Effects of Motivational Techniques

This essay critically analyzes an article exploring the effects of managerial motivation techniques on employee productivity. It evaluates the article's thesis statement, highlighting its strengths and weaknesses. The essay then delves into the author's arguments, supporting them with additional research and personal viewpoints. The author agrees with the article's central claim that managerial approaches significantly influence employee efficiency in both professional and personal life. Several studies are cited to support the importance of managerial roles in motivation, including the impact of HRM practices, performance appraisals, and leadership styles on employee performance and organizational success. The conclusion emphasizes the crucial role of managerial motivation in achieving both individual and organizational goals.

EFFECTS OF MOTIVATIONAL TECHNIQUES 1
THE EFFECT OF THE MOTIVATION TECHNIQUES USED BY MANAGERS TO
INCREASE THE PRODUCTIVITY OF THEIR WORKERS AND AN APPLICATION
Student’s Name
Name of the Course
Professor’s Name
Name of the Institution
The Date

EFFECTS OF MOTIVATIONAL TECHNIQUES 2
THE EFFECT OF THE MOTIVATION TECHNIQUES USED BY MANAGERS TO
INCREASE THE PRODUCTIVITY OF THEIR WORKERS AND AN APPLICATION
Article Critique: The Effect of the Motivation Techniques Used by Managers to Increase the
Productivity of their Workers and an Application:
Guclu & Guney (2017)talks about the motivational techniques that modern managers can apply
to get the best out of their workforce. According to the writers, motivation is the bedrock of
organizational success but whose full potential can only be realized if the managers in charge
have the skills to get their employees on board.
Thesis Statement: Motivation technics that the managers exercise have an impact on disclosing
skills and potentials which their works possess in terms of increasing the efficiency in social life
and enterprises (Guclu & Guney, 2017).
The thesis statement above sums up what the entire paper is all about. It shows at a glance, the
key variables under study as well as a general viewpoint of the author regarding the topic.
Therefore, based on the above statement, the reader can cite any potential strengths and
weaknesses of the article.
Strengths
The fundamental strength of the thesis statement is that it offers a clear and specific
perspective (claim) of the topic. Keeping in mind that the role of the thesis is to give the reader a
clear picture of the article, this thesis meets such threshold. Specifically, the thesis talks about the
role of managerial techniques in increasing employee efficiency. Strength of the thesis is that it is
debatable. Whereas the thesis represents the author’s stance, a good statement should also be
open to debate. It should allow for a contrary opinion. The statement above is open to scrutiny
and even opposition. For example, one can argue that managers can only increase employees’
efficiency in enterprise life only and not social life altogether.
The thesis is also strong in that it is defendable by reason or facts. The thesis statement is
not a mere statement but rather a solid part of the essay that can be supported by more facts or
logic. In this case, it can be argued that since managers have the overall responsibility to exploit
the potential of their workers, they can motivate them to increase their efficiency. Lastly, the

EFFECTS OF MOTIVATIONAL TECHNIQUES 3
thesis is strong since it sets the pattern which the rest of the paper will follow. The thesis
statement in this case gives a quick preview of what the paper will talk about; managers’
motivation techniques, how they can be exercised, impact on employees and how efficiency is
increased at social and enterprise levels.
Weaknesses
The above thesis statement is strong and void of any notable weaknesses. Going through
the entire article, it becomes evident that the statement has played its role impressively based on
the pertinent issues that the author sought to address. However, it is worth noting that the thesis
becomes stronger when enjoined with the next sentence which affirms why the claim has been
made in the first place. After the thesis statement, the next sentence suggests that motivational
techniques are used by managers to make employees happy, satisfied and successful. They will
then translate this into a culture that will enhance achievement of goals. (Guclu & Guney, 2017).
Whereas this sentence offers more solidity to the thesis statement, it does not imply that the
thesis is weak even if it were to stand alone.
Personal Viewpoint
Personally, I view the thesis statement as the most critical part of any paper. If the entire
essay has to be good, the thesis has to be good in the first place. It should guide the reader on
what to expect and engage him/her throughout. In this case, the thesis statement is objective,
based on the core strengths identified above. The fact that no notable weakness was cited makes
the thesis more authentic and resonating with the rest of the paper.
I entirely agree with thesis statement of the article. I believe that managers play a critical
role in unlocking employees’ potential by applying several techniques, motivation being one of
them. As leaders, managers are in charge of all organizational processes and as such, how they
handle their employees and the space and incentives they give them will determine how well
they will work. My viewpoint is drawn from Manzoor (2012), who argues that the way managers
empower their employees and recognize them are central to organizational effectiveness
(Manzoor, 2012, 1). Managers have the ability to put in place structures that enable employees to
work efficiently and help the organization achieve their goals and objectives.

