An Analysis of Motivation and Performance in the Workplace: Essay

This essay delves into the crucial relationship between motivation and performance within organizations. It begins with an abstract and introduction, highlighting the importance of employee motivation in a competitive market. The literature review examines existing research on the topic, defining motivation and performance and exploring their interconnectedness. The essay then identifies key factors that enhance motivation, including rewards, leadership, and empowerment, and discusses their impact on organizational outcomes. It analyzes the linkages between motivation and performance, examining how motivated employees contribute to achieving organizational goals. The study also explores different ways of driving motivation and performance, offering practical strategies for managers. The essay concludes by summarizing the key findings and emphasizing the significance of fostering a motivated workforce for sustained organizational success. The essay uses various academic sources to support its claims, providing a comprehensive overview of the subject.

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MOTIVATION AND PERFORMANCE
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Table of Contents
Abstract............................................................................................................................................2
Introduction......................................................................................................................................3
Literature review on motivation and performance..........................................................................5
Factors that enhance motivation and performance of workers........................................................7
Reward.........................................................................................................................................8
Leadership....................................................................................................................................9
Empowerment along with organizational performance.................................................................10
Linkages of motivation and performance of workers....................................................................11
Ways of driving motivation and performance of workers.............................................................13
Conclusion.....................................................................................................................................15
List of References..........................................................................................................................16
Appendix........................................................................................................................................20

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Abstract
In the current society, the majority of organizations are competing strongly to survive in
the volatile as well as fierce market settings. Motivation together with the performance of the
workers is important devices for the great achievement of any organization in the long run of
their operations. Conversely, the idea that deals with measuring performance is essential to the
management of the organization, as its aids in highlighting the evolution and achievement of
organizations. Additionally, there exists a firm relationship between workers motivation and
effectiveness of organizations, reflected in various investigative works. This research paper aims
at examining different drivers of worker motivation to greater levels of performance of the
organization. Therefore, cases of job absenteeism rates might increase, and workers might leave
the company to join rivals that provide efficient conditions of work and greater incentives. Not
every person is similar, so each should be motivated in one way or the other by using diverse
strategies. For instance, an employee might be motivated by the provision of improved
commission while another might be motivated by the satisfaction of the job or the best
environment for work. The use of ten different articles will be necessary for this study as they
will sow differences and similarities in ideas as presented by various authors or surveyors on the
issue that relates to motivation and performance. This study also aims at examining effects of
motivations among workers in an organization and the different types of motivation. It also
concentrate on obtaining appropriate understanding on various factors of motivation together
with what motivates workers to work better for the overall benefit to the organization. Therefore,
this study provides the avenue for different organizations to gather essential information
concerning what workers thinks about their job or how workers perceive their present job in
different organizations.

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Introduction
Every organization in present business society wants to be successful in their operations
in the time where competition is immense among organizations. Therefore, organizations
irrespective of market and volume of their operations strive to retain the qualified and skilled
workers, acknowledging their essential purposes and influence on effectiveness in the
organization. In order to overcome several challenges, organizations need to develop a firm as
well as a positive relationship with its workers as it aims to direct them towards fulfillments for
different duties. Nientied and Toska (2019) recorded that in order for different organizations to
attain their objective together with objectives, organizations need to focus on the ideas of
developing effective plans to contend in very spirited marketplaces as well as to enhance their
presentation. Moreover, Lang (2014) supported such assertion by reporting that just a few
corporations deem the human assets as being their major benefit, able to direct their operations to
attain achievement or if not administered efficiently to decline. However, Delfgaauw and Dur
(2014) was of the view that if the workers are not satisfied with their assigned duties in an
organization and not motivated to achieve their duties and attain their goals as well as targets, the
operations of the organizations can never be successful.
Individuals around global society pose various needs together with wants that are
constantly competing with one another. For instance, Cana (2015) records that every individual
has different strength along with a mixture of wants and desires, as some individuals are driven
by accomplishment while other people are concentrating on security. If the management of an
organization is capable of having an effective manner of understanding, predicting, and
controlling the behavior of workers, they should also understand what the workers need from
their daily operations. Therefore, according to the study by Bishka (2015), the article records that

