantage for the organisation. Due to this, it is essential to keep the retainment of
employees. Guest (2017) considers employee motivation as the powerful tool that triggers
and reinforces the tendency to continue. It is a procedure that begins through the
psychological and physiological need that stimulates people to perform. In addition to the
financial resource, human resource also has the capability in creating the competitive
advantage. Employee performance generally depends on the different factors such as
appraisals, motivation, job satisfaction, training, as well as development. Niessen, Weseler
and Kostova, (2016) suggested that a motivated employee has its goal in relation to the
organisation as employees always look for improving the work. On the other hand, Gkorezis
and Kastritsi, (2017) explains that organisational effectiveness is the extent to which any
organisation fulfils its goals by using some of the resources. In the paper, discussion has been
carried on the different viewpoints and arguments of different authors.
Critical literature review on motivation
Motivation is said to be the attribute that tends to motivate employees for doing something. In
this regard, Pindek, Kessler and Spector (2017) stated that intrinsic motivation is animated by
interest, personal enjoyment as well as pleasure. It has also observed that intrinsic motivation
sustains as well as energizes activities through the unplanned satisfaction inherent in effective
and efficient volitional action. As compare to this, Hewett, Shantz and Mundy (2019) said
that motivation involves the constellation of perception, beliefs, interest, values and actions
that are closed. Due to this, several approaches of motivation give emphasis on the cognitive
behaviour. Furthermore, the research was extended by Becker, Kernan, Clark and Klein
(2018) by stating that motivation and performance are two major element for the organisation
achievement and success. In a dynamic and complex business environment, it is also required
by the organisation to embrace change. The behaviour of employees can also be change
through the motivation factor in organisation. In his research, it also said that motivation
helps in enhancing the execution, profitability, as well as constancy. In comparison to the
highly motivated employees, less motivated employees mostly arranged toward the self
reliance and freedom. By arguing on this statement, Pak, Kooij, De and Van Veldhoven

LITERATURE REVIEW 2
(2019) claims that intrinsic motivation is usually affects the extrinsic motivation. By further
arguing on this topic, it said that if fiscal or monetary measures are not regulated effectively,
intrinsic motivation tends to diminish. Responding on this discourse, other authors said that
although intrinsic and extrinsic motivation work divergently, it also has the supporting
impact. There are people who intrinsically as well as extrinsically motivated to perform any
special task. Both concepts of motivation can strengthen the employees. It is true that
organisation has different goals to achieve. Resource such as man, machines, money, and
material are being used to meet the goals. According to him, labour is one of the most
essential one out of explained respires. For meeting any organisational objective, manpower
is required.
Driver (2017) explained the significance of motivation related to the productivity. In this
regard, it has stated that attitude of manager directly shows the development and wellbeing of
workers. Therefore, motivation is the most significant factor for the quality and productivity.
Due to this, motivation is quite significant for the officers and managers to understand as well
as know why people behave differently at the organisation and how to manipulate their
behaviour so that they give their best for achieving the organisational objective. It has
proposed that the motivation is directly influenced by the two orientations. The first
orientation named integrative orientation is of someone who finds, value the target
community, language, and the one who approaches language with the positive intention of
entering into that community. This type of individual thought to have more enduring and
internal motivation for the language study. On the contrary, Alam and Singh, (2019)
highlighted that instrumentally motivated learner likely to see the language learning to do
more useful things but do not have important significance in itself. These types of learners get
motivated when they see language learning as their career prospective. Therefore,
instrumental and integrative motivation is quote significant in motivation field, but Gabriel,
Cheshin, Moran and van Kleef (2016) argues by stating that it is not easy to differentiate
between the instrumental and integrative motivation.
According to Pregnolato, Bussin and Schlechter, (2017) management directly depends on the
rewards like money for the major factor of motivation because money is found to be the
unique factor that satisfies the needs of employees. It believes that money can help the
employees in satisfying their different needs. As compare to this Liao and Han (2019) stated
that non-monetary rewards also attract the person by satisfying the high need for affiliation

LITERATURE REVIEW 3
and high achievers through the challenging jobs. Therefore, rewards are divided into two
groups. The first group is monetary pay that includes merit pay, basic pay, commission,
incentives, healthy and bonus allowance. In addition to this, non-monetary reward includes
the promotion, recognition, company uniforms, as well as flexibility in working hours. After
doing the proper research, it also wrote that regular pay is quite significant for meeting the
safety and physiological needs. Bisharat, Obeidat, Alrowwad, Tarhini and Mukattash, (2017)
point out that reward act as the objective for which employees usually strive in the
organisation. therefore, it is said to be the symbol that presents the value to the organisation.
many of the organisation still fails in understanding the relationship that exist between the
motivation and reward. It is also argued by several authors that for using reward as the
motivation factor, some of the conditions must be met. It also assumes that financial incentive
will always motivate the employees to perform effectively. In a survey undertaken by author
stated that direct financial reward plays the critical role in finding as well as attracting the
capable employees but it keeps only short-term impact on the employees. For this, Bishrat
suggested that several devices could assist the organisation to do something for keeping
employees motivated.
The study presented by Bishrat showed that lower level employees always prefer the
flexibility in working hours, recognition and merit pay, as the top three rewards. It is direct
indication to the management that financial rewards when combined with non-monetary
reward can deliver the better results of motivation those only financial rewards. In this regard,
organisation must consider the monetary rewards as well as non-monetary rewards especially
for the blue collar workers. This also proves to be the new trend in the working society that
encourages the person to live a healthy life. By arguing this statement, Geier (2016) stated
that leadership is also one such tool for motivating the employees. In this support, it said that
leadership helps in finishing the things in progressive and correct way. It is because gaining
the trust of employees and insisting them for achieving the goals is most significant task for
nay organisation. Moreover, if any leader tends to build the trust, they can be easily
motivated. By extending the research on this, it supported the statement by stating that there
is direct relationship between the leader and employees to attain morality and higher
motivation. In his viewpoint, staff effectiveness is still on top to attain the success level. In
this manner, implementation of the training program is necessary strategy to motivate the
employees.