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Conclusion

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  Conclusion   Work motivation is the most important in any organization settings, so organization chooses for different kind of motivation strategies to make their employees performance higher for better outcomes. (Kahn, 1990) Intrinsic and extrinsic motivation has a huge impact on organization performance; it is estimated the most influential factors used by organizations for motivation of their employees. Therefore, it is concluded that there is strong positive relationship between work motivation (intrinsic & extrinsic) and employee performance. (Deci -1999) According to Maslow’s theory of Hierarchical Needs most of employees wants to attain job security at their first place, most of them are attracted by good wages, most of them wanted to get promoted and trained to perform more better, and most of them expect recognition in the form of rewards, bonuses etc. Motivated employees are essential to the success of an organization as motivated employees are gene...
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Benefits of Employee Engagement and Recognition

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  Benefits of Employee Engagement and Recognition   As per De cenzo & Robbins (2010) Monetary and non-monetary rewards has a major effect on employees’ job motivation and their satisfaction level towards the job.As per   Haile, 2009; Severinsson & Hummelvoll, 2001) Recognition plays a major role and it could be simply classified as appreciating and accepting their hard work. (Caligiuri et al., 2010; Nelson, 2005; University of Iowa, 2009) According to Gostick and Elton (2007), It could even be in the form of a personal note to show how important that employee is. The need for recognition If organization recognize individuals and appreciated them , They feel they are asset to the company and their talents ., skills are more valuable to the company’s sustainability .The employers feeling if fulfill   they start producing better results. (Daniels, 1999; Darling et al., 1997; Nelson, 2005; Gostick & Elton, 2007). With the help of a survey of 200,000 e...
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Employee Engagement

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  Employee Engagement   According to Kortmann et al, 2014, As per the current corporate world depend on the man capabilities. This is called human capabilities for organization’s operation. Sometimes it is not operated up to the expected level. Maintaining or running a successful organization won’t be possible with having the employees engaged. Many organizations struggle in proposing the change as their focus on the employees are lost (Hill & Birkinshaw, 2012). Employee engagement is concept that describes the level of enthusiasm and dedication a worker feels toward their job. Engaged employees care about their work and about the performance of the company and feel that their efforts make a difference. An engaged employee is in it for more than a paycheck and may consider their well-being linked to their performance, and thus instrumental to their company's success. Skilled labor, education level, technical knowledge, work experience, best practices, developmen...
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Other Methods of Motivation

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  Other Methods of Motivation There are two main methods of motivating employees: financial motivation and non-financial motivation. A quarterly study by McKinsey found that seventy percent of organizations plan to use or plan a motivational program (Dewhurst, Gutridge and Mohr, 2009). Many managers still believe that money is everything. Through research most people except non-financial gifts or recognition have been shown to serve as a better motivator than money (Dewhurst, Gutridge and Mohr, 2009) Gifts can be obtained either financially or non-financially, independently or group. There are positive and negative aspects to workplace groups. Group benefits can be positive because employees have a common bond, and groups are more effective and increased communication between employees and top management due to team environment. Some examples are given below for financial and non-financial rewards (Dewhurst, Gutridge and Mohr, 2009). ·       ...
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Benefits of Employee Motivation

  Benefits of Employee Motivation     Motivated employees highly productive and force other to work harder there for, it is important organization to implement different motivation factors to improve productivity (Dugguh, 2014).According to Adi (2000), Employee’s qualification or capability cannot measure their performance idea that, only desire for work has to be implement which help in improving level of performance, increase productivity and reduce the cost of operation. This will improve the efficiency of employees.   According to Anka (1988), emphasis motivation increases employee satisfaction. Organization can provide incentive, promotion, and opportunities for employees. This will create good relationship with employee and organization as a result, organization can increase the profit through increase productivity further, employee motivation leads to achieve of organization goals.   Skilled and efficiency of employees and their experie...
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Herzberg’s Two-Factor Theory-Motivators & Hygiene Factors

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  Herzberg’s Two-Factor Theory-Motivators & Hygiene Factors   According to Bah & Amako (Baah and Amoako, 2011 ; Owler and Morrison (2015),) The two-factor theory speaks on the factors associated, a)        Hygiene Factors /Demotivators –Extrinsic factors that create job dissatisfaction b)       Motivators -Intrinsic factors that create Job Satisfaction   While the fulfillment of Hygiene factors will minimize employee dissatisfaction, the lack of it will create employee dissatisfaction, at the same time while the fulfillment of Motivation factors will improve employee satisfaction and motivation, the lack of it will reduce motivation. However, the Hygiene factors and Motivation factors are mutually independent of each other, in terms of addressing the Hygiene factors will not increase Employee satisfaction it will just reduce employee dissatisfaction and vice versa (Ghazi, Shahzad a and Khan, 2013). ...
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