Motivation and Organisational Effectiveness

Running head: MOTIVATION AND ORGANISATIONAL EFFECTIVENESS
Motivation and Organisational Effectiveness
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1MOTIVATION AND ORGANISATIONAL EFFECTIVENESS
Table of Contents
Introduction................................................................................................................................2
Overview of the concept of Motivation.....................................................................................2
Impact of motivation of employee performance........................................................................4
Employee motivation and organisational effectiveness.............................................................5
Measures to enhance employee motivation...............................................................................6
Conclusion..................................................................................................................................7
References..................................................................................................................................8

2MOTIVATION AND ORGANISATIONAL EFFECTIVENESS
Introduction
As stated by Ryan (2017), profitability or financial returns has become an important
concept within the modern business world and the different firms in order to earn a higher
amount of financial returns are increasingly focusing on the concept of employee
performance. Wright, Hassan and Christensen (2017) are of the viewpoint that the entity of
employee productivity or performance is dependent on a plethora of factors like training,
motivation, leadership style, management style, job design, organisational culture and others.
However, in the recent times it is seen that the factor of motivation had emerged as the
single-most important one which profoundly affects the productivity of the employees and
this is perhaps one of the major reasons why the different firms are increasingly taking the
help of different kinds of measures so as to ensure that the employees are highly motivated
(Hilmi and Adam 2017). This becomes even more important within the hospitality industry
wherein it is seen that the employees are required to directly interact with the guests and if
they are demotivated then this can not only affect the quality of services which is being
delivered by them but at the same time the experience of the guests as well. This report will
explore the manner in which Junction Hotel can improve its organisational effectiveness by
effectively motivating the employees.
Overview of the concept of Motivation
Rita et al. (2018) have stated that motivation can be seen as the intrinsic desire or the
urge of the individuals which propels or compels them to undertake certain actions, pursue
certain goals and others. As opined by Lee and Raschke (2016), the concept of motivation
had gained a particularly important place within the framework of the different business firms
because of increasing focus of these firms on the notion of employee performance. The
resultant effect of this is that taking the help of this concept the firms are trying to enhance

3MOTIVATION AND ORGANISATIONAL EFFECTIVENESS
the performance level of their employees. In this regard, it needs to be said that motivation
can be categorised into two broader genres, namely, extrinsic motivation and intrinsic
motivation (Mone and London 2018). Menges et al. (2017) are of the viewpoint that the
intrinsic motivation is something which comes from inside the individuals and can be seen as
the individual driving forces which propel them to do the things that they do and these factors
often vary from one individual to another. In this context, it needs to be said that for
effectively utilising this kind of motivation the firms need to outline different performance
benchmarks and others which are likely to motivate the workers intrinsically to attain them
and thereby contribute towards the growth of the firms (Bradler et al. 2016). On the other
hand, the usage of the construct of extrinsic motivation requires the firms to offer different
kinds of monetary rewards, fame, recognition and others (Lăzăroiu 2015).
As opined by Kuvaas et al. (2017), the primary purpose of the firms behind the usage
of different measures like mentoring, use of effective leadership and management practices
and others is to positively affect the behaviour affect the employees on the psychological
level and thereby bring a positive change in their behaviour or attitude towards the work that
they perform. Within the particular context of the Junction Hotel, it is needs to be said that
the hotel can take the help of both intrinsic and extrinsic motivations for the enhancement of
the motivation level of the employees. However, this would not only require the concerned
hotel to offer different kinds of rewards and recognition, compensation and others to the hotel
staff but also set various kinds of performance benchmarks in terms of the quality of the
services which are being offered to the guests so as to motivate them in an effective manner.
According to Mostafa, Gould‐Williams and Bottomley (2015), the prominence that
the concept of motivation holds within the framework of the present-day business world
becomes apparent from the fact that over the years a large number of theories, models,
frameworks and others related to the construct of motivation have been formulated. In this