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it is vital and necessary for the manager to have the appropriate techniques essential in
understanding what motivates workers. The manager can also know what motivates workers
without creating the assumption during their management processes. The idea of asking workers
the manner they feel about the specific situation does not offer the accurate evaluation of their
needs as the interpretation in most instances could lead to distortion of the existing reality in
operations within organizations. The closer an individual gets their perceptions to the specific
reality, the higher the probability is the possibility to impact that particular reality (Taylor 2015).
Therefore, managers can focus on best approaches that aim at increasing their effectiveness by
getting the best grasp on the real requirements of workers. The literate illustrates those different
factors such as empowerment together with recognition increase motivation of workers if the
recognition alongside empowerment of different workers is increased, their motivation towards
the accomplishment of different duties will also improve alongside their accomplishment along
with the performance of organizations (Washburn and Putney 2017). Nevertheless, the
dissatisfaction of workers that result due to the monotonous jobs together with pressure from
different targeted customers might weaken the performance of the organization.
Literature review on motivation and performance
Both Rebrov (2014) as well as Moon, Youn, NHur, and Kim (2018) considered
motivation to refer to the essential device that helps in the process of reinforcing behavior and
triggers the tendency to progress. In another view, by Khalil and Ebner (2017) motivation among
individuals in operations of an organization refers to the internal drive to satisfy the unsatisfied
desires or needs and to attain a particular goal or target during operations. It is also the course
that begins through the physiological or needs that are psychological that enhances the process of

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stimulating the performance set by the objective. In comparison to financial elements, human
resources have the needed capacity to develop competitive merit for the operations of
organizations. Generally speaking, Daneshkohan, Zarei, Ghasemi, and Rezaeian (2014) urged
that performance of workers or operations or organization relies greatly on the huge number of
aspects. Some of the aspects that performance of workers concentrates on comprise of
motivation, job satisfaction, appraisals, development, research, together with training among
other aspects. However, this research paperwork concentrates on motivation only as of the factor
that affects the performance of organization and workers. Besides, motivation is examined in this
research work as it had been shown to have a greater influence on the important degree in
improving or decreasing the performance of organizations. As Aduo-Adjei, Emmanuel, and
Forster (2016) suggested in their study, a motivated worker has their targets or goals aligned with
those of the operations of the company and directs their efforts in that direction. Additionally,
Dieleman and Kleinau (2017) compared motivation and performance by stating that different
organizations are more successful in their operations, as their workers progressively concentrate
on getting different techniques and approach to enhance their production and output. Therefore,
making workers to attain their full capability at operation under worrying situations are difficult
contest, but this can be attained through the process of motivating workers to focus on attaining
mission together with the vision of an organization.
On the other hand of this study, Khim (2016) explains the effectiveness of the
organization to refer to the extent to which the organizations are capable of fulfilling their
objectives by the use of different resources together with placing strain on their workers during
operations. Performance in most cases refers to the completion of various assignments with
application o necessary skills, knowledge, together with capabilities of an individual. Ngaosuvan

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and Mäntylä (2015) records that performance within an organization refers to the accumulation
of particular task measured against preset known standards of different aspects such as accuracy,
cost, completeness, and speed. The contract, Yamada, Shimamoto, and Wakano (2015) had
reported performance to mean the idea of fulfilling the different obligation in the manner that
releases the performance from all liabilities within a contract. Therefore, different authors that
examined organizational performance such as Nash (2016) and Dweik and Awajan (2018) had
common view from their researchers. They recorded that successful operations of an
organization have an apparent view of how well they are performing against their rivals or
benchmarks of different standards o organizations. They two studies also records that
performance measuring of different organizations is a concern with measuring as well as raising
actual performance ore reducing expenditure during operations without reducing performance
(Vieta 2015). The need to raise performance by reducing input during operations can be
beneficial to every stakeholder in the operations of the company. Therefore, performance enables
managers or organizations to monitor as well as track the overall performance of individual
workers, sections of the company, and entire operations of the organization. Besides, Clayton
(2015) stated that performance ensured improvement in quality, productivity, together with the
efficiency of the labor force. However, the goal model defines the effectiveness of the
organization by referring to the range to which the organization is capable of attaining its
objective during operations. Besides, the model that is based on system resource defines
organizational effectiveness in relation to negotiating influence of the corporation and its
capacity to develop the business setting when obtaining effective resources. ‘

