Employee Motivation and Productivity

This assignment critically analyzes the 2017 research study by Guclu and Guney examining the relationship between motivation tools used by managers and employee performance and productivity. The analysis delves into the study's findings, highlighting the connection between income status, employee education, and motivation techniques. The assignment concludes with recommendations for future research, suggesting an exploration of manager personality traits and their influence on employee motivation.

Running head: ORGANIZATIONAL BEHAVIOUR
Organizational behaviour
Name of the Student
Name of the University
Author note

1ORGANIZATIONAL BEHAVIOUR
Motivation is an important aspect at workplaces that is a fundamental component
measuring human performance (Wong & Laschinger, 2013). Techniques are required that
motivate employees to enhance performance of employees. This helps in the fulfilment of
organizational goals and gain global competitive advantage. Managers play an important role in
motivating employees and enhance their self-esteem so that it helps to achieve organizational
goals. A positive working environment is important for employees that motivate them to achieve
action goals (Manzoor, 2012). Therefore, the following essay involves the critical appraisal of an
article where the managers used motivation techniques to increase employee productivity by
enhancing their efficiency and its strengths and weaknesses.
The thesis statement for the article by authors Guclu and Guney (2017) is that effect of
motivation techniques employed by managers’ increases employee productivity at workplaces.
Efficiency keeps changing according to economic circumstances that have significant influence
on human life. Talents, potential and hidden powers of people are acknowledging strengths that
need to emerge. To be efficient and successful at work, people need to recognize their potentials
and talents to utilize them at work. For this, motivation acts as an intrinsic factor that reveals the
hidden potential and talents of people that can be utilized by managers at workplace in an
efficient and influential manner (Bakker, Demerouti & Lieke, 2012). The paper showed that
motivation acts as a driving factor that evoke the talents and actual potential of employees at
work and achieve success. The strength of this paper is that it employed motivation techniques
that promoted efficiency of employees. The paper employed various tests to evaluate the effect
of motivation on the employee productivity. The tests include Economic Tools, Psycho-social
Tools and Organizational and Managerial Tools, Mann-Whitney Test which were used to
evaluate efficiency of employees through motivation. The paper showed that practicing the

2ORGANIZATIONAL BEHAVIOUR
motivation techniques would make the employees happy and enhance their willingness to work.
It also helps in the successful completion of tasks that provide expected and targeted change in
the business enterprises and workplaces.
In the given article, Cronbach’s Alpha of Scale was used thoroughly during the program
that assessed the safety and validity analysis. Descriptive analysis was also done that was based
on frequency range and percentage of demographic data was obtained from scale. The scores
obtained were also ensured through Kolmogorov-Smirnov and Shapiro Wilk’s Significance level
to resolve the normal variance and scores were also compared through the above tests. The paper
also studied the behavior of the managers in motivating employees as it has both positive and
negative influences.
The weaknesses of the paper is that the motivation techniques were employed in a textile
industry taking into consideration the type, gender and age of employees. The research study
cannot be generalized to other employee population or workplace as it was specifically employed
in an industry. The firms in the textile industry were chosen that were within the scope of the
research answered to the description that employed more than 50 employees. The research
contained questions for the employees working in the textile industry. However, the paper also
highlighted the importance of manager-employee relationship that worked as an important factor
for motivating them. According to Fiaz et al., (2017) for the successful organizational
performance, there should be establishment of positive relationship between the employers and
employees.
The article by Guclu and Guney (2017) identified the motivation techniques that can be
employed by managers for the enhancement of organizational performance and productivity.

3ORGANIZATIONAL BEHAVIOUR
For this, the question survey was prepared for the employees to determine their opinions
regarding the motivation tools that are employed by managers in association with employee
performance. The individual specifications were identified through questions in the first survey
section aimed at learning the age, gender, assignment, educational status and experiences of the
respondents of the survey. The questions were multiple-choice type used in the survey
questionnaire. In the second part of the survey, the questions were designed in a manner where
the employees’ opinions were recorded about the motivation tools. Three parts in the question
section were prepared according to the five points Likert Scale. The population sample was too
big and receiving information from them was not possible, so the authors selected a sample from
the big population. Three medium-scaled firms and 229 people filled the questionnaire at the
textile industry.
SPSS 20 packaged software was used for the data analysis regarding the research aim of
motivation techniques implemented by managers to measure the efficiency of textile industry
workers. The data was validated through safety and validity analysis and frequency variance.
The sampling method was appropriate where the authors did not consider a large population and
rather focused on a small population that was easy to survey. In another study conducted by Fiaz
et al. (2017), this sampling method was used to study the impact of leadership style in motivating
employees. This small group was helpful as it represented all categories of the participants and
chose the best sample for the study from the entire population.
The research success of the paper by Guclu and Guney (2017) was that it presented the
statistical data on the employment of psychosocial, economic and organizational tools among the
participants. The motivation techniques were clearly used by the authors in enhancing the
efficiency of the employees. The paper gave detailed results regarding the every aspect of

