IMPACT OF EMPLOYEE MOTIVATION ON EMPLOYEE PERFORMANCE

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APA JOURNAL

Vol.2, No.6, pp.81-94,

IMPACT OF EMPLOYEE MOTIVATION ON EMPLOYEE PERFORMANCE

 

IRUM SHAHZADI BBA (HONS) DEPARTMENT OF MANAGEMENT SCIENCES THE ISLAMIA UNIVERSITY OF BAHAWALPUR, PAKISTAN EMAIL: IRUMSHAHZADIIUB@GMAIL.COM AYESHA JAVED BBA (HONS) DEPARTMENT OF MANAGEMENT SCIENCES THE ISLAMIA UNIVERSITY OF BAHAWALPUR, PAKISTAN EMAIL: AESHY420@GAMIL.COM SYED SHAHZAIB PIRZADA MBA (FINANCE) DEPARTMENT OF MANAGEMENT SCIENCES THE ISLAMIA UNIVERSITY OF BAHAWALPUR, PAKISTAN E-MAIL: SHAHZAIB86PIRZADA@GMAIL.COM SHAGUFTA NASREEN MBA (FINANCE), DEPARTMENT OF MANAGEMENT SCIENCES THE ISLAMIA UNIVERSITY OF BAHAWALPUR, PAKISTAN EMAIL: SHAGUFTAIUB533@GMAIL.COM FARIDA KHANAM MBA (FINANCE), DEPARTMENT OF MANAGEMENT SCIENCES THE ISLAMIA UNIVERSITY OF BAHAWALPUR, PAKISTAN EMAIL: FARIDAIUB58@GMAIL.COM

 

Abstract Employee motivation is considered as a force that drives the employees toward attaining specific goals 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. Main purpose of this study is to inquire that what kind of factors influence employ motivation in Pakistan and finding up to which extent motivation affects the employ performance. Data is collected from 160 teachers of Government and private schools by using self-administered questionnaire. Regression analysis is applied to find the effect of employee motivation on employee’s performance involving four variables employee motivation, employee performance, intrinsic rewards and employee perceived training effectiveness. The results of this study show that significant and positive relationship exists between employee motivation and employee performance. It is also concluded that intrinsic rewards has a significant positive relationship with employee performance and employee motivation. This study concludes that employee perceived training effectiveness has a negative relationship with motivation. It is also proved from to their responses, they were provided with the training courses but this training was not implemented by them in their routine teaching as they considered it to be ineffective. They were not satisfied with the training provided to them and this affected their motivation to teach.

Keywords: Employee Motivation, Employ Performance, Intrinsic Rewards, Employee Perceived Training Effectiveness.

 

Introduction The only way to get people to like working hard is to motivate them. Today, people must understand why they’re working hard. Every individual in an organization is motivated by some different way. When talking in term of employee motivation, it can be simply defined as “Employee motivation is a reflection of the level of energy, commitment, and creativity that a company’s workers bring to their jobs.” The job of a manager in the workplace is to get things done through employees. To do this the manager should be able to motivate employees. But that’s easier said than done! Motivation practice and theory are difficult subjects, touching on several disciplines. In spite of enormous research, basic as well as applied, the subject of motivation is not clearly understood and more often than not poorly practiced. To understand motivation, one must understand human nature itself. And there lies the problem! Human nature can be very simple, yet very complex too. An understanding and appreciation of this is a prerequisite to effective employee motivation in the workplace and therefore effective management and leadership.