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Factors that enhance motivation and performance of workers
It is clear that every worker wants to earn a reasonable salary from their operations in an
organization. The use of money in every operation of an organization represents the essential
incentive when speaking of its influential worth. Financial rewards can maintain as well as
motivate different individual workers towards the achievement of high performance (Bott and
Asaju 2015). The idea is particularly workers from companies that deal with production as
individuals might use the money to satisfy their different needs and wants. Therefore, pay given
to each worker has an immense impact on the process of establishing diligence of workers and
their commitment being the fundamental motivator for workers. Moreover, different surveys
have recorded that pay in most cases does not boost the productivity of an organization in the
lasting term. Besides, Bråten, Johansen, and Strømsø (2015) were of a different view that money
does not have any impact on the improvement of performance on a significant view. Therefore,
focusing only on the aspect of money in operations might lead to the low attitude of workers as
they might practice financial achievements during operations. Luckily, other non-economical
aspects have a positive influence on motivation of workers. According to a study by Kim, Kim,
Cho, Shin, and Kim (2015), non-financial workers that affect motivation and performance of
workers consists of rewards, feedbacks of performance, and social recognition in the society.
Reward
Several studies have also pointed out that rewards lead to instances of improved job
satisfaction among workers. The improved in job satisfaction has been reported to in turn affect
directive as well as the positive performance of workers around global business society.
According to research conducted by Hendijani, Bischak, Arvai, and Dugar (2016), bonuses is

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one of the most resourceful devices of administration when trying to affect a group or individual
actions to enhance the value of organization. Majority of organizations utilize promotions, wage,
and rewards, together with different kinds of prizes to inspire workers. The idea of using rewards
or bonuses according to Clayton (2015) helps in increasing the performance of different workers
that are targeted by the management. However, Hendijani, Bischak, Arvai, and Dugar (2016)
were of the contrary view that salary could not motivate and increase the performance of
workers. Although Delfgaauw and Dur (2014) later stated that salary could be used to motivate
workers for them to improve in their operations under a condition. For instance, it reported that
in order for any organization to use salary as an aspect of motivation, organization management
has to create appropriate salary framework, according to the usefulness of every task, individual
performance, together with special allowances.
Leadership
Different organizational workers can be motivated to attain huge performance through
proper leadership in their operations. In most cases, as reported by Pierre, Thomas, and Kevin
(2014), leadership is all concern of attaining different things or issues achieved appropriately. In
order to attain such organizational goals, and mission statements, the leader needs to gain the
trust of different workers. The leaders are also required to make workers follow them by
ensuring that every operation that they make is in line with the requirements as set by labor laws
in the global society. Therefore, Lang (2014) added that apart from just having proper leadership
in operations of organizations, there is a need to make workers to trust leaders. It is reported that
in order for a leader in making workers to trust their operations and complete tasks appropriate
for different departments, they must have the capacity to enhance the motivation of workers. The

