Report: Impact of Employee Motivation on Worker Performance Analysis

This report investigates the crucial relationship between employee motivation and worker performance, a topic of significant interest for organizations across all sectors. The study analyzes six different articles, comparing their research methodologies, relationship patterns, strengths, weaknesses, and research gaps. The articles explore how factors such as empowering leadership, psychological empowerment, intrinsic motivation, and employee engagement influence job outcomes. The report assesses the varying approaches used in literature reviews and data collection, highlighting the importance of systematic methodologies. It concludes by emphasizing the direct correlation between motivated employees and enhanced performance, impacting sales and profitability. The study provides valuable insights for managers seeking to boost employee engagement and productivity within their organizations.

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Table of Contents
SECTION 1: INTRODUCTION.....................................................................................................3
SECTION 2: BODY PARAGRAPH...............................................................................................5
SECTION 3: CONCLUSION........................................................................................................20
REFERENCES..............................................................................................................................22

SECTION 1: INTRODUCTION
The selected topic for the study is “impact of employee motivation on employee
performance”. To raise the motivational level among workers is being regarded as the matter of
concern for each and every firm irrespective of their sector. This is because; success of any firm
totally depends upon it employees performance only. Here, high quality performance will be
delivered by workers if they feel highly motivated as well as satisfied with the work which is
being allotted to them. However, employees will not being able to give their best to corporation
if they feel highly dissatisfied as well as de-motivated. The impact of given type of thing will be
seen on sales and profitability related condition of enterprise. However, different authors have
given varied definition on employee motivation. Herein, some authors have said that employee
motivation is being regarded as the process of generating enthusiasm among workers and
influencing them with regard to attain the goals and objectives of enterprise in an effectual way.
Furthermore, it is with the help of team of motivated workers manager of corporation can mark
an effective presence in market which is highly competitive in nature.
The main reason behind selection of respective topic is that now days each and every
firm wants to make efforts in terms raising motivational level among its employees in an
effective way. This is because; they believe that employee motivation has direct association with
the worker performance. In this context, it has been examined that employees who feel highly
motivated and satisfied always try to give their best performance to corporation.
On contrary to this, worker who does not feel satisfied will never make effort in terms of
giving their best performance to corporation. This is because, the main motivating factor for
given type of worker is that they only wants to earn money. Hence, such workers do not put their
extra effort in the success of enterprise in an effectual way. In addition to this, wide scope of

topic is being regarded as another most crucial reason behind the selection of given topic. In
human resource management practices, concept such as employee motivation has gained greater
importance. Furthermore, the concept such as employee motivation has wide scope and due to
which many people have conducted their study upon given topic. Furthermore, many studies are
also running on respective topic. Thus, these two are being regarded as the major reason behind
the selection of above mentioned topic.
Besides this, major problem which is related with respective study is that assessing the
ways with the help of which manager of firm can enhance motivation level of buyers. However,
the study will be going to give answer to one question such as whether the employee motivations
have impact on worker's performance or not. In accordance with the given context, in the present
study six different articles are revised as well as compared. In this regard, the six articles which
are being selected for the current study will be compared on the basis of their pattern of
relationship, research gap, article strength and weakness and research problem. However, the list
of articles which will be compared in present study is depicted in below:
1. Aarabi, M.S., Subramaniam, I.D. and Akeel, A.B.A.A.B., 2013. Relationship between
motivational factors and job performance of employees in Malaysian service
industry. Asian Social Science, 9(9), p.301.
2. Said, N.S.M. and et.al., 2015. Relationship between Employee Motivation and Job
Performance: A Study at Universiti Teknologi MARA (Terengganu). Mediterranean
Journal of Social Sciences. 6(4).pp.632.
3. Zhang, X. and Bartol, K.M., 2010. Linking empowering leadership and employee
creativity: The influence of psychological empowerment, intrinsic motivation, and
creative process engagement. Academy of management journal. 53(1). pp.107-128.

