scholarly journals Motivation and Performance: A Psychological Process

2021 ◽  
Vol 9 (2) ◽  
pp. 104-112
Author(s):  
Prof. Shoeb Ahmad
Keyword(s):  
Employee Performance ◽  
Employee Motivation ◽  
Business Environment ◽  
Motivational Factors ◽  
Optimal Performance ◽  
Psychological Process ◽  
Staff Retention ◽  
Crucial Element ◽  
And Performance

The achievement of a workplace entirely depends on the skill of managers that how to offer a motivating environment to its employees. The performance of a workplace entirely depends upon employee motivation which is a crucial element in creating an amicable environment for producing optimal performance. Employee motivation is highly responsible in stimulating workplace harmony, commitment and overall employee performance at the workplace. It is decisive in relating to long term benefits for the organization. Motivated employees signify staff retention and loyalty towards the workplace which in turn foster growth & development of business. In the competitive business environment, the biggest challenge for managers is to retain the employees and keep them motivated to perform satisfactorily at the workplace. Equally, it is important that the manager must be aware of the behavioural instinct of employees and of the factors of what possibly motivate them. Individuals can be motivated due to various factors like: leadership, rewards, incentives, etc. and other organizational constituents in which they perform the duties. Keeping in mind these views, the study primarily focuses upon the effects of motivational factors on employees’ performance. Subsequently, the study highlights the connection among employee motivation along with performance.

scholarly journals Organizational Learning and Motivation: Assessing the impact on Employee Performance

2016 ◽  
Vol 5 (2) ◽  
pp. 355 ◽  
Author(s):  
Puja Sareen ◽  
Parikshit Joshi
Keyword(s):  
Organizational Learning ◽  
Organizational Performance ◽  
Positive Impact ◽  
Employee Performance ◽  
Employee Motivation ◽  
Primary Data ◽  
Hygiene Factors ◽  
And Performance ◽  
The Impact

<em>Organizational learning has the potential to improve organizational performance. For any organization to sustain long term benefits it requires to establish a mechanism to tap the knowledge and use this knowledge in taking future decisions. This study tries to capture the role of Organizational Learning and Employee Motivation and its impact on the Employees’ Performance. The study is exploratory and descriptive in nature. The questionnaire used for primary data collection has its items collected and derived from various standardized questionnaires available. The analysis of the primary data shows that there is a positive correlation between Organizational Learning and Organizational Performance. On understanding Herzberg theory of motivation the study came to conclusion that employees consider hygiene factors of motivation more significant than the motivator factors. The motivation level of employees in an organization has positive impact on the overall performance of any organization. The study helps the organizations to understand the relationship between learning and performance considering motivation as a mediating variable. </em>

scholarly journals THE EFFECT OF WORK FROM HOME ON CORPORATE CULTURE MEDIATED BY MOTIVATION, WORK BEHAVIOR, AND PERFORMANCE

2021 ◽  
Vol 19 (3) ◽  
pp. 522-534
Author(s):  
Reny Andriyanty ◽  
◽  
Farida Komalasari ◽  
Delila Rambe ◽  
◽  
...  
Keyword(s):  
Human Resource Development ◽  
Corporate Culture ◽  
Structural Equation ◽  
Quantitative Research ◽  
Work Motivation ◽  
Employee Performance ◽  
Employee Motivation ◽  
Work Behavior ◽  
Equation Modeling ◽  
And Performance

The research aims to analyze how WFH influences corporate culture through the availability of work facilities, motivation, work behavior, and employee performance. It is quantitative research using structural equation modeling. Data were obtained from 32 respondents that spread across Jakarta, Bekasi, and West Java. The results of this research show that WFH significantly affects the employee’s motivation. On the other hand, WFH has a significant direct effect on work motivation. Work motivation significantly affects work behavior. Work behavior affects employee performance significantly, and performance has a significant effect on innovative corporate culture. The analysis on the specific indirect effect resulted in significantly influencing innovation corporate culture from home through employee motivation, work behavior, and employee performance. Further research could explore the WFH-implementing mechanism as part of a culture of innovation for sustainable human resource development in the new-normal era of Indonesian companies

scholarly journals Pengaruh Gaya Kepemimpinan Kepemimpinan dan Penempatan Pegawai Terhadap Motivasi Kerja Serta Dampaknya Pada Kinerja Pegawai di Biro Umum Setda Provinsi Jambi

