Motivation and Employee Performance in Organizations

PEOPLE MANAGEMENT AND ORGANIZATION
Name of the University
Name of the Student
Author Note

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Introduction
This essay is based on the motivation level of individual employees to achieve the
desired organizational goal. Motivation plays a vital role in running of a smooth organization
that will determine the productivity and performance of the employees as well as the
organization. Lack of motivation in an organization will lead to diversion of organizational
goals and failure in long term sustainability of the business. Therefore, it is important for the
management to take constantly feedback from the employees so that changes could be done
according to the review and help in employee retention that could lead to the success of the
business. Employees are the assets of any organization and without them no organization can
happen to work smoothly and accomplish their goals. Motivational issue can arise due to
conflict in behavior or time or stress in family or workplace. Therefore, it is the duty of the
leader to sit down and talk with his employees and identify the problem and implement a plan
of action and find a solution. Communication is the key to success. Thus, the human resource
department must conduct a session from time to time to interact with the employees and find
out about the work culture and the changes they want to happen for a better working
environment for them as well the future employees so that they stay focused on their job and
responsibilities to achieve the target or business.
Literature Review
According to Guest (2017) performance in a team or organization depends on how the
team members are motivated to do the required job. Human resource management should be
beneficial to both individuals and organizations and they continue to focus largely on
employee performance. However, pressure at work and in society creates a threat for the well
being of the employees. Therefore, as per this article Albrecht et al. (2015) a substitute
approach to human resource management should be designed that focuses only on the welfare

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and positive relationship between the organization and the employees will improve the
organizational performance and productivity. International human resource management is a
set ofdifferent activities, meanings, and procedures that are bound for drawing,developing,
and preserving a multinational company’s human resources. According to the article (Alfes et
al. 2013), for the leaders and managers with people supervision tasks in Western wealth
getting better from a sharp and lasting depression, this has destined once again rising the
ability to restraint give vent to their roles. The critical role played by the human resource
managementcapability ofthe parent firm, as alleged by the top management, shows in the
movement of human resource management policies to associate in other nations. Human
resource management proficiency, like anybackground generalizable reserve the company
possesses, has the probable togive the multinationals a spirited advantage in the worldwide
marketplace. Recognition of professed human resource management competence is a
vitalfactor in internationalincorporationshiftsinvestigationnotice to basics within the firm
organization can powerthe plan of the international human resource management system and
unlocks up a significant way for additional research. Although the human resource
association has been quoted bywriters in all grounds of global business as aninput
differentiator sandwiched betweenthe business losers and winners in the subsequently
century, the field ofinternational planned human resource management is inpremature
stagesof growth. Therefore, organizational and individual performance largely depends on the
motivational level of the employees.
Human relations are important in motivating people towards performing better in
organizational environments. It is import towards developing relationships with the
workforces that actually contribute towards the creation of a mutually beneficial work
environment. According to Cafferkey et al. 2018 HRM functions are directly related to the
development of effective human relations. This in turn helps the organizations to connect

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with the employees at significant levels. Development of essential human relations is almost
always important for maintaining healthy levels of commitment among the employees. The
authors opine that human relations climate can be possible where values and norms are
associated with the development of aspects such as belonging, cohesion and trust.
Considering a human resource perspective this can be achieved through effective and
efficient training focused towards the development of human resources. However, there are
several perspectives present within organizations in relation to the development of human
relations. The findings of the study suggest that the three aspects of consistency,
distinctiveness and consensus are very much important towards determining the levels of
commitments that employees display towards the organizations. It is important to understand
that if organizations do not commit to the employees at a certain level, employees would not
be able to develop effective levels of relationships with the organization. It is important to
remember that the HRM functions are important in maintaining human relationships ass their
work id directly connected with the management of the employees. HRM is a strong
mechanism to control the functional elements of the human relationships. It is important to
consider that the human resource functions are focused towards generating better levels of
commitment among the employees to ultimately help in the better management of the
employees. Employees are thus, better motivated, better focused and better prepared to
commit to their respective organizations. Employee performances are directly related to the
performance of the organization. It is found that the HRM systems in use actually act and
operate as mechanisms for signaling. Thus, it was essentially found that the HRM functions
actually provide essential strength by connecting human relations climate and the internal
process climates that exist in organizations.