Organisational Behaviour: Article Critique on Motivation Techniques

This report presents a critical analysis of an article examining the influence of motivational techniques employed by managers on employee productivity within an organizational context. The critique highlights the significance of motivation as a pivotal factor in enhancing worker efficiency and overall business performance. It explores various motivational methods, including incentives, recognition, and creating a positive work environment, emphasizing their impact on employee satisfaction and engagement. Furthermore, the report delves into several motivational theories, such as Maslow's Hierarchy of Needs and Herzberg’s Two-Factor Theory, and their practical applications in fostering a productive and satisfied workforce. The analysis underscores the importance of aligning motivational strategies with individual employee needs and organizational goals to achieve optimal outcomes. The report concludes by emphasizing the direct correlation between effective motivational practices and enhanced business competitiveness, underscoring the necessity for managers to prioritize employee motivation for sustained organizational success.

RUNNING HEAD: Organisational Behaviour
Organisational Behaviour
Article Critique- The Effect of the Motivation Techniques Used by Managers to Increase the
Productivity of their Workers and an Application

Organisational Behaviour 1
Article Critique
Motivation is an important aspect which can be explained as an act of an individual used for
the purpose of getting the task performed by giving a reason to the others. Motivation helps
in encouraging the others for getting the tasks done. Motivational techniques are being used
by the managers of the businesses for enhancing the productivity of the workers.
Motivational techniques create an impact on the potential or capabilities of the individual.
There are various aspects present in the business environment which affects the attitude or
performance of the workers. For maintaining a positive attitude and enhancing the
performance of the workers, motivational techniques need to be applied. Organisations gain
various advantages which can be utilised in an effective manner with the support of the
internal resources of the business.
Efficiency is considered an important aspect which has the potential to create an impact on
the performance of the business. Efficiency enhances the capability of the business to grab
the opportunities available to the business. Efficiency results in grabbing the opportunities
with the available resources and making best possible use of the available resources. An
organisation can obtain efficiency by utilising the available resources for the attainment of
the objectives or target (Ajayi, 2015). There are various factors which are creating an impact
on the efficiency level of the organisation. One of the most important factors is employees as
support of the employees is required by the business for performing the operations of the
business in an effective and efficient manner. Other factors which affect the efficiency of the
business include structure and system of the organisation, availability of machines,
equipment and factory, technology, approaches used by the management, business practices
and energy (Guclu & Guney, 2017).

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Performance management system can be used by the businesses for the purpose of
maintaining the level of efficiency. Enhancement of the skills and knowledge of the
employee results in an enhancement in the performance of the individual as well as business.
Support is needed by the employees for conducting the operations of the business in an
effective manner (Cetin, 2013). Different methods can be used by the business for the
purpose of enhancing the contribution of the employees. These methods include business
enlargement, job enrichment, work study, value analysis method, job simplification, force
field analysis method and brainstorming. All these methods can be used by the organisations
for shifting the focus on the performance of the employees and organisation (Zameer, et. al.,
2014).
Low efficiency of the employees and business can affect the performance of the business at
large. Every organisation needs to cope with this issue for attaining the targets. There are
various reasons responsible for the purpose of low efficiency in the organisation. These
reasons include low motivation, unsafe and unhealthy environment in the workplace,
conflicts among the employees, low payment and employee-job inconsistency (Nadeem, et.
al., 2014). All these factors affect the satisfaction level of the employees which results in a
decrease in the efficiency level and their performance. Lack of motivation affects the attitude
and behaviour of the employees towards the organisation. It gives rise to the negative
environment at the workplace of the organisation. Lack of motivation is one of the most
important reasons for the decreasing productivity of the individual and organisation (Guclu &
Guney, 2017).
Lack of motivation can affect the organisation at large. Level of efficiency and productivity
of the employees is based on the motivation level. The absence of motivation can result in a
decrease in the level of efficiency of the employees as well as poor performance. This can
affect the productivity and operations of the business. It can result in an increase in the

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dissatisfaction level among the employees of the organisation. The environment of the
organisation may get affected due to the lack of motivation. Profitability of the business may
get hampered in the absence of motivation. Quality of the service will also get affected when
there is no motivation (Waiyaki, 2017).
For the purpose of being competitive and dealing with the competitors present in the business
environment, an organisation needs to enhance the satisfaction level among the employees.
An organisation needs to offer high-quality products at affordable prices and paying attention
towards motivation. Motivation will help the organisation in encouraging the individual to
perform better by utilising the skills and knowledge is the best possible manner. Managers
can enhance the contribution of every employee with the help of motivational techniques
(Mensah & Tawiah, 2015). The importance of motivation for the managers and organisation
cannot be measured. Motivation directly affects the performance of the employee as it is a
physiological process. For the selection of the motivational technique, the manager needs to
analyse the behaviour and attitude of the employees. Motivational techniques are being
implemented by the managers for enhancing the level of efficiency of the employees
(Srivastava & Barmola, 2011).
Various techniques can be applied by the managers of an organisation for motivating the
employees, enhancing their performance and efficiency level. The focus of the managers of
the organisation should be on creating a positive environment at the workplace of the
organisation. The behaviour of the individual towards the work is based on the quality of the
workplace environment. Incentives can be offered by the business to its employees for
motivating them for performing better by applying their skills and knowledge (Joseph &
Osabiya, 2015). Efforts of the employees need to be recognised so as to encourage employees
and enhancing their participation in the operations of the business. The focus of the business
should be on satisfying the employees. The organisation needs to engage the employees in

