THE IMPACT OF MOTIVATION ON EMPLOYEE'S PERFORMANCE: CASE OF SOUTH URAL STATE UNIVERSITY (original) (raw)
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“THE EFFECT OF MOTIVATION ON EMPLOYEE PERFORMANCE
Employee motivation describes an employee‘s intrinsic enthusiasm about and drives to accomplish work. Every employee is motivated about something in his or her life. Motivating employees about work is the combination of fulfilling the employee's needs and expectations from work and workplace factors that enable employee motivation or not. These variables make motivating employees challenging. Information about motivating employees is readily available but it‘s hard to apply the ideas in many workplaces. Too many workplaces still act as if the employee should be grateful to have a job. Managers are on power trips and employee policies and procedures are formulated based on the assumption that you cannot trust employees to do the right thing. Communication is never transparent and there is always a secret message or a hidden agenda. Motivating employees in this work environment is tough, if not impossible. Fortunately, most work environments are not in this extreme. They each have their own set of problems, but managers appreciate that motivating employees will bring positive results for the Organization. This study used a multi-method approach. Both quantitative and qualitative data were collected to answer the research questions. Both interviews and questionnaires were used to gather these data and analysis were done using words, graphs, tables and statistics. The one on one interviews and the administration of questionnaires was of an enormous help to the researcher for effective comparison of all responses. After the study it was found that motivation serves as a factor which influenced performance and hence increases productivity. It is therefore important that employees of Phinphonrat Tangtrongjit 12 School are well motivated to ensure continuous good performance in terms of student’s development, competitions and external examination results.
Motivational Drives & Employees Performance of Selected universities..pdf
Motivational Drives & Employees Performance, 2019
Abstract Motivational Drives & Employee Performance: Evidence from Selected Universities in Nigeria. Employees are life blood of any organization. The degree to which an organization achieves its set objectives depends on how employees are motivated and engaged. Motivated workers tend to be committed and satisfied about their jobs, which translate to higher job performance and consequently improved organizational performance. Financial or monetary rewards such as salary, fringe benefits, bonuses, commission, etc., are not the only way to get employees motivated. There are other ways employees can be motivated with zero financial cost attached. Empirical literature has confirmed that non-financial forms of motivation produce the same or better result than financial forms. It is against this backdrop the study examined the relationship between motivational drives and employee performance in universities in Ogun State. The specific objectives of the study were to examine the relationship of employee performance with achievement, autonomy, career advancement, personal development, recognition and nature of work. The study employed the descriptive survey design and the purpose sampling technique was adopted to select three universities in Ogun State namely Federal University of Agriculture, Abeokuta; Olabisi Onabanjo University, Ago-Iwoye and Crawford University, Igbesa. The population of the study comprised of 4,458 employees. However, after applying the Taro Yamane formula, the sample size of the study consisted of 477 staff. The study made use of primary data through administered questionnaire to obtain data from respondents. Out of 477 questionnaires administered, 378 copies were returned. The descriptive statistics and the Pearson Product moment of correlation were employed for the analysis of data. The major findings of the study are summarized as follows: Career advancement has the strongest relationship with employee performance, followed by personal growth, recognition, autonomy, achievement and nature of work. Also Achievement; Career advancement; Personal growth; recognition; autonomy; and nature of work all have significant and positive correlation with performance of employees of selected universities in Ogun State. With the following r factors: Achievement (r=0.900; p<0.05); Career Advancement (r=0.939; p<0.05); Autonomy (r=0.921; p<0.05); Personal growth (r=0.926; p<0.05); Recognition (r=0.924; p<0.05) and Nature of work (r=0.894; p<0.05)all had strong positive relationship with employee performance in selected universities in Ogun State, Nigeria.
Effects Of Motivation On Employee Performance At Tamale College Of Education
2018
Employees are indispensable assets of organizations who are instrumental in the achievements of organizational goals and objections. According to Shahzadi et al. (2014) employee motivation is considered as a force that drives the employees toward attaining specific goals and objectives of the organization. Employee motivation is one of the most important issues that organisations are battling because every organisation wants to make good use of their financial and human resources. Lipsey et al. (2015) opines that performance of staff is influence by motivation, and the more an employee attains higher education, the more it influences motivation and performance. Gorderdzi (2016) discovered that motivation been used at the universities are career advancement, promotion and interpersonal relationship. Also, Akinfolarin and Ehinola (2014) reveal that lecturers perform well due to appreciation on genuine effort. According to Atogiyire (2001) some of the things which motivate employees to...
