Research Proposal on The Impact of Motivation on Employee Job Performance The Impact of Motivation on Employee Job Performance Introduction People within an organization are harmoniously working together to satisfy one certain goal, whether short or long-term goal.The organization, as the collection of people, are expected to be deliver the best assets that they have which are the people bearing the knowledge and skills suitable to their position in the organization.Gray and Starke defined motivation as “the result of processes, internal or external to the individual, that arouse enthusiasm and persistence to pursue a certain course of action.” Sayles defined motivation as “the processes that account for an individual’s On the other hand, individuals become de-motivated if they feel something in the organization prevents them from attaining good outcomes.” Bassett-Jones &Lloyd presents that “the two views of human nature underlay early research into employee motivation.
The role of facilitating quality subordinate-superior communication at various levels effectively employing a wide range of communication channels has been praised by Shields (2007) in terms of its positive contribution in boosting employee morale.
Shields (2007) stresses two specific advantages of such a practice that relate to offering employees a chance to raise their concerns and put across their points regarding various aspects of their jobs, as well as, supplying them with the feeling of engagement and appreciation.
The individual has the desire to perform a specific task, because its results are in accordance with his belief system or fulfills a desire and therefore importance is attached to it.
Extrinsic Motivation Extrinsic motivation means that the individual's motivational stimuli is coming from outside.
An interesting viewpoint regarding the issue has been proposed by Wylie (2004), according to which members of management primarily should be able to maintain the level of their own motivation at high levels in order to engage in effective motivation of their subordinates.
Accordingly, Wylie (2004) recommends managers to adopt a proactive approach in terms of engaging in self-motivation practices.
Specifically, Llopis (2012) reasons that unless employees achieve an adequate level of work-life balance in personal level, management investment on the level of employee motivation can be wasted. (2007) “Managing Employee Performance and Reward: Concepts, Practices, Strategies” Oxford University Press Thomas, K.
This viewpoint is based on Hierarchy of Needs theoretical framework proposed by Abraham Maslow (1943), according to which there is a certain hierarchy for individual needs, and more basic human needs need to be satisfied in order for the next level needs to serve as motivators.
Through the desirable performances of the employees, the organization can realize the competitive advantage in the market and among their competitors.
Background and Statement of the Problem It’s very optimistic to assume that every organization can compete according Literature Review From the previous studies regarding the motivational approaches and its impacts on various business dimensions, it deliberately identified that organizational involvement and commitment can be the other factors that might contribute to the overall job performance of the employees.