Impact of Motivation and Performance in Retail Sector Analysis Report

This report examines the impact of motivation on employee performance within the retail sector, focusing on self-determination theory, extrinsic and intrinsic motivation, and job satisfaction. It explores how supportive leadership, organizational development, and compensation strategies influence employee behavior, turnover intention, and overall job satisfaction. The analysis considers the effects of performance measurement, promotional opportunities, and the importance of employee health and safety. The report highlights the significance of both intrinsic and extrinsic motivation approaches in fostering employee retention and achieving sustainable organizational outcomes within the retail industry. The study references multiple sources to support the findings and conclusions, with a focus on providing insights into improving employee motivation and performance in the retail environment.

Running head: MOTIVATION AND PERFORMANCE EFFECTS IN RETAIL SECTOR
MOTIVATION AND PERFORMANCE EFFECTS IN RETAIL SECTOR
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1MOTIVATION AND PERFORMANCE EFFECTS IN RETAIL SECTOR
The strategy of self-determination theory
Motivation also helps in a quality performance as this is one of the factors that influence
employees to effort in their job and make proper outcome from it. In modern time corporate
vision encourages employees’ to meet their target and make a good position in the organization.
In retail industries selling products and meet the target is the most important objectives that state
position of every employee. Self-determination theory is an organizational behavior that signifies
different attitudes of management and employees (Guntert, 2015). If supportive leadership and
understanding the organization development has linked to the process then employees’ will get
bets motivation from the organization. The turnover intention of employees’ is the control
motivation that regarded as an important predictor in a relationship. In case of behavioral
attitudes from employees’ management assumes distraction of focus or any changes in
performance considers the turnover for employees. Job satisfaction is considered as the
important aspect and organization has to set a legitimate work structure for employees.
As mentioned by Guntert (2015), Turnover intention can be mitigated through the
process of job satisfaction and this behavioral change can only focus on satisfying employees
and deliver better opportunities for employees to work in an efficient way. Through the
organizational citizenship behavior the intrinsic motivation of employees’ can be judged.
Intrinsic motivation helps employees’ to balance their work-life balance and regulate proper
outcome through the process. In case of multiple mediations analysis employees’ can grow their
patience and that will help in their organization work culture. Special training and development
have introduced in this section and that will help to engross the quality of the production.

2MOTIVATION AND PERFORMANCE EFFECTS IN RETAIL SECTOR
The effect of performance measurement and compensation
The payment and performance of an employee are proportional as these two variables are
directly or indirectly help employees to make a sustainable position in the organization.
Employees’ highly appreciate better payment, extra amount of money and the promotional
strategy. If the organization is not willing to pay adequate money for the proper work then
performance of employees decreases and that effects on the production. However, if there is a
better promotional aspect for employees’ then it will be a higher change of employees’
motivation. Extrinsic motivation is highly appreciated in this factor. As mentioned by Herpen,
Praag & Cools (2005), employees’ are love to gain a good position in the company, they enjoy
the status and designation with the increased level of remuneration and that will impact on their
employers’ satisfaction as well.
There are some compensation facilities as well and that will help in providing the
satisfaction. Opportunities are numerous in this globalized world, so whenever employees’ are
feeling uncomfortable in the situation they intend for a change, extrinsic motivation helps them
to back on track. Turnover ratio signifies internal dilemma of management and employees and
showcases that employees are not happy with the management and that s the reason they quit the
job (Herpen, Praag & Cools, 2005). However, proper extrinsic management can deliver better
performance for the employee and they happily accepted any sorts of struggle and challenges for
the designation and promotions.

3MOTIVATION AND PERFORMANCE EFFECTS IN RETAIL SECTOR
Job satisfaction for employees’ and effects in health
Most of the low and middle-income counties have faced less motivation and employee
issues in their nation. Turnover ratio is very high in that case and most of the employees are in
decision space at one time, when they have to decide the consequence of existing with a dilemma
or leave the job, most of the employees choose the second option. Motivation and job
satisfaction are two significant aspects that formulate employees for career development and
intended to strengthen their performance so that better position can be gained through the
performance (Bonenberger et al., 2014). Health safety is another aspect that influences
employees and organization has to take care of that fact to provide extra observation of
employees’ health. The process is evolved for mitigating the risk that they faced during their
work and if any mishap happens organization takes care of that.
As mentioned by Bonenberger et al., (2014), cross-sectional survey analyses the
significant matter of employees’ health care method and that provides effective extrinsic
development in an organization that supports employees’ satisfaction as well. Therefore,
motivation and job satisfaction can mitigate turnover intention in retail industries. The target
audience is an important aspect of this section that signifies better selling process for the
industries and that suggests better career development for employees as well. The extrinsic and
intrinsic approach is also important and that also influence employees to stay in the organization
and deliver the best outcome for the sustainable condition of the organization.

4MOTIVATION AND PERFORMANCE EFFECTS IN RETAIL SECTOR
References
Bonenberger, M., Aikins, M., Akweongo, P., & Wyss, K. (2014). The effects of health worker
motivation and job satisfaction on turnover intention in Ghana: a cross-sectional
study. Human resources for health, 12(1), 43.
Güntert, S. T. (2015). The impact of work design, autonomy support, and strategy on employee
outcomes: A differentiated perspective on self-determination at work. Motivation and
Emotion, 39(1), 74-87.
Van Herpen, M., Van Praag, M., & Cools, K. (2005). The effects of performance measurement
and compensation on motivation: An empirical study. De Economist, 153(3), 303-329.