4. Boxall, P. and Macky, K., 2009. Research and theory on high‐performance work systems:
progressing the high‐involvement stream. Human Resource Management Journal. 19(1).
pp.3-23.
5. Gruman, J.A. and Saks, A.M., 2011. Performance management and employee
engagement. Human Resource Management Review. 21(2). pp.123-136.
6. Omolo, P. A. 2015. Effect of motivation on employee performance of commercial banks
in Kenya: A case study of Kenya Commercial Bank in Migori County. International
Journal of Human Resource Studies.5(2). pp.87-103.
SECTION 2: BODY PARAGRAPH
The relationship patterns of each of six given articles are examined. All the above
mentioned articles are somewhat interconnected or interrelated with each other. Herein, it is
examined that all the gives articles have used different research methods with an aim to reach the
conclusion for the conducted study. In this regard, it has been identified although all the given
articles are similar, but still there is some differences exist between them in terms of research
question, literature review, research methodology and data collection process etc. Herein, the
article which is given by Boxall and Macky, (2009) had given answer to the question that how
employee motivation is related with the organisational performance. In this article, researcher
had assessed effect on employee motivation on the overall work system of firm. Thus, the given
article has shown broad view point regarding the employee motivation. But, in comparison to
this the articles which is being given by Omolo, P. A. (2015) and Aarabi, Subramaniam and
Akeel, (2013) has assessed the effect of employee motivation on the performance of workers
only. Hence, in these articles scholars had restricted their areas. This is because, here authors
have not analysed the effect of employee motivation on organisational performance. Thus, here

relationship between employee motivation and employee performance were examined. In
addition to this, the article which is being given by Said and et.al. (2015) had also assessed the
effect of employee motivation on employee performance. However, on contrary to this, Zhang
and Bartol, (2010) had used a very confined approach in their study. It is done by them by
forming a very confined research question for the study. Herein, the researchers had assessed the
role of psychological empowerment, intrinsic motivation, and creative process engagement on
the job outcome of employees. It is an effective way of doing study as the researchers use of
given type of approach will tend to confine its study. Thus, the given thing will enable it in terms
of setting the direction of its study towards the correct path in an effectual way. This is because,
the study which is conducted by Zhang and Bartol, (2010) gives answer to the question that
whether linking empowering leadership and employee creativity assist in raising motivation level
of employees or not. In addition to this, Gruman and Saks, (2011) the employees engagement is
the best motivation way in an organization to increase their performance.
By considering the term of rational, it has found that Said and et.al. (2015) has not clearly
defined the rational of the entire study. In the introduction part, there have no evidence found
regarding the main reason of conducting the investigation on employee motivation. On the other
hand, Aarabi, Subramaniam and Akeel, (2013) has properly given the justification of selecting
the research topic. From his literature review, it has determined that to create conducive
environment at work to enhance workers’ performance is the main reason to adopt the
motivation by the organization. Along with this, some other important rational regarding the
study has been given. However, in the contrary, the presented rational by Zhang and Bartol,
(2010) in the study has become confusing to understand that what is the reason to carry out the
research in this direction. In addition to this, investigation done by Boxall and Macky, (2009) has

also not shown any clarity during writing the rational section. It has included in the background
of the study which has created confusing situation for the readers to understand whether it is
rational or just about the brief information of research work. In this series, Gruman and Saks,
(2011) and Omolo, P. A. (2015) has also not mentioned any kind of rational in the study which
has made the investigation less effective.
Moreover, the articles which are being given by all these researchers can also be
compared on the basis of manner which is being adopted by them in order to frame their
literature review section. In this regard, it has been examined that among all the given articles the
article which is being proposed by Aarabi, Subramaniam and Akeel, (2013) had used a very
systematic method with an aim to draft its literature review section. Here, the author had framed
its literature review section on the basis of research aim and objectives which is being formulated
by it. Thus, it is the reason why literature review section of the given author is very systematic.
But, in comparison to this another authors have used some different way in order to address the
research questions of the study. In the other hand, the article which is being given by Zhang and
Bartol, (2010) has directly started with the three major factors Psychological Empowerment,
Intrinsic Motivation, and Creative Process Engagement which causes significant impact on the
motivational level of workers. Herein, authors have segregated its literature review section on the
basis of two different type of aspects such as independent and dependent variable. Herein, all the
motivational factors are independent variable whereas the type of performance which is being
delivered by employee during the period of time is being considered as dependent variable. Thus,
it is through this way only respective authors had made use of very confined approach for
conducting the study upon the topic of assessing the effect of employee motivation on employee
performance. Besides this, the literature review which is being given by Said and et.al. (2015) is

