Boosting Organizational Success: Unleashing the Power of Employee Motivation and Rewards

Running Head: HRM 0
Management and organizational behaviour

HRM 1
Reward and motivation in an organization
In recent time, organizational environment highly depends on the work motivation of
its employees. Motivation in an employee is crucial for the success of organization. Although
organization reach to its success without properly motivating the employees but it will not be
able to achieve it at full potential. Therefore, the right kind of financial and non-financial
rewards can boost the motivation of employees at workplace. Employee being a human being
always wants to be get reward and encourage for their efforts. In this way, motivation and
reward has a strong link that can prove best for the organization. Employee also commit with
the company when they feel motivated. It also helps in fulfilling the specific needs of
employees in the organization (Hwang & Jung, 2018).
Motivation is an essential tool in the organization to improve performance of
employees and productivity of the organization. There are two theories of motivation.
Content theory of motivation put emphasis on the internal factors such as needs, instincts,
satisfaction and some features of job that assist in giving the energy to employees. It tries to
put emphasis on why the needs of person changes regularly by the passage of time. In this
way, it focus on some of the factors that assist in motivating the employees. It includes
various motivation theory such as Maslow (includes five function such as love, safety,
esteem, physiological and Self-actualization), Herzberg (include two factors: motivators and
hygiene factors), McClelland (Need for affliation, achievement, and power), and Alderfer
theory (it includes existence, growth, and relatedness needs). As compare to this, Process
theory of motivation put emphasis on the process through which cognitions and internal
factors influence the employee motivation (Lazaroiu, 2015). Process theory includes various
motivation theories such as Adam’s Equity theory (It explains how people struggle for justice
and fairness in the give and take relationship), Goal setting theory (self-efficiency and goal
commitment are two eventualities in this theory), Vroom’s expectancy theory (it depends on
the key constructs such as expectancy, valence, and instrumentality). A compare to content
theory, this theory tries to explain how the behaviour of individual changes and why person
act in various ways. By highlighting this, it put emphasis on how the needs of individual
influence their own behaviour (Shield et al, 2015).
It is true that reward is directly linked with the motivation of employees. Whenever
employee gets the reward in the form of financial or non-financial, they directly get