The Impact of Motivation at Work on Overall Productivity and Innovation

This literature review explores the evolving concept of motivation at work and its impact on overall productivity and innovation. It discusses various motivation theories, such as Maslow's hierarchy of needs and Herzberg's two-factor theory, and their role in achieving organizational goals. The review also emphasizes the importance of providing both monetary and non-monetary incentives to employees for creating a motivated and productive work environment.

Project 3: Literature
Review

TABLE OF CONTENT
INTRODUCTION.................................................................................................................................3
LITERATURE REVIEW......................................................................................................................4
CONCLUSION.....................................................................................................................................6
REFRENCES........................................................................................................................................8
INTRODUCTION
Motivation at work is considered to be highly important for overall working
innovation and diversity aspects, to enhance overall productivity within varied scenarios for

wider developed working synergy. The report will be analysing discussion in literature
review for overall growth, to develop wider turnover with motivation to keep up the efficacy
within stronger goal advancement (Koster,2017). The report will be also analyzing working
innovation at stronger new synergy for functional innovation to develop larger revenue
standards. Report will be also discussing varied objectives among motivation at work for
gaining new functional scenarios and also to provide new determinants. The study will be
also analysing various principles and theories of motivation at work for gaining functional
innovation, to yield focus on new performance indicators within new adventures, for larger
professional growth in varied scenarios and also to keep higher productivity at pace. Report
will be also keenly progressing for new innovation to yearn for gaining new quest arenas ,
for leveraging higher functional innovation. The report shall be also discussing new growth
revenue standards which compose larger goals efficacy, background widely operates
functional approach and new quest horizons for stronger keen operational paradigms. Report
will be developing analysis on motivation at work by employees at company business
scenarios for overall productivity business, new quest horizons and also to develop wider
vision formation.
Report will be also addressing various future recommendations where companies
have large goals formulation to build its domain specifically for generating stronger working
innovation and new determining addressed scenarios (Aga, Noorderhaven and Vallejo,
2016). Motivation at work is widely essential for stringent innovation, diversity at working
avenues and for overall growth aspects, to gain larger retaining synergy which builds vision
formulated at wider domains.
LITERATURE REVIEW
There are various themes which will enable us to analyse working parameters of
motivation at work which enables larger goal completion within professional working
scenarios for giving innovation boost within company business scenarios.
Evolving concept of motivation at work
As per the views of Bellini, D and et.al.(2019), motivation at work is considered to be
widely one of the most evolving parameter for new advanced functional scenarios for overall
productive synergy, for larger goal advancement scenarios. The new evolving concept of
overall motivation atr work within employees not only generates targeted growth objectives,

functional scenarios for overall productive aspects through which larger effective working
aspects can be widely built on. It can be also productively analysed that motivation at work
restores productive new functional diversity, new quest horizons goodwill and also to keep up
new strong talented workforce. The author brings focus on importance of motivation at work
to be considered as one of the keen grown concept at varied paradigms where leaders and
managers, contribute widely on keeping stronger working functional innovation in longer
time frame. As per the views of various leveraged scenarios there is new active growth within
larger domains and new horizons widely where stronger high growth goals are framed, to
also potentially build stronger vision formulation and to keep all employees motivated for
larger work efficiency. As per the views of another author Chatwani, (2019) leaders shall
bring on varied monetary as well as non monetary benefits to employees working within
various departments for growing innovative functional efficiency, higher active ideas
working productivity scenarios. Employees should be given targets to be completed within
speculated time periods where varied functional innovation is wide and also work related
incentives enable motivation to be boosted within employees for more active productive
growth. Motivation determinants are actively working towards new keen growth paradigms
where larger new margins of work growth opportunities, develop potentially new service
factors and also to actively diversity at workplace to yearn functional innovation widely
among varied aspects. The synergy of innovative ideas is widely worked on for new
functional efficiency , larger productive domains and quest horizons gaining wider scope
among varied arenas. This can be also analysed as widely essential for contributing on wider
keen scenarios and keen large retaining factor for stronger innovation and diversity aspects.
Kitchin, (2017).
Motivation impact on employees
As noted by author Chang, Meyer and Merien, (2019), motivation impact on
employees is widely fragmented on varied functional aspects of working efficiencies where
vision motivation keeps them actively drawn towards target growth operational innovation,
and for gaining larger stronger working operational paradigms. The author in research papers
have analysed tp be drawn widely towards building new functional scenarios and overall
productivity which boosts efficiency goals and also to keep leveraged new innovation on
longer run. Companies use Maslow hierarchy of needs motivation theory for gaining
functional innovation actively worked on by strategically working on stages where
employees feel motivation within operational working scenarios. As per the views analysed