2020 ◽  
Vol 5 (2) ◽  
pp. 276
Author(s):  
M Zahari MS ◽  
Fakhrul Rozi Yamali ◽  
A Irfani
Keyword(s):  
Leadership Style ◽  
Work Motivation ◽  
Employee Performance ◽  
Good Condition ◽  
Employee Motivation ◽  
Analysis Tool ◽  
Analysis Techniques ◽  
Indirect Influence ◽  
Several Variables ◽  
And Performance

Theoretically outlined, Employee Performance can be influenced by several variables including Leadership Style, Placement, and Work Motivation. Therefore, the performance of employees at the General Bureau of Setda Jambi Province can also be attributed to these three variables, this is what inspired the authors to conduct the research. Research objectives: 1. To find out the description of leadership style, placement,, motivation, and performance of Employees in the General Bureau of Setda Jambi Province, 2. To know the direct and indirect influence of leadership style and placement on the work motivation of employees in the General Bureau of Setda Jambi Province, 3. To know the direct and indirect influence of leadership style and placement on the performance of Employees in the General Bureau of Setda Jambi Province, 4. To know the influence of leadership style and placement through work motivation on Kinerja Employees in The General Bureau of Setda Jambi Province. This research that became the object of the research was employees of the General Bureau of Setda Jambi Province with a population of 130 people who were used as a research sample. Analysis techniques using Path Analysis tool using SPSS 22 software. The results showed that: 1. Leadership style, placement, motivation and employee performance are in good condition, 2. Leadership and placement styles directly and indirectly affect employee motivation, 3. Leadership and placement styles directly and indirectly affect employee performance, 4. Leadership and placement styles through motivation directly and indirectly affect performance.

scholarly journals Pengaruh iklim komunikasi dan promosi jabatan terhadap kinerja dan motivasi dengan disiplin dan kepuasan kerja sebagai variabel intervening

2020 ◽  
Vol 1 (1) ◽  
pp. 33-55
Author(s):  
Sugeng Riski ◽  
◽  
Muslichah Erma Widiana ◽  
Keyword(s):  
Job Satisfaction ◽  
Significant Influence ◽  
Employee Performance ◽  
Human Resources Management ◽  
Employee Motivation ◽  
Communication Climate ◽  
Job Promotion ◽  
Permanent Employees ◽  
And Performance ◽  
The Relationship

Purpose: Influence of communication climate and job promotion on employee performance and motivation with discipline and job satisfaction as intervening at PT. Japfa Comfeed Indonesia. Tbk in Gedangan Sidoarjo. The aim of this study is to test and analyze the influence of communication and promotion on employee motivation and performance with discipline and job satisfaction as variabels intervening at PT. Japfa Comfeed Indonesia. Tbk in Gedangan Sidoarjo Research methodology: The samples of this study are 74 respondents consisting of employees permanent of the division warehouse and production. This research applies path analysis by using the program of analysis Smart PLS. Results: The relationship between variables in this study produced thirteen hypotheses with significant influence and five hypotheses with not significant influence. Relation testing between organizational job promotion and motivation variabels has the biggest significance. Meanwhile, the relation testing between communication climate variabels and employee performance variabels has the smallest significance. Limitation: The limitation in this research is one company where the number of samples taken is only permanent employees of the warehouse and production only. Contribution: Results of this study are expected to be able to give contribution to human resources management and to practical management. Keywords: Communication climate, Job promotion, Employee Performance, Motivation, Discipline, Job satisfaction

scholarly journals Identifying Motivators for the Employees in Companies in Bosnia and Herzegovina

2013 ◽  
Vol 2 (2) ◽  
pp. 117-129
Author(s):  
Zijada Rahimic ◽  
Amra / Kozo
Keyword(s):  
Empirical Research ◽  
Bosnia And Herzegovina ◽  
Work Motivation ◽  
Employee Performance ◽  
Employee Motivation ◽  
Business Environment ◽  
Organizational Characteristics ◽  
Methodological Framework ◽  
Global Business ◽  
Special Challenge

