INTRODUCTION
1.1 Background
The role of the Ministry of Works and its agencies such as Public Works Department (PWD) in the construction sector, undoubtedly vital in the aspects of infrastructure development of Malaysia and it has a substantial role in ensuring the nation's infrastructural development are on track, in line with the requirements and needs of the people. This is because the construction sector was a supporter to the growth of the Malaysian economy and able to provide significant contributions in gross domestic product (GDP) as stated in the 10th Malaysia Plan and the National Transformation Programme.
Based on the message of the Prime Minister, every civil servant is front most transformation agent between the people and the Government. Therefore, it is the one of responsibility and trust for employee to works for the realization of the mandate. Being civil servants and PWD officers, the image and quality of government services that are accountable to the Ministry of Works are directly to the PWD officers in the organization. As such, to ensure that the services provided are of high quality and meet the customer’s expectations, officers performance should be tackle in accordingly.
In the organizational behaviour, officer’s performance is the core value of the organization. This performance drives an organization through the success path. Poor performance of officers has many implications and these ranges from reduced productivity, scaled-down services volumes, dissatisfies customers and through lack of department foresight to diminishing competitive edge. Officers that do not perform are liability to the organization towards achieving goals and objectives.
There are numerous causes of under-performance. Althoug...
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...and it is beyond the satisfaction derived from the work itself.
Ojokuku (2007) explained that intrinsic motivation includes interesting work, challenge, recognition, responsibility, growth, achievement and self-actualization. In the other words, the motivation comes from the pleasure that an individual gets from the task itself or from the sense of satisfaction in completing a task. According to Ryan & Deci (2000), intrinsic motivation is defined as the doing of an activity for its inherent satisfaction rather than for some separable consequences. When the intrinsically motivated, a person is moved to act for the fun or challenge entailed rather than because of external products, pressures or rewards.
However, intrinsic motivation does not mean that a person will not seek rewards. It just means that such external rewards are not enough to keep a person motivated.
The first of the three, intrinsic motivation, explains that the individual does something purely out of enjoyment, and that the activity is gratifying in itself. Vallerand and O’Connor (1989) came up with a three part grouping of intrinsic motivation. There is intrinsic motivation to experience stimulation, which is doing something for the sensory pleasure it brings, like a person parachuting because they enjoy the sensation of falling through the air. Intrinsic motivation to know relates to doing an activity in order to learn. A person taking an online class to learn more on that field shows off this type of motivation. The last part of intrinsic motivation is to accomplish. This refers to an individual performing an activity for the pleasure of achievement, creating, or to surpass oneself. When a person is focused more on the process of achievement rather than the actual achievements results, they are intrinsically motivated through accomplishment (Vallerand and Grouzet, 2001). Extrinsic motivation is present whenever there some kind of external factors waiting for the individual at the end of the activity. There are four different forms of extrinsic motivation, which are defined by the degree to which the motivation is self-determined (Lapointe and Perreault, 2013). First of the four is integrated regulation, which means an individual joined
Once stated by Dwight D. Eisenhower, “Motivation is the art of getting people to do what you want them to do because they want to do it.” The aforementioned ideology places an emphasis on an individual’s internal desires, rather than an outside/external force driving the individual’s consciousness (cognitive evaluation.) Therefore intrinsic motivation is one in which an individual 's own desire comes from within; a relentless and genuine passion for an intended goal. On the contrary, when an individual relies on external factors such as, a reward or any other form of external reinforcement, an extrinsic motivation is exhibited. Although society likes to stress the importance in pursuing an internal motivation, in today 's modern world, an extrinsic factor far outweighs an internal desire to accomplish an objective.
“Motivation is the process whereby goal-orientated activity is instigated and sustained” (Schunk, Pintrich & Meece, 2008. As cited in Eggen & Kauchak, 2010, p.284). Motivation comes in many forms and can be divided into two broad categories - extrinsic and intrinsic motivation. Extrinsic motivators are external factors which can motivate a student; rewards are an example of this. An issue with extrinsic motivators is that the desire for the learner to participate often lessens, once the rewards are withdrawn (McCullers, 1987). On the other hand intrinsic motivation comes from within - learning for the joy of it - where the desire to learn leads to a higher level of knowledge, and is a reward in itself. Kohn (1996, p.285) states that research suggests, “Rewards actually decrease interest in intrinsically motivating tasks, therefore sending the wrong message about learning” (as cited in Eggen & Kauchak, 2010a)
If the performance of the organisational structure, culture and management style of the organisation is poor, the overall business will have difficulties in achieving its objectives.
In this paper, the authors define ground truth communities by selecting networks where the nodes define their relationship with the groups. After determining the ground truth communities, a comparison is performed between the network communities and the ground truth communities to find out difference of result in 13 chosen structural definitions of network communities. These 13 structural definitions gets partitioned into four classes and tested on the basis of three parameters: sensitivity, reliability and performance to determine the ground truth. Besides this, author also tries to find the network communities in case of a single node. To achieve the task author applies spectral clustering along with heuristic parameter-free algorithm to detect the communities of the node. The advantage of this algorithm is that it is extremely scalable and can be applied to networks with millions of nodes. We have studied clustering in our lecture; here the clusters might overlap as a node can have relationships with many communities, it is not confined to only one community, it means that the nodes are not exclusive. Also, these nodes in the network form densely linked clusters.