and human resources to accomplish the goals. It is through motivation that the human resources can be utilized by making full use of it. This can be done by building willingness in employees to work. This will help the enterprise in securing best possible utilization of resources. It results into increase in productivity, reducing cost of operations, and improving overall efficiency. Goals can be achieved if co-ordination and co-operation takes place simultaneously which can be effectively done through motivation. Stability of workforce is very important from the point of view of reputation and goodwill of a concern. The employees can remain loyal to the enterprise only when they have a feeling of participation in the management. The skills and efficiency of employees will always be of advantage to employees as well as employees. This will lead to a good public image in the market which will attract competent and qualified people into a concern. Organizations in this dynamic globalized world are continuously trying to develop and motivate their employees to help achieve enhanced performance with various Human Resource applications and practices. Reward management system is the highly used practice for the enterprises to achieve the desired goals (Güngör, 2011). According to Barber and Bertz (2000), Reward management system helps the organizations to attract, capture, retain and motivate employees with high potential and in return get high levels of performance. Reward management system consists of both extrinsic and intrinsic rewards; where former involves financial rewards (salary, bonus etc) and the later includes non-financial rewards like recognition, security, title, promotion,, appreciation, praise, decision making involvement, flexible working hours, workplace comfort ability, feedback, work design, social rights etc (Yang, 2008). According to a study conducted by Grant (2008), motivation imposes employee outcomes for instance performance and productivity. He also established that motivated employees are more oriented towards autonomy and are more self-driven in contrast to less motivated employees. Further, motivated employees are highly engaged and involved in their work and jobs and are more willing to take responsibilities (Kuvaas & Dysvik, 2009). Following are the variables which directly affect the employee motivation; Training is the formal process by which a person acquires knowledge, skills, and competencies. Motivation is the direction and intensity of one’s effort, or the psychological feature that arouses an organism to action toward a desired goal. Organizations that use training practices, directly or indirectly effect employee motivation as well as commitment to the organization (Meyer & Allen, 1991). According to Rowden and Conine (2005), the purpose of training is to enhance the satisfaction of employees towards their jobs and satisfied employees contend their customers with enhanced performance. Employees who commit to learn are more satisfied with their jobs and ultimately show more positive performance than others (Tsai et al, 2007). In line with Tsai et al (2007), Harrison (2000) established that learning that is prompted by training positively effects employee performance and is an essential element for the achievement of organizational goals (Harrison, 2000). The study shows that performance of firms is influenced by many things in which employee motivation is the main factor if employees are more motivated then performance of organization will also enhance (Saif ullah malik et’al 2012). An intrinsic reward is an intangible award of recognition or a sense of achievement motivation, in any endeavor when one feels in the Maslow’s hierarchy as attainment in conscious satisfaction. It is the knowledge that one did something right, or one made some body’s day better. Hence reward management systems (specifically intrinsic rewards) positively motivate employees and ultimately affect their individual and organizational performance. Pool and Pool (2007) and Lok and Crawford (2004) argue that there is an inevitable link between motivation and job satisfaction and motivation with commitment off employees. Similarly perceived training effectiveness is highly correlated with the job satisfaction of employee, supporting the findings of Tsai et al (2007).

Literature review: Employee motivation Motivation is fundamentally meant to facilitate behavioral alteration. It is a force that enables an individual to act in the direction of a particular objective. According to the study of Grant (2008) held on employee motivation; motivation forced such result as productivity, performance and persistence (Grant, 2008). According to the studies of (Ryan and Deci, 2000; Thomas, 2002, as cited in Grant, 2008); motivated employees are more oriented towards autonomy and freedom and are more self driven as compared to less motivated employees which lead to availing developmental opportunities more correctly. Similarly employee commitment with their work and jobs is more, if they are motivated as compared to less motivated employees (Guay et al., 2000; Vansteenkiste et al., 2007). Topic of motivation is more discussed in the subject of organizational behavior which contains a variety of models and theories relevant to motivation. Development and growth of employees is significantly focused. According to Maslow, Alderfer, McClelland, Hackman and Hertzberg; the growth is most influential motivator for individuals that exploit the potential of employees. It is found that an undeniable link exists among employee motivation and their satisfaction with the jobs and also to organizational commitment (Basset-Jones and Lloyd, 2005; Chen et al., 2004). Employee motivation is most important element for all organization to attain achievement weather these are public or private (Chintallo & Mahadeo, 2013). According to the outcomes of the study accomplished on the association between motivation and job satisfaction of employees by Sirota et al. (2005) having 135,000 respondents from different groupings and countries, organizations implementing various motivation programs involving three constructs as camaraderie, equity and achievement were considered to be more effective than organizations that had no or twice as many ‘enthusiastic’ employee (of total 45%). A study was done to find the effect of employee motivation on employee performance in which it was concluded that if employees are more motivated then their performance will increase (Asim, 2013)

