logo

Employee Motivation Theories and Practice

   

Added on  2020-02-24

18 Pages3924 Words95 Views
Leadership ManagementProfessional Development
 | 
 | 
 | 
Running head: BUSINESS RESEARCHBusiness Research[Literature Review]Name of the StudentName of the UniversityAuthor Note
Employee Motivation Theories and Practice_1

1BUSINESS RESEARCHTable of ContentsLiterature Review............................................................................................................................2Rewards and motivation..............................................................................................................2Organizational Culture and Motivation Factors..........................................................................3Theories of Motivation and Employees’ Performance................................................................3Hierarchy of needs theory by Maslow.........................................................................................4Herzberg Two Factor Theory......................................................................................................6Expectancy theory of Vroom.......................................................................................................8Employee Performance, Employee Motivation and Organizational Culture............................10Link between motivation, performance and rewards................................................................12Reference List................................................................................................................................14
Employee Motivation Theories and Practice_2

2BUSINESS RESEARCHLiterature ReviewA large number of researches followed by gathering evidences reading the diverse issuesrelated to organizational culture have been done. The literature review section includes all thestages of maintaining a good organizational culture, the psychology of culture and impact createdby maintaining a good culture on the performances and motivation level of employees workingin supermarkets of Australia (Sheridan, 1992). In the previous years, researches have been donethough considering the importance of organizational culture and its impact on the performancesof employees; still it is considered as one f the most debated topic in researches. The researchershave tried their level best to find out the link between culture and motivation, performances andproduction of employees. The surveys are done along with distribution of survey questionnairesto customers to gain their feedbacks and responses regarding the impact of culture oforganization on performances and motivation of employees. Here, Australian supermarkets havebeen considered for conducting the research efficiently and understand the cultural impact onenhancement of employee performance and motivation (Hartog and Verburg, 2004). Rewards and motivationThe organizations are of the view that motivation can be provided to the employees basedon certain behaviors. The intention of the rewards is to motivate the employees so that they canbe efficient in achieving the goals of the organization. It plays an important role in uplifting thecommitment of the employees so that they can maintain a better rate of performance and ensurestability within the work place. The role of rewards is to motivate the particular behaviors within the employees so that ithelps them in increasing their productivity and eliminating the behaviors, which may prove
Employee Motivation Theories and Practice_3

3BUSINESS RESEARCHdetrimental for the growth of the organization. The employees will show those behaviors thatwill help them in earning rewards within the organization, which can be explained through themotivational theories in a better manner. Organizational Culture and Motivation FactorsThe culture maintained within organizations can help in maintaining common values andbeliefs that are needed to be followed by the employees to form their behavioral patterns. Gordonand DiTomaso (1992) stated that the culture of organizations indicate the process of allowinghuman mind to think for differentiating the members of one group from another group. Thefactors of motivation are manageable through development of good organizational culture andfor accomplishing the desired goals and objectives with ease and effectiveness (Joo and Lim,2009). The various motivational factors are appraisal, monetary and non-monetary rewardsprovided to them, incentives, growth scopes social security as well as authoritative positionsoffered. Previously, researches have been conducted considering the supermarkets in Australiasuch as Woolworths and Aldi. Both these super markets have adopted good organizationalculture and thus the retention rate of employees have increased too with lesser turnover (IsmailAl-Alawi, Yousif Al-Marzooqi and Fraidoon Mohammed, 2007). The presence of good culturehas increased the need for motivational factors to derive the performances of workers and satisfythem too by fulfilling their needs and requirements. The paying of money based on theperformances of employees, appraisal of performances, providing them both monetary and non-monetary rewards are other motivational factors followed within the Australian supermarkets toimprove the performances of workers and level of motivation (Pinder, 2014).
Employee Motivation Theories and Practice_4

End of preview

Want to access all the pages? Upload your documents or become a member.

Related Documents
Employee Motivation and Organizational Culture
|17
|3745
|42

Employee Satisfaction and Motivation in Organizations
|8
|1846
|256

Understanding Organizational Performance and Employee Satisfaction
|50
|11945
|395

Influence of Power, Politics, and Culture on Performance in Organizations
|17
|4790
|77

Influence of Organizational Culture on Employee Performance and Satisfaction: A Study on ASDA
|10
|2623
|87

Impact of Employee Motivation on Employees' Job Satisfaction
|16
|4437
|16