Motivation as an indicator of performance and productivity from the perspective of employees
Management & Marketing. Challenges for the Knowledge Society
Motivation plays a crucial role on employees’ performance. Though organizations have an interest in keeping the employees motivated at work, they do not always have the complete picture on what indeed motivates an employee. Scholars agree that money (including employees’ wages) significantly affects employees’ performance and productivity, but they do not unanimously place it among the strongest determinants of employee motivation. The main purpose of this work was to explore the factors influencing the true motivation of employees to enhance their performance and productivity at work. This study employed a quantitative research design based on data collected during the severe period of the COVID-19 pandemic. There were 110 participants, of which 38 (34.5%) males 72 (65.5%) females working in different companies in Albania. The results showed a moderate level of satisfaction and motivation at work and a significant correlation between the motivation and success of the company. Addit...
The Role Of Motivation On Employee Performance As Case Study Of Benadir University
The Role Of Motivation On Employee Performance, As Case Study Of Benadir University, 2021
Introduction: Historical Perspective The history of motivation can be traced back to the writing of the ancient Greek Philosophers. More than twenty-three centuries ago, they presented "hedonism" as an explanation of human motivation. Hedonism as that a person seeks out comfort and pleasure and avoids discomfort and pain.
EMPLOYEE MOTIVATION AND ITS EFFECTS ON EMPLOYEE PRODUCTIVITY PERFORMANCE
Femi Praise, 2023
One of the most important functions of management is to ensure that employee work is more satisfying and to reconcile employee motivation with organizational goals. With the diversity of current jobs, this is a dynamic challenge. What people value and enjoy is influenced by many factors, including the influence of different cultural backgrounds. This research report examines employee motivation and its impact on employee performance. The study examines some common theories of motivation that can be used in an organization to improve employee performance. The study showed that employees have their differences in terms of the concept of motivation. Various forms of theories of motivation in literature have been debated along with their applications and implications. Three questions were examined: What is motivation? What kind of motivation can best be used to increase employee performance? The results of the study show that motivation can increase or decrease employee performance. If the chosen form of motivation meets the needs of the employee, their performance increases. If, on the other hand, the chosen form of motivation does not satisfy the needs of the employee, the benefit decreases. It therefore encourages organizations to understand the motivating need of each employee to improve performance.
THE IMPACT OF MOTIVATION ON THE PRODUCTIVITY OF EMPLOYEES IN AN ORGANIZATION
This research project entitled " The Impact of Motivation on the Productivity of Employees in an Organization " has as purpose to look for those motivational variables that affects output in an organization and also to come with long lasting solution to problems associated to output in organizations. The main objective of the research is to assess the impact of motivation on workers performance in an organization and case for the study was SO.NA.RA Limbe. The primary (questionnaires and interview) method were used to collect data from field. The method analysis is random sampling (sampling size 80) and the tools used for data analysis are descriptive statistics, percentages and frequencies. The result of this study shows that motivation has a significant effect on organizations' output. Some variables other than motivational factors were discovered to be having an important effect on outputs such as; these therefore let to the following recommendation: firstly managers should de-emphasize seniority and emphasize merit and hard-work as yardstick for promotion; There should be a searchlight on the leadership style in the organization and efforts should be made to promote only productive only productive and effective worker; organization should encourage initiative and creativity by allowing for some flexibility in application of rules and regulation and lastly there should be more delegation of power at all levels of the organization and more towards decentralization.
The Effect of Motivation on Human Resource Performance
Zenodo (CERN European Organization for Nuclear Research), 2022
This study aims to determine the influence of the level of motivation on performance in the Inspectorate General (ITJEN) is the Government Internal Supervision Apparatus (APIP) within the Ministry of Education, Culture, Research and Technology (Kemendikbudristek). ITJEN Kemendikbudristek has a vital role in realizing the quality and accountable management of state university (PTN) governance. For this reason, it is essential to conduct research related to the audit performance produced by ITJEN and how the level of motivation affects what has a causality relationship with the resulting audit performance. Based on the results of research and discussion, it can be concluded that the level of motivation and employee performance is not optimal. As for statistical analysis, it is known that the level of motivation has a positive and significant influence in carrying out its role in the organization.
Adewale E. Adegoriola , 2018
This study investigates the impact of motivation on the performance of workers in an organization like University of Abuja-Nigeria. The study is based on three objectives mainly: to determine if staff training and development improve workers’ performance; to ascertain the impact of financial incentives on performance of the workers; and to investigate the impact of promotion workers on their performance. The study used employed descriptive statistics with the use of simple random sampling to apply the questionnaires. The questionnaires were applied to 250 respondents. The study used multiple regressions and found out that staff training and development, financial incentive and promotion of workers are positively and significantly related with performance of staff of the University. The study revealed that the level of incentives workers enjoy definitely will affect their performance on the job. The study therefore recommendations the following; the university management should improve and increase the numbers of staff trainings in other to improve their performance. Financial incentives for the staff of the university should be improved upon in other to increase their performance. Lastly, promotion of staff should be as at when due so as to encourage them to perform better.