There was a time when acronyms did not dominate everything known to identify television stations, radio stations or record labels. The American Broadcasting Company, (ABC), has been in existence since 1926, originally being founded by RCA, Radio Corporation of American and NBC, the National Broadcasting Company. By the year of 1948, ABC began to focus on television. This adaptation into full focus in the world of television was a struggle for ABC, yet the rest is history. ABC has launched a thousand ships in regards to great television programming and innovative marketing ideas.
The success of an organization depends on the level of performance of it’s employees. Controlling does not relate to only achieving monetary goals and objectives but also towards achieving non tangible goals and objectives for eg trying to achieve production quota or addressing customer’s complaints promptly.
The term motivation is related with the process that explains how and why human behavior is directed and affected (Latham, 2007). Sasone, Carol and Harakiewicz (2000) stated that there are 2 types of motivation, intrinsic and extrinsic. Intrinsic motivation was described as a motivation which dependent on internal factors such as the desire to work hard and the satisfaction of accomplishing something (Wood et al., 2006). For example, an employee was motivated to become employee of the month, so he always submits his work before the deadline. On the other hand, extrinsic motivation was described as a motivation that depends on external factors such as money. Someone can be classified as extrinsic motivated if he/she was satisfied with external factors (Osterloh & Frey, 2000 p.539). Deci (1975 cited in Latham, 2006), believe that external factors such as money have negative effect on behavior. Deci also believed that if someone perform activities based on external factors, they will have less and less motivation towards the activity, however if they were not driven by external factors, they will tend to be in control and hence intrinsically motivated (Cited in Latham, 2006). From Deci’s statement, it can be concluded that external factors can reduce intrinsic motivation. However, Bandura (1977) argued the statement that intrinsic motivation was only affected by internal factors. Bandura stated that it is almost impossible to find situation where the presence of extrinsic factors are none. An expert named Locke (1990) was disagreeing Deci’s concept about intrinsic motivation. Locke noted that Deci hasn’t distinguished the different between liking an activity of its own sake, and liking activity because it makes someone feel challenged.
Reeve states that intrinsic motivation “is a natural motivation that emerges spontaneously out of people’s psychological needs for autonomy, competence, and relatedness” (Reeve, 2009, p.112). It is the desire to take an action or a behavior that meets the person’s internal needs and desires to be more complete in what that person desires to be. In contrast to intrinsic motivation, extrinsic motivation “arises from some consequence that is separate from the activity itself” (Reeve, 2009, p.113). Therefore, with intrinsic motivation there is not external source that is driving the completion of an activity. In the example of video games and...
Motivation is defined as the process by which activities are started, directed and continued so that physical and/or psychological needs or wants are met (Petri, 1996). There are two types of motivation, extrinsic, and intrinsic. Extrinsic motivation is when a person performs an action that leads to an outcome that is separate from the person (Ryan & Deci, 2000) Intrinsic motivation is the type of motivation in which a person performs an action because the act itself is rewarding in some internal manner (Ciccarelli & White, 2014).
The objective of this research is to study factors which affect the employees’ performance. Each
The organization’s goals and missions can be effectively accomplished if the employees are adequately involved in their operations. Platts & Sobótka (2010, p. 349) claim that the employee being the main factor that determines whether the organization excels or not, should be treated in a manner that will make him improve his willingness to perfect his work. Performance of an organization is dependent on three factors: the first factor is the inputs which is a category of employees who offer their skills, knowledge and competence. The second factor is the human resources who have a role of transforming the inputs into outcomes. The third factor is the output and this is dependent on the work behavior of the inputs and the human resource. Management of the employee’s performance includes: work planning and setting expectations; performance monitors; developing and improving performance capacity; performance rating and rewarding for excellent performance.
When personal goals motivate us, it is considered to be intrinsic (George & Jones, 2005). For example; when I stay over 3 extra hours to help my department set up the new computer system because I know it's going to save us all time once we get it going, and because I enjoy doing that kind of work, it is for intrinsic reasons.
Mullins (2002) also classifies motivation into Intrinsic and Extrinsic types. Intrinsic motivation involves psychological rewards to enhance job satisfaction, such as the opportunity to use one's ability, a sense of achievement, receiving appreciation and positive recognition or being treated in a considerate manner (Mullins, 2002:P490). Such methods ensure employees are constantly motivated while being engaged in activities that are enjoyable and rewarding.
To motivate a person means that, you support them, and give them a reason to achieve a goal or finish a certain job and you drive them to take action towards their goal. There are two types of motivation the first type is intrinsic motivation. Intrinsic motivation’s definition is when you choose to achieve a goal or finish a job you are motivated from inside because you enjoy doing it meaning you like spending time doing it as an activity or a job. Another meaning of intrinsic motivation