much generalised form. This is because, it starts with individual needs, personal preferences,
working environment, as well as prior researches on job performance. After discussing all these,
the researchers have discussed the relationship between employee motivation and job
performance with the help of conceptual framework of Relationship between Independent
Variables and Dependent Variable. In this regard, it can be said that success of any study also
depends upon given aspect that whether it has framed its literature review section in an effective
manner or not. This is because, it is with the help of given section only researcher can draw or
develop varied other sections of the study which has completed different from the set research
objectives. Thus, it is through this way only formulated aim and objectives of the research have
been met in an effectual way. Furthermore, the present literature that is undertaken on different
topics related to those factors that affect the job performance of employees at the workplace. But,
in comparison to all given articles the literature review which is being framed by Boxall and
Macky, (2009) is very short because of the very precise title of the current study. In this regard, it
is examined that the study is based on employee motivation. This study is carried out upon an
important area of workplace change that affects the motivation level of the staff members in an
positive manner. On the contrary, Gruman and Saks, (2011) and Omolo, P. A. (2015) has used
different models to explain the motivation of employee performance at the workplace in an
effective manner. The literature review sections of both of the investigations have in systematic
manner and in structured form. These have clearly stated about the impact of motivation on the
employees performance.
The articles of the given study are also compared on the basis of research methodology
section and the data collection process of the current study. In this regard, it has been examined
that each article possess some points which make it different from the other articles. Hence, it is

correct to say that researcher has to use different forms or methods for conducting the research
upon specific topic even though the topic of selected article is same or similar. In this regard, it
has been examined that among given six articles there are many articles which had made the
analysis of collected data by using quantitative technique. Herein, the study which is being
conducted by Said and et.al., (2015) had used SPSS (statistical package for social science)
technique for the purpose to complete the analysis in the paper. Prior to the use of given method,
researcher of current study had formulated three hypothesis which is later on being tested by the
scholar of the present study. The paper which being given by respective author clearly states the
use of hypothesis. In this regard, it is assessed that first hypothesis of the study clearly mentioned
that Individual needs is positively related to Job Performance. If the employees’ needs are not
met by the management then it will automatically decline the performance which is given by all
the employees of the organisation. Second hypothesis has Personal preferences is positively
related to Job Performance. This has explained that how the person preferences of the staff
members have reflect on the performance given by them at the workplace. Hence, here with an
aim to test the hypothesis here Said and et.al., (2015) had used the correlation and coefficient
approach. This method was taken into consideration because of the relationship which exists
between two variables such as employee motivation and employee performance. Furthermore,
Aarabi, Subramaniam and Akeel, (2013) had also made an analysis of the collected data by
formulating hypothesis. To determine the relationship between Motivational Factors and Job
Performance, the researcher has used different kinds of statistical tests such as R Square,
ANOVA etc.
On contrary to this, Zhang and Bartol, (2010) and Boxall and Macky, (2009) had also
analysed the collected data for the current study by making use of hypothesis. But, here with an