4ORGANIZATIONAL BEHAVIOUR
employee and showed the importance of these variables in the motivation factor. In the results, it
was clearly stated that employee performance is related to the workplace productivity. When
employee performance is enhanced, they work towards the accomplishment of the organizational
goals. The term of office and assignment status, provide an insight regarding the impact of
motivation tools on employee leave, retention and assignment completion. According to
Cerasoli, Nicklin & Ford, (2014) job satisfaction and salary factors play an important role in
retention of employees and outcomes of organisational goals.
The research hypothesis tested the differential effects on worker’s gender of psychosocial
tools, economic tools, managerial and organizational tools from motivation techniques aiming to
increase employee efficiency. The psychosocial tool showed that motivation level among the
low-income segment was significantly high as compared to middle and high-income segment. It
was also observed that managerial and organizational tools were also useful among the low
segment people rather than middle and high-income segment of employees. This research study
provided reliable information regarding the perception of employees about the motivation tools.
It was seen that educational status affected the perceptions of employees regarding the
motivation tools. The employees who had high education level was perceived a high amount of
motivation as compared to employees with low level of education. Work experience and
educational status is important for motivation, as employee would understand the technique well
and affect their performance. According to Canrinus et al., (2012) participants who have more
work experience and mean education is a result of self-efficacy that have an impact on the
organizational behaviour.
Another factor is the income group of the employees. In this, different motivation tools
had an impact on the results of the study. As discussed earlier, the psychosocial tool was useful

5ORGANIZATIONAL BEHAVIOUR
in influencing the low-income group as the psychosocial support provided by the workplace
motivated them. In a similar manner, managerial and organization tools were also useful for
motivating the employees. The managerial personality also plays an important role in the in
motivating the employees. The managers who have a positive attitude towards motivating
employees enhanced their efficiency at the textile industry. This shows that organizational
behaviour plays an important role in motivating employees as positive working environment
enhances employee retention as they feel motivated (Barrick, Mount & Li, 2013).
I think the research study clearly showed that motivation techniques enhanced employee
efficiency and as a result, the organizational productivity. The managerial personal traits were
also studied along with the perceptions of the employees regarding the motivation tools. When a
manager motivates an employee in a positive manner, there inculcates a feeling of achievement
in the employees to perform work and in recognizing their potential to perform a particular task
(Grant, 2013). There is also possibility of further growth and achievement along with sense of
responsibility and trust among the employees regarding their work performance. Managers have
the potential to understand the personalities and individual hidden powers and therefore, they are
the right person to make the employees motivated. In the similar manner, the study results
showed that employees are motivated depending on the personal traits of the managers.
Emotional stability, agreeableness, openness, conscientiousness, customer service and optimism
were the personality predictors that were identified by the study measuring the employee
performance depending upon managerial performance (Taubman-Ben-Ari & Yehiel, 2012).
However, this was not included in the questionnaire and therefore, acted as a limitation of the
study.

6ORGANIZATIONAL BEHAVIOUR
The above discussion critically analysed the research study by Guclu and Guney (2017)
regarding the motivation tools impact on the employee performance and productivity. The
research study showed many results that helped to understand the association between income
status and employee education regarding motivation. The future study regarding this research is
that manager’s personality should be studied that can also be useful in motivating employees and
enhancing their productivity and performance.

7ORGANIZATIONAL BEHAVIOUR
References
Bakker, A. B., Demerouti, E., & Lieke, L. (2012). Work engagement, performance, and active
learning: The role of conscientiousness. Journal of Vocational Behavior, 80(2), 555-564.
Barrick, M. R., Mount, M. K., & Li, N. (2013). The theory of purposeful work behavior: The
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Canrinus, E. T., Helms-Lorenz, M., Beijaard, D., Buitink, J., & Hofman, A. (2012). Self-
efficacy, job satisfaction, motivation and commitment: Exploring the relationships
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Cerasoli, C. P., Nicklin, J. M., & Ford, M. T. (2014). Intrinsic motivation and extrinsic
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Fiaz, M., Su, Q., Ikram, A. & Saqib, A. 2017, "Leadership Styles And Employees’ Motivation:
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employee voice. Academy of Management Journal, 56(6), 1703-1723.
Guclu, H. and Guney, S., 2017. The Effect of the Motivation Techniques Used by Managers to
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Dynamics, 6(7), pp.01-08.

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Manzoor, Q. A. (2012). Impact of employees motivation on organizational
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