Relationship between Motivation and Performance and Employee Empowerment

This article discusses the relationship between motivation and performance and employee empowerment. It explains how motivation affects performance and how employee empowerment can be used as a development tool. The article also highlights the role of leadership in managing employee empowerment.

Leadership Management

Table of Contents
Answer 1.....................................................................................................................................................3
Answer 2.....................................................................................................................................................3
References...................................................................................................................................................6

Answer 1.
The relationship between motivation and performance:
Motivation and performance are the combinations of a person's desire and thinking which
is directed towards achieving the goal or mission of the firm or organization. Motivation in work
directly determines employee's performance, it is a type of internal power and energy which
pushes toward the excellent performance (Caillier, 2014). These includes:
 Increased the organization productivity
 Increased in the innovation skills and creative thinking
 Better employee and customer satisfaction
 Enhanced the company’s profile
 Better quality of products and services
 Improved the financial performance of the firm
According to Fernandez & Moldogaziev, (2015) the formula to calculate the direct
relationship between motivation and performance is; function = (ability x motivation),
according to that ability is the relative constant and variable = motivation, i.e. the motivation and
the performance is directly proportion to each other (Erez & Judge, 2010).
According to the model of Porter and Lawler, an employee's performance in work can be
improved by intrinsic rewards, after that the jobs have a low Motivating potential score (MPS).
The given formula is,
Motivating potential scale = (task variety + skill variety + task significance) /3
autonomy x feedback.
Answer 2.
Employee empowerment is a way to enable and authorize the employee to think, behave,
taking the right decision is in different way (Kar, 2017). It is an authority given to an individual
or employee to feel much more control in their life. Employee empowerment can also be defined
as management strategies for sharing decision making power.
Employee empowerment is done by –

 Taking the opinion from the employees.
 Giving the right to the employees to try their own ideas.
 Encourage them to share information and sources.
 Giving the chance to improve communication skills.
Employee empowerment can be used as a development tool:
 More intellectual work will create a high level of engagement which will
result in increased performance.
 By doing the investment in an employee that can result in more
productivity and reduce the cost.
 It will help the employee to become more self-reliant.
 They can make independent decisions
 The more empowerment will be beneficial for the firm to assign different
project by the competence of the employee satisfaction.
 By assigning the power authority which can improve the firm reputation in
the market.
 Decision-making ability within the employee will improve their self-
confidence.
 Employee empowerment can boost the moral and social values of the
employees.
 As higher the efficiency an organization, higher is the employee’s
empowerment.
Empowered employees is basically a dream of every leader or organization, every single
organization wants people who show a high level of an initiative plan while doing their task with
little guidance. Every single organization or firm’s performance determines their moral and
values (Kar, 2017).
The leadership also plays a vital role in managing the empowerment of the employees
such as;
 Bringing an open communication platform for everyone.
 By rewarding the self-improvements.

 By encouraging the self-failures and taking that in a positive way.
 By clearing the defining role.
 Supporting the employee's independence
 Appreciating the efforts.

References
Caillier, J. G. (2014). Toward a better understanding of the relationship between transformational
leadership, public service motivation, mission valence, and employee performance: A
preliminary study. Public Personnel Management, 43(2), 218-239.
Erez, A., & Judge, T. A. (2010). Relationship of core self-evaluations to goal setting, motivation,
and performance. Journal of applied psychology, 86(6), 1270.
Fernandez, S., & Moldogaziev, T. (2015). Employee empowerment and job satisfaction in the
US Federal Bureaucracy: A self-determination theory perspective. The American review
of public administration, 45(4), 375-401.
Kar, D. P. (2017). Development and implementation of an employee empowerment plan for
sustainable competitive advantage. ACADEMICIA: An International Multidisciplinary
Research Journal, 7(5), 15-22.