Competence ability, and even company survival in today's dynamic and relatively unpredictable global business environment, are both becoming increasingly dependent on knowledge, skills and employee competence, as well as their work motivation. Thus, in these times of harsh competition, companies seek ways through which to increase employee readiness to fulfill company goals. Individuals are pushed for action by different motivators, awards and stimulations, all of which mirror their wishes. The task of every manager is to use motivators in order to stimulate employee performance, or drive them to complete their duties. The aim of this paper is to identify those factors that have a motivating effect on the employees working in companies across Bosnia and Herzegovina. The research included workers from different organizations in order to establish a relationship between organizational characteristics and the motivating effects of various factors. The methodological framework of this work has its basis in Herzberg's Two Factor Theory of Motivation. A special challenge for the empirical research, conducted through surveys distributed across companies in Bosnia and Herzegovina, was the identification of motivators which stimulate employee action. The results of this research could help managers in finding answers to different strategies of employee motivation, as well as in increasing their own capability in motivating workers and employing inventive motivators.

Managing Employee Relations and its Effect on Organizational Success

2020 ◽  
Vol 6 (1) ◽  
pp. 1
Author(s):  
John Nkeobuna Nnah Ugoani
Keyword(s):  
Employee Performance ◽  
Employee Motivation ◽  
Superior Performance ◽  
Employee Relations ◽  
Productive Capacity ◽  
Organizational Success ◽  
Exploratory Research ◽  
Open Communication ◽  
Secondary Sources ◽  
And Performance

Employees in an organization form the most important segment of productive capacity. Therefore, effective employee relations management is essential to achieve organizational success. In modern organizations employees need counselling, mentoring, and involvement, among other intrinsic drivers to motivate and boost their morale for necessary superior performance. Managing employee relations has deep psychological perspectives and requires that management uses recognition as a powerful tool to encourage organizational citizenship behaviour, job satisfaction, and employee happiness to promote career and organizational success. The exploratory research design was used for the study involving 108 respondents. Data generated through primary and secondary sources were analyzed through descriptive and regression statistical techniques and the result showed very strong positive relationship between managing employee relations and organizational success. The study was not exhaustive; therefore, further study could examine the relationship between organizational commitment and employee performance. It was suggested that modern organizations must cultivate the culture of open communication to enhance employee motivation and performance.

scholarly journals A Comparative Analysis of the Factors Effecting the Employee Motivation and Employee Performance in Pakistan

2014 ◽  
Vol 4 (3) ◽  
pp. 35
Author(s):  
Muhammad Rizwan ◽  
Mahum Tariq ◽  
Rabab Hassan ◽  
Amna Sultan
Keyword(s):  
Regression Analysis ◽  
Comparative Analysis ◽  
Human Resources ◽  
Significant Relationship ◽  
Employee Performance ◽  
Employee Motivation ◽  
And Performance ◽  
Relationship Of ◽  
International Hr

Employee motivation is considered as a force that drives the employees toward attaining specified goal and objectives of the organization. Now days it is one of the sizzling issue in organizations since every wants to make best use of their financial and human resources. Our Purpose of this study is basically to identify that what kind of factors influence employ motivation in Pakistan and up to which extent motivation affects the employee performance. Two preceding factors influence the employ motivation. By using self-administered questionnaires we collected data from our 150 respondents. For regression analysis we entered all that that data into SPSS and do analysis also. Results of our study show significant relationship of employ motion and employ performance. Our study is a vital source for the national and international HR personnel’s to collect information how different factors effect employee motivation and performance.

scholarly journals Innovation Strategies, First Mover Advantage and Performance in the Context of the Microfinance Sector: A Review of Literature

2018 ◽  
Vol 13 (7) ◽  
pp. 195
Author(s):  
Paul Ouma ◽  
James M. Kilika
Keyword(s):  
Empirical Work ◽  
Business Environment ◽  
Empirical Literature ◽  
Future Research ◽  
Strategic Option ◽  
First Mover Advantage ◽  
Innovation Strategies ◽  
And Performance ◽  
First Mover

