ABSTRACT (135 words)
It is believed that in order to reach ones peak performance in anything that one puts their mind to. It is necessary for such an individual to be highly motivated. Motivation is what drives individuals to act or behave in a certain way in order to meet a desired outcome. So what motivates people? There are different levels of motivation and what individuals refer to for motivation can vary between each individual. This study is aimed to test the relationship between motivation, job satisfaction and job performance of a group of 100 employees at HSBC bank. The study was guided by a self- developed 5 – point likert structured questionnaire, which was used to collect the data. The data collected was analysed using a statistics
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Hertzberg’s two-factor theory on the extent of ones satisfaction at work stated that ones performance at work would be improved if they are satisfied in what they are doing and what their conditions are. If conditions such as salary, physical working conditions are poor then one is less inclined to be motivated to work to their full potential. Hertzberg broke down his theory into two sections, the hygiene factors and motivator factors (Appendix 2).‘Hygiene factors allow us to satisfy our basic needs and avoid pain, while motivators reflect people’s need for esteem and …show more content…
This includes personal as well as professional goals and targets (Baumeister & Voh, 2004).’
According to Vrooms (1964) expectancy theory our behaviour is a result of the decisions we make consciously on whether we believe in our ability to achieve the task. Vrooms theory was based on three beliefs; 1) Valence, this refers to whether the individual believes that if they perform well, will they be rewarded and will such an action cause them pain or gain. 2) Vroom suggested that an individual would rely on their unique skill set, experience and abilities to guide their motivation thus determining their performance. 3) Instrumentally, this is based on how an individual believes the completion of the task will benefit them.
Therefore this study will investigate the correlation between motivation and job performance. The hypothesis is that there will be a positive association between job performance and job motivation, therefore as motivation increases the job performance increases. The null hypothesis is that motivation will have no effect on job performance.
METHOD (437
Motivational theories can be applied in a multitude of situations, but in this case the problems that must be resolved include poor morale, low performance levels, and frequent absences. After speaking with the employees it was found that none of them cared about their performance in the workplace. To properly address these issues, Herzberg’s Two-Factor Theory, McClelland’s Theory, and McGregor’s Theory X and Theory Y can be applied. Herzberg’s Two-Factor Theory can be used to improve working conditions and decrease employee dissatisfaction. Doing so would potentially motivate employees to perform better in the workplace and be more inclined to be involved in the job. Applying McClelland’s Theory would allow for the employees three basic categories
The performance of employees will make or break a company; this is why it is important to find a variety of methods of motivating employees. The most obvious form of motivation for an employee is money; however, there are other motivation factors that must be considered. Every employee within a company is different and, therefore, is motivated to perform well for different reasons. Conversely, due to the differences within an organization, it is important for a manger to get to know their employees and understand what motivates their performance.
There are multiple examples of expectancy theory. But, I will only talk about vroom’s theory as an example. Vroom's expectancy theory “assumes that behavior results from conscious choices among alternatives whose purpose it is to maximize pleasure and minimize pain” (If.eng.cam.ac.uk). Vroom shows that he understands that a representative's execution depends on individual components, for example, identity, attitudes, information, experience, and capacities. He expresses that although the employees may have a different set of goals, they can be motivated if they believe that:
There are many factors that can affect the overall success of a business. Yet, few are as important to understand and master as employee motivation. This is because a highly motivated workforce translates into increased productivity which helps ensure that the business reach its goals. Business owners who are smart make sure that a well thought out and tested motivation strategy is firmly embedded into the business model. Further, they are sure to consider how major decisions could affect their staff. In order to gain a better understanding of what drives the motivation of an employee, we must examine where motivation comes from both from a physical and psychological perspective, review the various theories of motivation, the importance
The motivation of employees is the key crucial element in any organization. Employers should be able to implement all the strategies for motivation to increase the worker's performance. Motivation has got a lot of influences in performance levels and productivity in any organization. The example of motivation ways is through rewards, promotion, job recognition and others. The key factors to motivation also can include useful communication, supervision, career progression, interpersonal relations, recognition, money and also control. These factors influence the healthy performance behaviors of employees.
