Linking Motivation to Performance Management
Linking Motivation to Performance Management
In the work environment, employees are seen as the foundation of an organization because of the contributions provided for the formation of the company’s reputation and image (Kashosi, 2019). Therefore, the organization should first target its employees, once the organization is competent to identify and recognize an employee’s needs, and then the employees will be encouraged to work effectively to accomplish organizational goals (Kashosi, 2019).
Organizational success is determined mostly by the motivation of workers (Lee Michael T., 2016). In the current information-driven economy, business leaders agree that culture in combination with organizational levers motivates knowledge workers to feel accomplished, which creates organizational value (Wilcox, 2008).
Every organization has different sets of motivations and individual incentives that push the employees to work better. Some can be motivated by recognition whereas other can be motivated using monetary incentives (McInerney, 2004). The methods of employee motivation and the basic stimulation that motivates an employer, is through understanding what type of incentives are made available to the employees.
Therefore, employee incentive plans must guarantee employees to feel valued, taken care of and considered meaningful (Leischnig, 2017). The ultimate thing about motivation is, customized as such agendas are intended to meet the necessities are requirements of employees (Leischnig, 2017). Motivation does not only inspire creative performance but also demonstrates to workers just how greatly the organization cares (Todericiu, 2013).
Motivated employees are strategically important for corporate competitiveness and the motivation aspect is a vital part of being a manager, since it’s difficult to compete only based on the usual resources of competitiveness, like access to capital, technology, and natural resources (Todericiu, 2013). Unfortunately, when it comes to motivating people there is no general formula that fits every organization and no commonly accepted model of motivation. This happens on one hand, because humans are complicated and, on the other hand, because there isn’t a right business model, organizational structure, or management style (McInerney, 2004).
Intrinsic and Extrinsic Motivation
Intrinsic motivation is most defined as “doing something for its own sake”, as when a child plays football for no reason other than because that is what he wants to do (Benabou, 2003). Extrinsic motivation refers to the pursuit of an instrumental goal, as when a child plays football to please a parent or win a championship (Benabou, 2003). Deci and Ryan’s (2008) self-determination theory suggests that extrinsic incentives and intrinsic interest. Suppose the boy who loves to play football for his own sake is offered money for winning. According to self-determination theory, the extrinsic incentives (E.g.: money, victory) undermine the boy’s intrinsic enjoyment of football. In the future, the boy is likely to play football less in the absence of extrinsic incentives (Deci, 2008).
Although intrinsic motivation is considered the most optimal form of motivation and is associated with various benefits including enjoyment, persistence and psychological well being, extrinsic motivations are sometimes thought to be helpful to promote action for behaviors that are not intrinsically interesting (E.g.: doing homework, obeying traffic laws) (Legault, 2016).
Linking Motivation to Performance Management
In the work environment, employees are seen as the foundation of an organization because of the contributions provided for the formation of the company’s reputation and image (Kashosi, 2019). Therefore, the organization should first target its employees, once the organization is competent to identify and recognize an employee’s needs, and then the employees will be encouraged to work effectively to accomplish organizational goals (Kashosi, 2019).
Organizational success is determined mostly by the motivation of workers (Lee Michael T., 2016). In the current information-driven economy, business leaders agree that culture in combination with organizational levers motivates knowledge workers to feel accomplished, which creates organizational value (Wilcox, 2008).
Every organization has different sets of motivations and individual incentives that push the employees to work better. Some can be motivated by recognition whereas other can be motivated using monetary incentives (McInerney, 2004).The methods of employee motivation and the basic stimulation that motivates an employer, is through understanding what type of incentives are made available to the employees.
Therefore, employee incentive plans must guarantee employees to feel valued, taken care of and considered meaningful (Leischnig, 2017). The ultimate thing about motivation is, customized as such agendas are intended to meet the necessities are requirements of employees (Leischnig, 2017). Motivation does not only inspire creative performance but also demonstrates to workers just how greatly the organization cares (Todericiu, 2013).
Motivated employees are strategically important for corporate competitiveness and the motivation aspect is a vital part of being a manager, since it’s difficult to compete only based on the usual resources of competitiveness, like access to capital, technology, and natural resources (Todericiu, 2013).Unfortunately, when it comes to motivating people there is no general formula that fits every organization and no commonly accepted model of motivation. This happens on one hand, because humans are complicated and, on the other hand, because there isn’t a right business model, organizational structure, or management style (McInerney, 2004).
