Motivation in Organization

This article discusses the importance of motivation in an organization and how it can impact employee performance. It explores the role of financial incentives, intrinsic and extrinsic motivation, and the relationship between motivation and employee outcomes.

Running head: MOTIVATION IN ORGANIZATION
Motivation in Organization
Name of the student
Name of the University
Author note

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Landry, A. T., Gagne, M., Forest, J., Guerrero, S., Seguin, M., & Papachristopoulos, K.
(2017). The Relation Between Financial Incentives, Motivation, and
Performance. Journal of Personnel Psychology.
This article talks about the fact that the financial incentives can play an important role
in bolstering the performance of the employees in an organization. The authors are
researchers in the arena of the industrial and the organizational psychology that have helped
them in contributing to the research. This article states that the financial incentives can
motivate the employees that can help in increasing the efficiency of the performance of the
employees. This article discusses about the importance of the financial incentives that can
provide encouragement to the employees of an organization. This article talks about the self-
determination theory and its relevance in the organisational setting. An individual feels
determined in the event of feeling motivated that can give rise to better work performance.
The compensation plan in an organization can prove to be crucial in increasing the quality of
the performance of the employees. The value of the article lies in the fact that it has stated
how meeting the psychological needs of the employees can help in motivating employees of a
company. The proper managing of the financial incentives can help the management in
providing encouragement to employees. The strength of the article lies in the fact that it talks
about how the employees given share in relation to profits of the organization can pave the
path for the growth of the organization.
Kuvaas, B., Buch, R., Weibel, A., Dysvik, A., & Nerstad, C. G. (2017). Do intrinsic and
extrinsic motivation relate differently to employee outcomes?. Journal of Economic
Psychology, 61, 244-258.
This article talks about the importance of the intrinsic along with the extrinsic
motivation in an organization. Bard Kuvaas is the professor of the Organizational Psychology

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at that of the BI Norwegian School of the Management within Oslo. Robert Buch belongs to
the School of Humanities & Languages where he acts as the senior lecturer. This article talks
about the fact that intrinsic motivation can pave the path for the positive employee outcome.
This article states that organizations should be careful in the application of the coercive
controls in the company. This article talks about the theory of Maslow Hierarchy of Needs
that states that the self-actualization of an individual can help in providing motivation to a
person. This article talks about how intrinsic along with the extrinsic motivation can help in
mediating relationship in between the incentives and the performance. This article states that
extrinsic motivation is unrelated to the positive outcome within an organization. This article
talks about the fact that the extrinsic motivation diminishes the performance of the employees
in an organization. It encourages the unethical behaviour of the employees that proves to be
harmful for an organization. It fosters the element of short-term-thinking that has a negative
impact on an organization. The organizations should have the competitive pay level that can
provide motivation to employees. This article brings out how the intrinsic and the extrinsic
motivation relates differently to that of the employee outcome. The value of the article lies in
the fact that it has stated how money increases the quantity of work of the employees but
does not improve the quality of work of the employees working in an organization.
Kanfer, R., Frese, M., & Johnson, R. E. (2017). Motivation related to work: A century of
progress. Journal of Applied Psychology, 102(3), 338.
This article talks about the fact that work motivation can help in ensuring the success
of an organization. Ruth Kanfer is from the Georgia Institute of Technology and Michael
Frese is from the NUS Business School. It plays an important role in increasing well-being of
the individuals that can create the way for the development of the society. The motivation
orientation of the employees can help in the development of the employees in an
organization. This article talks about the ERG theory that states that the employees growth

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can pave the path for motivating the employees. The motivation of the employees can be said
to be direct result pertaining to sum of the interactions that the employees have with the
management of the organization. The employee motivation helps the management in meeting
goals of the company. The motivated employees greatly benefits an organization in achieving
higher level of the output. The employee motivation increases the commitment of the
employees that makes them put their best effort in task that has been assigned to the
particular employees. The satisfaction that the employees feel can help in the creation of
positive growth for company. The motivation can help workers in reaching their personal
goals that helps in facilitating self-development of individuals. The value of the article lies
due to the fact that the efficiency of the employees are not on the basis of the abilities or the
qualifications of the employees.
Coccia, M. (2018). Motivation and theory of self-determination: Some management
implications in organizations. Journal of Economics Bibliography, 5(4), 223-230.
This article states that motivation is a crucial factor that can aid in the growth of an
organization. Mario Coccio is from the Italian National Research Council and the Arizona
State University. Self-determination theory is a significant approach pertaining to the human
motivation in an organization. This article discusses that self-determination theory can help in
linking the aspect of personality, optimal functioning along with the human motivation in an
organization. The self- determination theory talks about the three important factors-
autonomy, competence along with the relatedness. The autonomy makes the employees feel
that they can control their behaviour and competence revolves around the knowledge along
with the skills of the employees. Another important facet of self-determination theory is
relatedness that makes the employees feel the sense of the belonging. The rewards and the
feedback that the employees feel in an organization helps in increasing feelings of the
competence of the employees. It helps in enhancing intrinsic motivation in relation to

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particular activity in organization. The motivation that the employees feel should be intrinsic
that can be appealing to an individual. Intrinsic motivation are enhanced or are undermined
on the basis of need of autonomy and the competence of an individual. The value of the
article lies in the fact that it has pointed out that the need of the autonomy can be said to be
linked to motivations of an individual.
Pepper, A., & Gore, J. (2015). Behavioral agency theory: New foundations for theorizing
about executive compensation. Journal of management, 41(4), 1045-1068.
This article talks about behavioural agency theory which places the performance of
the agent at center of that of the agency model. Alexander Pepper is from the London School
of Economics and the Political Science and Julie Gore is from the University of Surrey. The
article argues the fact that interest of the shareholders along with the agents can be said to be
aligned in the event of the executives being motivated that can help them in performing to
their best abilities. Behavioural agency theory can provide the framework that helps in
theorizing about the executive compensation in an organization. This article talks about the
fact that the executive pay are structured in a manner that can incentivize the executives in
achieving the company performance. It can play a crucial role in increasing the shareholder
value. This article states that money proves to be an important factor that helps in the
effective performance of employees. The article discusses that the high salaries of the
employees can keep executives motivated in an organization. The employee compensation
consists of two factors- basic pay along with the short-term rewards. The perquisites of the
executives in the intrinsic form can help in satisfying ego along with prestige of executives.
The perquisites of the executives being converted into the cash can help in the motivation of
the employees within an organization.

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Bibliography
Coccia, M. (2018). Motivation and theory of self-determination: Some management
implications in organizations. Journal of Economics Bibliography, 5(4), 223-230.
Kanfer, R., Frese, M., & Johnson, R. E. (2017). Motivation related to work: A century of
progress. Journal of Applied Psychology, 102(3), 338.
Kuvaas, B., Buch, R., Weibel, A., Dysvik, A., & Nerstad, C. G. (2017). Do intrinsic and
extrinsic motivation relate differently to employee outcomes?. Journal of Economic
Psychology, 61, 244-258.
Landry, A. T., Gagne, M., Forest, J., Guerrero, S., Seguin, M., & Papachristopoulos, K.
(2017). The Relation Between Financial Incentives, Motivation, and
Performance. Journal of Personnel Psychology.
Pepper, A., & Gore, J. (2015). Behavioral agency theory: New foundations for theorizing
about executive compensation. Journal of management, 41(4), 1045-1068.