Motivation is the key determinant which guides an employee’s needs, wants, hopes and expectations. It can be subtly inferred by observing employees behavior and gauging whether he is motivated enough to fulfill the greater goals of the organization. There are various methods through which an organization can empower their employees and cause them to work in a beneficial way. A motivated employee proves to be a boon for the company as he turns out to be highly dependent, loyal and productive which is crucial for the overall growth of the company. He in turn is able to realize his true potential and be clear about his career path.
Beginning with Expectancy theory (Vroom, 1964). In order to understand how expectancy theory helps to explain my intentions to maximise my experience, I must first break down the key elements of this theory. I will start by exposing the raw link it has to my personal motivations. As this is one of the dominant theories of motivation (Smith, 2011) I also feel it is the most relevant to me. My first example is in relation to studying. In terms of my degree, my specific motivation is money. The numerous assignments I have been given as part of my degree all present a challenge. As a result of this I must make a decision. This decision is whether or not I feel it is worthy enough or necessary to maximise the effort I put into these assignments. For instance, essays. My intention to put in a lot of effort or a little is strongly influenced by how well I think I will do in the essay.
Pardee, R. L. (1990). Motivation Theories of Maslow, Herzberg, McGregor & McClelland. A Literature Review of Selected Theories Dealing with Job Satisfaction and Motivation.
In the following assignment, we are going to talk about motivation and how important it is for every organization to keep its employees motivated. Also, we will discuss different types of motivational theories, characteristics of a positive work environment, HR practices that positively influence affective process and behavioral process which includes motivation, job satisfaction, commitment, fair treatment, respect, health and wellness, diversity, effort, reduced turnover, absenteeism etc. In addition to this we will learn synthesis of Hackman and Oldham’s job characteristics, employees’ psychological state in relation to work outcomes and relationship between Maslow’s general components and job characteristics in view of motivating
Motivation is the force that transforms and uplifts people to be productive and perform in their jobs. Maximizing employee’s motivation is a necessary and vital to successfully accomplish the organization’s targets and objectives. However, this is a considerable challenge to any organizations managers, due to the complexity of motivation and the fact that, there is no ready made solution or an answer to what motivates people to work well (Mullins,2002).
The two theories “distinguish between motivators and hygiene factors (the name hygiene is used because, like hygiene, the presence will not make you healthier, but absence can cause health deterioration) motivators encompass challenging work, recognition, and responsibility. These motivators give positive satisfaction arising from intrinsic (intangibles) conditions of the job itself. The hygiene factors such as status, job security and benefits are extrinsic (tangible) and do not give positive satisfaction, though dissatisfaction results from their absence”. Furthermore, according to Herzberg “the job should have sufficient challenge to utilize the full ability of the employee. Employees who demonstrate increasing levels of ability should be given increasing levels of responsibility. If a job cannot be designed to use an employee’s full abilities, then the firm should consider automating the task or replacing the employee with one who has a lower level of skill. Lastly, if a person cannot be fully utilized then there will be a motivation concern”
Motivation is an important concept which is critical for understanding of and improvement in organizational behaviour and performance. It is therefore important for the managers to understand motivation. It is an important tool which they can use to get more out of their employees and increase organizational performance. Motivation can be defined as the factors, both internal as well as external which arouse in individuals the desire and commitment for a job (Mele, 2005, p. 15). Organizational performance on the other hand refers to the degree to which the organizational objectives have been achieved.
Motivation, as defined in class, is the energy and commitment a person is prepared to dedicate to a task. In most of organisations, motivation is one of the most troublesome problems. Motivation is about the intensity, direction and persistence of reaching a goal. During the class, we have learned a substantial theories of motivation and many theories of motivations are used in real business. Each theory seems to have different basic values. But, they all have been analysed for one reason, recognising what motivates and increases the performance of employees. Ident...
Furthermore, the expectancy theory shows a direct link between personal effort and rewards. "It refers to the probability perceived by the individual that exerting a given amount of effort will lead to performance"(Hsu et al 2014, p.49).
In conclusion, the of motivation factors have a strong influence on job satisfaction resulting in any positive feelings that accompany human, who is trying to keep this state as long as possible, which leads to further efforts.