The Effect of Motivation on an Employee's Work Performance

The aim of this essay is to give an in depth explanation on the effect that motivation can have on an employees' commitment and performance at work. It will examine several different motivational theories and their criticisms. It will also look at how differing attitudes of an employee affect motivation. Finally it will examine how motivation is linked to commitment and performance at work.

What is Motivation? Motivation can be described as a driving force within us. It makes people try and achieve certain targets in order to satisfy a particular need or expectation. It makes an individual behave in a certain way and makes them make decisions to act in a certain way and to continue with these actions until they satisfy their needs and expectations.

According to Mitchell there are four particular characteristics that support the definition of motivation. First of all motivation is described as an individual phenomenon. This implies that every person has different characteristics and is unlike any other. This allows them to demonstrate their "uniqueness". Mitchell also suggests that motivation is intentional and is therefore under the control of an individual. From this statement we can conclude that actions that are influenced by motivation are in fact a choice of action. Mitchell also identified that motivation can be used to predict behaviour but it is not actually behaviour itself. Finally Mitchell described motivation as being multifaceted. He argued that the two most important factors of motivation are arousal and direction of choice or behaviour. In summary Mitchell defined motivation as "the degree to which an individual wants and chooses to engage in certain specified behaviours".

Maslow (1943) believed that it is...

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...ions are known as Theory X and Theory Y. If an individual is a Theory X worker then their motivation can only occur through security levels and physiological levels. He concludes that Theory X workers dislike work. They have a lack ambition and they do not want to accept any responsibility. It is therefore impossible for them to achieve a higher level such as self-actualisation and they will never realise their full potential. Theory Y workers on the other hand are motivated. Their motivation occurs at the affiliation, self-actualisation and esteem levels as well as the physiological and security levels. McGregor states that this is because Theory Y workers have self-direction and self control towards objectives and they want to accept and purposely go looking for additional responsibility. They do have ambition and are therefore more likely to fulfil their potential.