aim to test the formulated hypothesis respective author had used hierarchical regression analysis.
Here, regression analysis is used by the researcher of current study because of the presence of
both such as dependent and independent variables. In other words, it can be said that regression
analysis is taken into consideration when researcher is more interested in assessing the
relationship which exist dependent and independent variables. Here, job performance is
dependent variable whereas intrinsic motivation is independent variable. However, Omolo, P. A.
(2015) had used a very simple approach for conducting an analysis which is of thematic
approach. In this regard, it can be said that a thematic analysis based on the themes derived in the
research paper was performed so that appropriate results are achieved. In the discussion part all
the basic topics of the research paper was discussed. It clearly stated that there has been positive
effects of monetary rewards which have influenced the performance and production of the
company. Both quantitative and qualitative data analysis have been conducted in the research
which has helped in performing the research in more effective manner. According to the
discussion part of the research paper it was stated that it is very important to provide high
remuneration if the company wants to motivate and encourage its employees for work. Gruman
and Saks, (2011) had not used above stated different kinds of tools; the researchers had carried
out the data analysis with the help of secondary research studies. By considering the different
facts and figures of previous researchers, the entire analysis section had been done on the basis
of this by addressing the objectives of investigation.
But, the major difference which exists between all the articles is related with the size of
sample as well as with the technique which is being used by these researchers in order to collect
sample for their study. Herein, Omolo, P. A. (2015), Said and et.al., (2015) and Aarabi,
Subramaniam and Akeel, (2013) had used simple random sampling method with an aim to avoid

the complications in the current study. This method is effective as it gives each sample of the
study an equal chance of being selected as a sample. Hence, it is with the help of given type of
approaches only scholars of all the given study had met the aim and objectives of the conducted
study in an effectual manner.
First article is written by Said and et.al., in year 2015 which provides information in
regard to the impact of employee motivation on organisational performance based on a case
study. One of key strength of the article is that learning is provided as per consideration of both
primary and secondary aspects. It helps in meeting key standards of the study for sustainable
learning. Article provides information about problems that affect employee motivation so by
considering such statements; innovative ideas can be taken into account for improvement. Article
also states the impact of employees’ motivation on organisational effectiveness on
manufacturing sub sector of the economy. It has been noticed that author has not effectively
focused on providing clear statement of rationale which provides justification behind the study. It
can be also considered as one of key weaknesses of article. Key aspects of literature are also
effectively referred in the article that helps in meeting key standards of conceptual framework.
In addition to this, it can be said that the information provided in the article is significant
and it is beneficial for organisations. Said and et.al., (2015) has stated that motivation policies
can be readily adopted by various organisations in order to increase the productivity of the
company. It has also been noticed in the article that motivates means to push, move or influence
individuals in order to fulfil a want in an organisation. By considering such information the
management of businesses can have impact on motivation factor of employee's in positive
manner. It is one of key strength of article that it covers essential information about concern
subject. In comparison to other articles, literature is also offering effective identification of needs

so that proposed research can be accomplished in appropriate manner which is also significant
aspect of the study. Article indicates effective consideration of credibility aspects because it
provides proper sources of information. Author has evaluated detailed information about
employee motivation that can be used by various business firms in appropriate manner.
Moreover, the methods in the article have been clearly mentioned. Detailed information of the
overall article is already stated in the abstract part of the research paper. The review of related
literature is significantly covered all the topics and has been divided in various sub topics such as
Individual needs, Personal preferences, Work environment, Job performance, Relationship
between employee motivation and job performance for the company and Hypotheses
development. It is also one of key strength of article and helps learners to meet objectives.
In comparison to other articles, weakness of the article can be that the lots of general
information are being provided in the study that has occurred issue in for learners. The
discussion at the starting of the literature review about the individual needs, personal
preferences, work environment, as well as prior researches on job performance has pretended as
study is generalized not specific. Recommendations section is also not well structured because it
included in conclusion where it has difficult to find what thing are recommended by the
researcher to the organizations. Additional essential recommendations can also be provided that
may strengthen the article. With the limitations identified in the article the ability to generalize
the result of this study is restricted. It can also be considered as key weakness of the article
which needs to be considered in appropriate manner. Recommendations in regard to overcome
the weaknesses is also not descriptive that creates confusion. According to analysis of all articles,
it can be said that article does not cover information about different reasons of affecting
employee performance issues such as insufficient facilities, poor working condition and