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the organisational activities for enhancing their satisfaction level, developing a positive
attitude and motivating them for performing better (Burton, 2012).
Various motivational theories have been developed by the researchers which can be used for
motivating the employees and analysing the satisfaction level of the employees. These
motivational theories include Maslow's Theory of Need Hierarchy, Alderfer's Erg Theory,
Herzberg’s Two-Factor Theory, McClelland’s Need Theory, Adams’ Equity Theory,
Vroom’s Expectancy Theory, Lawler-Porter’s Expectancy Theory, Edwin Locke’s Goal-
Setting Theory and Behavior Modification and Reinforcement Theory. Maslow's Theory of
Need Hierarchy includes the five-tier model of the human needs which states that when one
needs of the individual is fulfilled it moves towards the fulfilment of next need. In this
Alderfer's Erg Theory, the hierarchy of needs is categorised in ERG theory. Herzberg’s Two-
Factor Theory includes two types of factors which are factors increasing satisfaction level
and factors resulting in dissatisfaction among the employees. Analysis of these factors will
help the organisation in analysing the factors which will help in enhancing the level of
efficiency (Guclu & Guney, 2017).
McClelland’s Need Theory helps the organisation in analysing the reason why pay and
conditions do not motivate the individual for enhancing the performance. Adams’ Equity
Theory helps in analysis of the various factors which affect the attitude, perception and
behaviour of the employees and their relationship with the work and the employers. An
assumption has been taken in Vroom’s Expectancy Theory. According to this assumption, the
behaviour of the employees gets affected from the conscious choices from the available
alternatives with a motive to gain maximum benefit and minimising the pain. Lawler-Porter’s
Expectancy Theory states that the individual gets motivated on the basis of the reward it is
getting in exchange for performing the assigned task in an effective manner. Edwin Locke’s
Goal-Setting Theory has made use of the clear and challenging goals which are being set for

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motivating the employees and enhancing their performance. Behaviour Modification and
Reinforcement Theory state that the behaviour of the individual is determined by the
consequences of the function (Nabi, et. al., 2017).
Motivational techniques are being used by the managers with a motive to ensure that the
employees are working willingly. There are various factors which are responsible for
motivating the employees and enhancing their efficiency. The motivational technique creates
a positive impact on the behaviour and attitude of the individual towards the work. The
motivation of every individual is based on the needs of the individual as needs of every
individual varies from each other. These factors which motivate the employees include job
security, quality of the environment at the workplace, pay, working hours, the behaviour of
the managers and management towards the employees, rewards and rest breaks. These factors
need to be considered by the business as these factors affect the satisfaction level of the
employees (Uju, 2013).
Thus, from the above discussion, it can be concluded that motivation is an important element
on which performance of the business is dependent. Managers need to consider the factors
affecting the performance of the employees. Every organisation uses motivational techniques
for the purpose of enhancing the level of efficiency and enhancing the performance of the
employees and organisation. Performance of the employees and level of efficiency of the
organisation is based on the motivational techniques used by the organisation. There are
various motivational theories available which can be used by the organisation for motivating
the employees. Different factors are responsible for motivating the employees. These factors
need to be analysed for gaining an advantage.

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References
Ajayi, S. O., 2015, “Effects of Motivation on Employee Productivity: A Case Study of First
Bank of Nigeria Plc”, SSRN.
Burton, K., 2012, “A Study of Motivation: How to Get Your Employees Moving”, Spea.
Cetin, I., 2013, “Motivation And Its Impact On Labour Productivity At Hotel Business “A
Conceptual Study””, International Journal of New Trends in Arts, Sports & Science
Education, volume 2, issue 1.
Guclu, H. & Guney, S., 2017, “The Effect of the Motivation Techniques Used by Managers
to Increase the Productivity of their Workers and an Application”, Business Management
Dynamics, Vol.6, No.7, pp.01-18.
Joseph, B. & Osabiya, 2015, “The effect of employees’ motivation on organizational
performance”, Journal of Public Administration and Policy Research, Vol. 7 (4), pp. 62-75.
Mensah, E. B. K. & Tawiah, K. A., 2015, “Employee Motivation and Work Performance: A
Comparative Study of Mining Companies in Ghana”, Journal of Industrial Engineering and
Management.
Nabi, N., Islam, M., Dip, T. M. & Hossian, A. A., 2017, “Impact of Motivation on Employee
Performances: A Case Study of Karmasangsthan Bank Limited, Bangladesh”, Arabian
Journal of Business and Management Review.
Nadeem, M., Ahmad, N., Abdullah, M. & Hamad, N., 2014, “Impact of Employee
Motivation on Employee Performance (A Case Study of Private firms: Multan District,
Pakistan)”, International Letters of Social and Humanistic Sciences, Vol. 36, pp 51-58.
Srivastava, S. K. & Barmola, K. C., 2011, “Role of Motivation in Higher Productivity”, SMS,
Vol. 7, No. 1.

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Uju, M. S., 2013, “The Influence of Motivation on Employees’ Performance: A Study of
Some Selected Firms in Anambra State”, AFRREV IJAH, Vol.2 (3).
Waiyaki, E. W., 2017, “Effect of Motivation on Employee Performance: A Case of Pam
Golding Properties Limited, Nairobi”, United States International University- Africa Nairobi.
Zameer, H., Ali, S., Nisar, W. & Amir, M., 2014, “The Impact of the Motivation on the
Employee’s Performance in Beverage Industry of Pakistan”, International Journal of
Academic Research in Accounting, Finance and Management Sciences, Vol. 4, No.1, pp.
293–298.