Then there are intrinsic motivating factors such as the chance to exercise one’s skills, the opportunity to learn and personal development. Research suggests that various factors motivate employees in a different degree depending on their nature. It would therefore be important for the manager to understand that what are the motivating factors for individual employees and then provide them incentives accordingly so that they can work in a more productive fashion. Once the individuals work with greater excitement and vigour it would automatically lead to better performance.
Motivation as it relates to Goals and Performance Everyone is motivated to achieve a goal at some point in the life, however, what people are motivated by, can be very different. Motivation is the desire to do something, which can be initiated by intrinsic or external factors. Some would say that motivation is a crucial element in setting and attaining goals, which companies can benefit from the motivation to work toward those goals to improve overall performance, which in turn benefits the company. While it is important to have a performance review plan that sets goals, it is also equally important to have a plan that motivates employees to want to have a positive evaluation. This would end in a win-win situation for both the employee and the
Job evaluations analyze the performance of an individual in the workplace. Typically, evaluations distribute more credit to jobs that demand a higher level of effort and responsibility. Job status rewards contribute to employee motivation in the workplace. A major function of leaders is to support the motivation of associates. Constructive feedback should be given when leaders are encouraging motivation.
As stated above that intrinsic reward is rewarding like a conducive working environment , relationship between workers and so on . Whereas extrinsic rewards consist of promotion, vacation , bonuses, and so on . Organizations that adopt this reward system , can provide a positive impact on their employees and also positif impact on the company.
Their motivated people will work in better performance so that they bring you good product quality, and customer satisfaction as your further profit or reputation. Secondly, A motivator could be a reward, a situation, or a person, but no matter what it is, it has to contain three beliefs; Expectancy, Instrumentality, and Valence. This calls Expectancy theory. When people believe that they can achieve that goal and are capa... ... middle of paper ... ... as understanding their requirement to the work, I will offer that help each career achievement. To give them opportunities that enjoyable or will be able to construct the skills they want will gain loyalty or motivation.
Rewards can be considered as recognition for services rendered, special efforts given or achievements attained. When these rewards are given, they usually act as motivating factors that propels the recipient to continue on the path of excellence. Draft and Marcic 2007 asserts that the motivation is the force within or external to a person that arouse enthusiasm and persistence to pursue a certain course of action. As such, it can be theorized that rewards can arouse the desire within an individual, especially an employee to improve their performance on the job. Certo and Certo 2012 asserts that there are two types of rewards, namely, intrinsic reward which comes directly from performing the task and extrinsic reward which is extraneous
Employees should be given goals to reach, so it challenges their knowledge and so managers can give feedback for improvement. This is all part of the goal setting theory. The motivation behind it is to become better at the specific job. Managers can also motivate employees using pay or benefits. There are various types of pay/ benefit plans that motivate employees to do better or accomplish all tasks because they are rewards.
Reward is something that we are given because we have behaved well, worked hard, or provided a service to the community. Theories of motivation can be used to explain the behavior and attitude of employees (Rowley, 1996; Weaver, 1998). The theories include content theories, based on assumptions that people have individual needs, which motivate their action. Meanwhile according to Robbins (2001), motivation is a needs-satisfying process, which means that when a person's needs are satisfied by certain factors, the person will exert superior effort toward attaining organizational goals. Schulze and Steyn (2003) affirmed that in order to understand people’s behavior at work, managers or supervisors must be aware of the concept of needs or motives which will help “move” their employees to act.Theories such as Maslow (1954), McClelland (1961), Herzberg (1966) and Alderfer (1969) are renowned for their works in this field.
The example of intrinsic rewards is the knowledge that you did something right, or you helped someone and made their day better. Because intrinsic rewards are intangible, it usually arise from within the person who doing the activity or behaviour.
More importantly, the study linked a tight rewards to employee motivation. Details of the study indicate that provision of rewards to the employees increased the willingness to work. In addition, this study stated that employee performance was a result of only motivation and skills possessed by employees. This study used different methods in a bid to achieve its set objective. In incorporated a documentary study, questionnaires and a survey.