by Chatwani, (2019), Mc Clelland theory where need for achievement, affiliation and power
are analysed to be most important factor which enhances overall productivity strengths.
Employees yearn for recognition factors and achievement objectives among company
working scenarios where most active domains such as larger vision formulated makes
stronger functional efficiency on longer run.
The Herzberg theory has focus on two factor theory where hygiene factors and
motivating factors are two main components where employees find various functional
motivation aspects to keep innovation high. The theories have widely worked on in building
systematic motivation, power functional scenarios and new goal advancement among
employees working operations to keep their skills diversely active. As noted by De Sanctis,
Ordieres Meré and Ciarapica, (2018), Motivation works as fuel for energetically building
scope among employees for wide innovation diversity aspects, keen productive growth and
for vision formation to keep up with diversity avenues. Motivation factors impact on overall
turnover in companies business scenarios where larger vision perpetuated works as wider
domain specialisation, and also to potentially be active towards their targets completion at
specific performance work growth operational innovation. It could be also analysed in
research papers by author where technical innovation is widely built on among keen growth
paradigms as larger functional scope segments are there, for keen revenue targets and
working growth formulation. Motivation theories have high scope to be keenly developed as
larger quest horizons, to yearn new quest active domains and also for evolving aspects of
wider determining scope. Author also emphasise focus on keeping providing monetary
motivation to employees for creating larger vision formulated working scenarios, where
leaders have diverse role to play and also there is active work growth where employees are
able to potentially also learn active new work growth aspects (Deus and et.al., 2019).
CONCLUSION
The report can be concluded with analysis within report where varied functional
synergy of motivation factors are highly important for gaining stronger new functional
innovation within company business performance arenas. Report has also concluded that
motivation built new horizons scenarios widely to keep up innovation goals factored on
widely, for larger goals advancement aspects and for stringent new quest horizons to keep up
profits high in future operational paradigms. Report has also concluded thesis discussion with
varied factored on working growth parameters where various skills and larger functional

productivity keeps up efficacy strong on larger determinants, horizons and also to keep
diversity at stay (Dixit and Singh, 2019). The report has also actively concluded analysis of
varied parameters of new quest motivation where leaders and company owners use various
motivation theories to keep larger goal advancement. Thesis literature review has also
concluded various parameters of non monetary and monetary incentives which develop
motivation of employees for creating new wisdom, larger objectives of work strengths and
keen productive growth objectives to enhance stronger working scenarios. Report has been
also discussing long term impact of motivation on employees and overall productive domains
of vision development which enables companies to actively reach larger targets at time
periods. There is also analysis of varied larger techniques through which companies actively
bring on diverse motivation among employees at workplace, to yield larger goal advancement
synergy, for stronger functional operations paradigms. Report has also actively concluded
varied paradigms of determinants through which leaders and managers monitor work actions
among employees new learning synergies, higher scope advanced productivity aspects and
new quest scope for larger wisdom detrimentally (Fiaz, Su and Saqib, 2017).
The report has also concluded analysis within varied aspects and domains of larger
goals productivity, to keep retained new quest horizons within new production aspects for
stronger vision formation synergy. Report has also concluded focus towards building
motivation among employees to keenly evolve on diversity aspects through which active
yearning synergy works on widely among larger domains and new key scenarios widely. The
study research has concluded various authors emphasis functional strategies within larger
scope segments, new keen growth aspects and larger vision formation to yearn scope on
stronger work productivity aspects in longer run. The research has also productively analysed
how various professionalism is widely enhanced among working aspects when employees are
able to be give motivated at varied aspects in longer run. Study has widely analyzed new
working scenarios widely within larger objectives where leaders employ best motivation
standards and learning opportunities among employees to bring on varied avenues of best
targeted growth aspects in longer run (Graves and Sarkis, 2018).

REFRENCES
Books and journals
Dixit, O. and Singh, S., 2019. Moderating Influence of Emotional Intelligence on
Organisational Citizenship Behaviour and Counterproductive Work
Behaviour. Journal of Strategic Human Resource Management, 8(1). p.26.
Fiaz, M., Su, Q. and Saqib, A., 2017. Leadership styles and employees' motivation:
Perspective from an emerging economy. The Journal of Developing
Areas. 51(4). pp.143-156.
Graves, L. M. and Sarkis, J., 2018. The role of employees' leadership perceptions, values, and
motivation in employees' provenvironmental behaviors. Journal of Cleaner
Production. 196. pp.576-587.
Kitchin, D., 2017. An introduction to organisational behaviour for managers and engineers:
A group and multicultural approach. Routledge.
Koster, D., 2017. Motivation in the workplace.

De Sanctis, I., Ordieres Meré, J. and Ciarapica, F. E., 2018. Resilience for lean organisational
network. International Journal of Production Research. 56(21). pp.6917-6936.
Deus, R. M and et.al., 2019. Organisational Challenges to Corporate Social Responsibility.
In ISO 26000-A Standardized View on Corporate Social Responsibility (pp.
207-219). Springer, Cham.
Aga, D.A., Noorderhaven, N. and Vallejo, B., 2016. Transformational leadership and project
success: The mediating role of team-building. International Journal of Project
Management. 34(5). pp.806-818.
Bellini, D and et.al., 2019. Exploring the influence of working environments' restorative
quality on organisational citizenship behaviours. International Journal of
Environment, Workplace and Employment, 5(1). pp.32-50.
Chang, W. L., Meyer, J. and Merien, F., 2019. Organisational culture: the hidden operand in
clinical laboratories. International journal of health care quality assurance.
Chatwani, N., 2019. Organisational Agility. Springer Books.