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leaders are also needed to foster individual communication by ensuring that they understand
every requirement before they commence to perform any duty in t business sector. Moreover,
despite the level of technical mechanization in operations, achieving soaring levels of efficiency
in an organization is impacted by the range of inspiration together with the value of the staff in
an organization. Therefore, the process of implanting together with developing workers training
plans according to Khalil and Ebner (2017) is a necessary strategy. The strategy helps in
motivating workers to work smart so as they can improve their performance in their daily
operations. Additionally, appropriate communication strategies or channels between the
managers of an organization alongside the workforce can instigate motivation, as the degree of
ambiguity reduces while performance improves.
Empowerment along with organizational performance
Empowerment of workers during their operations is described by Dieleman and Kleinau
(2014) to be the method to management that authorizes workers as the primary element of
managerial and efficacy of the workplace. Additionally, workers are offered authority and the
freedom to make different decisions that encourage their wellbeing and their operations. Their
created freedom helps workers in discovering as well as using their full potential in operations to
improve the performance of every duty they are given the responsibility to attain (Vieta 2015).
The idea of containing more power over individuals is major motivating force of empowerment
that encourages progress and improve rate of efficiency in an organization. Hence, the
empowerment course concentrates on the process of solving the issues of the operations of
organizations by individuals (Bishka 2015). Moreover, empowering makes labor force feel
appreciated together with that their responses on performance are valuable for the operations of

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companies. As stated by Dweik and Awajan (2018) the contributions of workers together with
their participation in the process of designing operations of organizations are significant from the
wellbeing of the corporation as individuals need to focus on the environment where they are
responsible for different actions. Therefore, empowerment along with motivation within an
organization gives people responsibilities and authority. The authority helps various individuals
to operate as if they are in jurisdiction of their own fortunes (Khim 2016). It is important for the
organizations to distinguish the excellence together with the consequences of the work of
workers, although in subsequent time they might even be well-organized to obtain more credit.
Contribution of empowerment together with empowerment is concerned with the
assistance of workers in administration as well as the process of making necessary decisions
regarding policies, objectives, together with strategies of the organization. Different scholars
such as Ngaosuvan and Mäntylä (2015) have reported that perception of workers of the
objectives and the customs of the companies are absolutely linked to the inspiration of workers.
Given that high magnitudes of inspiration can be attained all through empowerment, this course
always directs to advancement in operations of an organization (Washburn and Putney 2017).
The satisfaction of targeted customers can also be attained through the process of employee
empowerment. Taking into consideration high levels of motivation in operations of organizations
can be attained through empowerment (Vieta 2015). Such a process of empowerment in an
organization can lead to advancement in operations of an organization.
Linkages of motivation and performance of workers
For an organization to effectively attain its mission and vision of operations, they need
motivated workers. The motivated workers according to research conducted by Kim, Kim, Cho,

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Shin, and Kim (2015) can improve operations of the organization in the present changing
workplaces full with the advancement in technological usage and innovation in strategic
operations. As recorded by Cana (2015), motivated workers are always more productive, so they
always assist different organizations in surviving in every sector, every region, and every culture.
For the managers to be efficient, then they have to have an appropriate understanding of the type
of aspects that motivates workers within the context of the roles they are required to perform.
Motivating workers is always complex as most studies have suggested that as workers income
increases, workers tend to increase their performance (Bott and Asaju 2015). Therefore, the need
to motivate workers can help in improving the working situation, improving the quality of
wages, and enhancing the security of employment.
Based on hypothetical understanding as well as analysis of the conclusions of different
authors in the context of motivation alongside performance, it is possible to define and
simultaneously propose a relation diagram. It is clear from the linkage that efficiency of an
organization is formed by the efficiency of workers. Moreover, workers efficiency comprises of
summary of individual performance of workers as well as their performance that is strongly
influenced by their motivation during operations. Aduo-Adjei, Emmanuel, and Forster (2016)
stated that the motivation of workers in every organization aims at integrating the worker
objectives with the objectives of organizations. Hence, it has been shown that the performance of
workers has a direct impact on the objectives of corporations. Therefore, it is necessary that
every worker performance need to be well managed. The processes that can be used to manage
the performance of the company comprise of group assessments and peer reviews. It is reported
by Daneshkohan, Zarei, Ghasemi, and Rezaeian (2014) and Bråten, Johansen, and Strømsø
(2015) that the system of performance management has become more vital because most