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I also agree with the thesis statement since managers are policy makers within the
organization. These policies are the foundation for organizational practices that support
motivation. One of the policies that have been known to enhance motivation over the years is
performance appraisal (Selvarajan & Cloning, 2012, 3070). Performance appraisal is an
organizational tool used by managers to assess the performance of each employee and applying
rewards accordingly. Some of the common rewards include promotions and salary increment.
When such policy is in place, it will motivate employees to improve their efficiency so that their
effort can be seen and rewarded. Therefore, in exercising such responsibility, managers are
demonstrating their abilities in terms of motivating their employees to perform efficiently.
According to the thesis statement, managers are organizational role models whose
behavior and relationship with their junior employees should be equally motivating. I agree with
the author on this ground. I believe that managerial skills should not only be passed to the
employees through enforcement but also be demonstrated by the manager (Certo, 2015, n.p).
Managerial leadership styles determine how employees perceive them and their readiness to take
instructions and be motivated to perform efficiently and help the organization achieve their goals
and objectives. Managers who are participative are more likely to motivate their employees than
those who are authoritative (Goetsch & Davis, 2014). Such managers listen to their employees,
understand them better and know what motivational tool works for them or not. Therefore, in
this case, the leadership style is a motivation technique that managers can use to make employees
perform efficiently.
I also agree with the thesis statement in regards to the fact the author identifies that
social and enterprise life can both be affected by managerial practices that seek to increase
efficiency. One of the core areas of concern for modern managers is work-life balance that
affects the performance of employees. As the management, one of the primary tasks is to
motivate workers to give their best but without depriving them of their social life endeavors (Tod
& Binns, 2013, 223). In this context, managers are obligated to put in place systems in the
workplace that enhance motivation to work and live. When employees feel such valued at the
work and social lives, they are likely to reciprocate that into efficiency and better performance.
Research-based Evidence

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According to Abbah (2014), motivation is a process of getting people to achieve certain
organizational and individual goals. As such, employee performance depends on the presence of
motivational factors, all of which trickle down from the management. According to his study,
employee motivation is one of the primary mandates of managers (Abbah, 2014, 3). The research
also identified several techniques that managers can use to motivate their employees such as
mutual communication and inclusivity in organizational decision-making so that the employees
feel part and parcel of the organization. Managers no longer have to rely on appraisals and
rewards only to motivate their employees.
Human Resource Management practices have been known to affect individual and
organizational performance (Jiang et al., 2012, 73-85). According to their study, the harmony
between HRM practices and the general flow of organizational work have an impact on the way
employees fit in the system. It affects how they work and perceive their importance in the
system. Some of the HRM activities that directly affect employee performance by motivating or
demotivating them include performance management, incentive policies, motivation policies and
job design policies (p. 76).All these functions lie within the management hierarchy and as such,
it is inevitable that employees stand to benefit once the management comes out and demonstrates
them.
According to Burton (2012, 233), most managers today desire to have their employees
motivated but are not aware of the core motivating factors. Whereas the benefits of motivated
employees are evident, managers are grappling with misplaced techniques and urge for instant
results. However, Burton argues that this rush will not yield anything better unless managers
understand that unless employees have an invested interest in the company (Burton, 2012, 234).
The fundamentals step towards that direction is by knowing the type of motivation that will work
for employees. This calls for flexibility in terms of leadership and management styles to ge t to
the bottom and know who needs what and when. This will help managers apply techniques that
work.
Conclusion
This critique has examined the thesis statement from the perspectives of strengths and
weaknesses. It has also build on the thesis statement to analyze the key issues raised in the article

EFFECTS OF MOTIVATIONAL TECHNIQUES 6
and how they resonate with contemporary management and motivational concerns. Conclusively,
managerial approaches to motivation are the key determinant factors for employee and
organizational efficiency.

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References
Abbah, M.T., 2014. Employee Motivation: The Key to Effective Organizational Management in
Nigeria.
Burton, K., 2012. A study of motivation: How to get your employees
moving. Management, 3(2), pp.232-234.
Certo, S., 2015. Supervision: Concepts and skill-building. McGraw-Hill Higher Education.
Cho, Y.J. and Perry, J.L., 2012. Intrinsic motivation and employee attitudes: Role of managerial
trustworthiness, goal directedness, and extrinsic reward expectancy. Review of Public
Personnel Administration, 32(4), pp.382-406.
Dobre, O.I., 2013. Employee motivation and organizational performance. Review of Applied
Socio-Economic Research, 5(1), pp.53-60.
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Guclu, H. and Guney, S., The Effect of the Motivation Techniques Used by Managers to
Increase the Productivity of their Workers and an Application.
Jiang, K., Lepak, D.P., Han, K., Hong, Y., Kim, A. and Winkler, A.L., 2012. Clarifying the
construct of human resource systems: Relating human resource management to employee
performance. Human Resource Management Review, 22(2), pp.73-85.
Manzoor, Q.A., 2012. Impact of employees motivation on organizational effectiveness. Business
management and strategy, 3(1), p.1.
Selvarajan, T.T. and Cloninger, P.A., 2012. Can performance appraisals motivate employees to
improve performance? A Mexican study. The International Journal of Human Resource
Management, 23(15), pp.3063-3084.
Todd, P. and Binns, J., 2013. Work–life balance: is it now a problem for management?. Gender,
Work & Organization, 20(3), pp.219-231.