The prevailing business environment is erratic and unreliable. The accomplishment of trade in such environment is determined by an organization’s capability to adjust and respond to environmental variation. Innovation strategies offer a strategic option that can be used to align organization’s assets and competencies with prospects in the external environment in order to heighten survival and long term success of an enterprise. Execution of such a strategic option is likely to result in strategic moves that will register impacts in the market which requires decision makers to consider the timing of their moves that operationalize the strategy in the market. The extant literature has pursued discussions on the construct of innovation strategy separately from that of first mover in spite of the implied indications that the two can be integrated into a strategic management phenomenon that will influence the firm’s performance. This study provides a review of existing theoretical and empirical literature on the perspectives connected to innovation strategies as a strategic option, first mover advantage in the phenomenon leading to performance in the context of microfinance setting. The applicable theories are reviewed, concepts and their operational indicators identified and matched against existing empirical work and nascent knowledge gaps identified. The study finally, suggests a theoretical framework appropriate for progressing knowledge in the field of study together with the associated inferences for future research.

scholarly journals Professional motivation of employees of internal affairs bodies as a factor of personnel potential management in the system of the Ministry of internal affairs of Russia

2021 ◽  
Vol 108 ◽  
pp. 05005
Author(s):  
Anton Sergeevich Dushkin ◽  
Natalia Andreevna Goncharova ◽  
Tatyana Fedorovna Fomina ◽  
Asel Azilbekovna Sarsenova ◽  
Aleksandra Arturovna Kalashnik
Keyword(s):  
Employee Performance ◽  
Employee Motivation ◽  
Professional Activity ◽  
Length Of Service ◽  
Systematic Monitoring ◽  
Pedagogical Competence ◽  
The Subject ◽  
Motivation Level ◽  
Internal Affairs

Professional motivation of employees of internal affairs bodies is a significant factor in the management of personnel potential and requires systematic monitoring of indices determining the motivational readiness for the activities of the subjects of the law enforcement sphere. It is determined by indices that reflect the essence of personnel potential, which depends largely on both the psychological parameters of employee motivation and the psychological and pedagogical competence of managers. Structured operational and service tasks are very important in the motivation management or support the importance of employee performance. The systematic monitoring of motivation level ensures its stability and creates conditions for a qualitative prediction of reliability and effectiveness of the subject. The conducted empirical research of motivational profile shows that the motivation level of subjects of professional activity of internal affairs bodies, at the initial stages of professional genesis, is significantly higher and differs by the moral and business nature of orientation from similar indices of subjects at the later stages of professional activity. At the same time, the overall motivation level, regardless of length of service, is mainly represented by average normative indices. The results of the research suggest that in order to ensure the effectiveness of motivation management one should pay attention to the identified values of motivation, reflecting the high need for employees to structure activities, getting feedback on their performance, reducing the uncertainty of the rules and directives of the job, the need to maintain long-term and stable relationships with colleagues.

scholarly journals The Influence of Motivation and Workload on Employee Performance in Hospital

2020 ◽  
Vol 5 (1) ◽  
pp. 8
Author(s):  
Tiara Putri Ryandini ◽  
Mokhamad Nurhadi
Keyword(s):  
Work Performance ◽  
Extrinsic Motivation ◽  
Work Motivation ◽  
Employee Performance ◽  
Employee Motivation ◽  
Hospital Performance ◽  
Cross Sectional ◽  
Hospital Employees ◽  
And Performance ◽  
Quantitative Descriptive

Introduction: Improved hospital performance can improve employee performance. The better employee performance, the more services provided to patients Employee performance is influenced by work motivation. The purpose of this study was to analyze the effect of motivation on employee performance. Methods: This research uses a quantitative descriptive design with a cross-sectional approach. The number of respondents in this study was 79 employees. Data were analyzed using correlation analysis. Motivation is assessed by questionnaire and performance evaluation uses observation sheets. Results: Employee motivation and performance are included in the high category (82.3%) and (92.4%). There is a significant influence between motivation on employee performance (r = 0.775 p (0, 00) <0, 05). The effect of intrinsic motivation (r = 0.737) is stronger than extrinsic motivation (r = 0.325). There is the influence of sub-variable responsibility (p = 0.032), recognition (p = 0.002), work performance (p = 0.007), career development (p = 0.000), work (p = 0.016), promotion (p = 0.029)) working conditions (p = 0.001) on employee performance. Conclusions: Overall there is a strong influence on the work motivation of hospital employees. Work motivation still needs to be maintained and improved for better employee performance.

Sign in / Sign up

Export Citation Format

Share Document