Intrinsic and Extrinsic Motivation
Intrinsic motivation is most defined as “doing something for its own sake”, as when a child plays football for no reason other than because that is what he wants to do (Benabou, 2003). Extrinsic motivation refers to the pursuit of an instrumental goal, as when a child plays football to please a parent or win a championship (Benabou, 2003). Deci and Ryan’s (2008) self-determination theory suggests that extrinsic incentives and intrinsic interest. Suppose the boy who loves to play football for his own sake is offered money for winning. According to self-determination theory, the extrinsic incentives (E.g.: money, victory) undermine the boy’s intrinsic enjoyment of football. In the future, the boy is likely to play football less in the absence of extrinsic incentives (Deci, 2008).
Although intrinsic motivation is considered the most optimal form of motivation and is associated with various benefits including enjoyment, persistence and psychological wellbeing, extrinsic motivations are sometimes thought to be helpful to promote action for behaviours that are not intrinsically interesting (E.g.: doing homework, obeying traffic laws) (Legault, 2016).
List Of References
Benabou, R. (2003). Intrinsic and Extrinsic Motivation.
Deci, E. L. (2008). Intrinsic Motivation and Self-Determination in Human Behavior. Springer Science business media.
Kashosi, G. D. (2019). Linking Motivation to Employees’ Performance: the Mediation of Commitment and Moderation of Delegation Authority.
Lee Michael T., R. R. (2016). Exploiting organizational culture: Configurations for value through knowledge worker's motivation.
Legault, L. (2016). Intrinsic and Extrinsic Motivation.
Leischnig, A. (2017). Spotlight on customization: An analysis of necessity and sufficiency in services.
McInerney, D. M. (2004). Motivation and Culture.
Todericiu, R. (2013). Particularities of Knowledge Worker's Motivation Strategies in Romanian Organizations.
Wilcox, K. (2008). Stanford eCorner. Retrieved from Stanford eCorner: https://ecorner.stanford.edu/videos/culture-trumps-strategy/
According to a study, satisfied workers exhibit higher levels of motivation and dedication, which has a good impact on their conduct and performance, which is reflected in their production. Today's business environment is such that while the majority of resources are more or less readily available and can be acquired, talented human resources are harder to come by and, if found, take longer to develop and perform effectively. (Chen et al, 2012).
ReplyDeletethank you for the comment Ibrahim and also it enables the employee to intentionally create individual goals to develop and help personal growth(Grote,2002).
DeleteIntrinsic motivation is considered as the most optimal form of motivation which associated with various benefits (Shkoler and Kimura, 2020) whilst, extrinsic motivation is taken by management on rewards and recognition factors which are short term (Rynes et al , 2004).
ReplyDeleteIntrinsic motivation is a natural human tendency, in other words, people will actively strive toward doing the things they find interesting or enjoyable (Legault,2016).
DeleteWhile agreeing with you I would like to bring out a similar idea that having extrinsic motivation is when employees make an environment where the organisation must force the employees into achieving objectives, further they should be offered rewards very often to keep them motivated (Japhet,2018). In contrary, intrinsic motivation is when the employees are by nature enthusiastic and are self-driven as they are passionate in achieving growth and this directly influences the company growth as well, hence employee motivation directly affects the organisational performance(Moynihan,2008).
ReplyDeleteI too agree on your point Ama, understanding the motivation in the workforce is crucial towards creating a dynamic work environment that enrich and fulfills workers(Marciano, 2010).
DeleteUsing employee evaluations on a consistent basis helps employees see their growth, so that they can feel good about making progress over time. It also helps them set new goals, keeping the energy in the office high (Muduli & Trivedi, 2020). Rewarding high-performing employees often motivates these employees to exceed their efforts from what it was during the previous period. It's one thing to have effective employees doing a great job; it's better to cultivate that strength so that it grows into something bigger and that benefits the entire department or company. Watching employees grow shows the potential they have for advancement and leadership (Lievens & Chapman, 2019).
ReplyDeleteAgreed Mudtiha interactions of employees with the organization will motivate and push them to achieve organizational goal, hence the organizations should target its employees, once they organization is competent and recognizes employees needs then they will be encouraged to work(Paillé, Amara & Halilem, 2018).
Delete