Employee performance Performance of the employee is considered as what an employee does and what he doesn’t do. Employee performance involves quality and quantity of output, presence at work, accommodative and helpful nature and timeliness of output. According to the results of the study conducted by Yang (2008) on individual performance showed that performance of the individuals cannot be verified. Similarly he asserts that organizations can use direct bonuses and rewards based on individual performance if employee performance is noticeable (Yang, 2008). In line with Yang (2008), Bishop (1987) investigated employee performance and revealed that acknowledgment and recognition and reward of performance of employees direct the discrimination between employee productivity. Moral and productivity of employees is highly influenced by the effectiveness of performance of an organization and its reward management system (Yazıcı, 2008). To satisfy customers, firms do much effort but do not pay attention on satisfying employees. But the fact is that customer would not be satisfied until and unless employees are satisfied. Because, if employees are satisfied, they will do more work therefore ultimately customers will be satisfied (Ahmad, 2012). Employee performance is actually influenced by motivation because if employees are motivated then they will do work with more effort and by which performance will ultimately improve (Azar and Shafighi, 2013). H1: Employee motivation has a significant and positive relationship with employee performance. Intrinsic reward An interest in the task itself driven by individual internally rather than external forces and reliance on external rewards refers to intrinsic motivation. Organizations continuously need something to keep their workers working including salary alone or bonuses etc., but motivation is the very important factor to keep the workers engage and involve in their work so that their quality and quantity of work and productivity does not deteriorate (Williams, 2004). Intrinsic reward basically deals with the satisfaction of employee to his jobs emerging out of the pleasure of working that he experiences in a good organization that rewards him for his job. Rewards are very meaningful to employees whether they are extrinsic or intrinsic. Intrinsic reward emerges in a person after the accomplishment of certain task or work (joy, satisfaction, pride etc.); while extrinsic motivation comes from outside sources or forces as salary, money or grades etc. (Scott and Bruce, 1994),. A person who is intrinsically motivated will work with a math problem because it is enjoyable or he will find a solution to a problem because it is challenging and will give him a feeling of pleasure after solving it. In both the cases no external reward is important to the person such as payment or prize (Roberts, 1991 and Rothwell, 1992). It doesn’t mean that extrinsic reward is not important to a person but it means that it is not only sufficient to keep the person motivated (Eisenberger and Cameron, 1996; Janssen, 2000; Mumford, 2000). In a study it was found that rewards are essential to change the dissatisfaction of employees into satisfaction. It was concluded that when employees are satisfied then they will do task with more interest and will do work hard which will leads to good performance (Mehmod, 2013). A study was conducted in which it was found that employee’ performance is directly influenced by intrinsic rewards. Because when intrinsic rewards are given to them they came to know about their performance and do more work hard to gain appreciation. (Edirisooriyaa, 2014). H2: Intrinsic reward has a significant and positive relationship with employee performance. H3: Intrinsic reward has a significant and positive relationship with employee motivation. Employee perceived training effectiveness In order to achieve the goals of the organization efficiently and effectively, management of the organizations require training of its members. Training is very useful for the employees in various ways as: it keeps them up to date with the fast changing trends and environment of the dynamic globalized world; helps anxiety and frustration reduction caused from work overload or demand of work; helps improve skills to handle the work effectively etc (Chen and Lou, 2004). Employees who feel they are les competent for the task to fulfill will leave the field or if they stay their level of productivity will be suboptimal (Kanelopoulos and Akrivos, 2006). The larger is the gap between what an individual possesses and what he requires, the greater is the dissatisfaction with the job and the higher are the turnover rates. Even though there does not exist a direct connection in literature between job satisfaction and training yet Rowden (2002) and Rowden and Conine (2005), suggest that training can be an effective device to enhance satisfaction from the job. Similarly Rowden and Conine (2005) claim that employees who get training will ultimately better satisfy the needs and demands of their customers. In line with them Tsai et al. (2007), stated that employees who show their commitment to training and learning possess an enhanced level of job satisfaction that positively affects their performance. Training practices directly or indirectly affect the motivation of employees and their commitment to the organizations (Meyer and Allen, 1991). Training is defined in this study “as the planned intervention that is designed to enhance the determinants of individual job performance” (Chiaburu and Tekleab, 2005, p. 29). A study showed that training is one of the most important aspects in HR applications which directly influence the performance of employees. Training increases and updates the knowledge of employees which leads to increase in performance. Employee training is like an asset because if employees are competent then companies’ performance will increase more and will provide long term benefits as compare to competitor (Ameeq-ul-Ameeq & Hanif, 2013). H4: Employee perceived training effectiveness has a significant and positive relationship with employee motivation.

 

 

3. Research Methodology This research method is descriptive research which means describing, explaining some particular explanation. The descriptive research deals with the description of present situation rather than to give judgments and interpretation about present situation (Creswell, 1994). The current situation deals with the verifying the hypothesis that reflects the present situation. 3.1. Sample Data: The population for present study is the teaching faculty of government and private schools of Bahawalpur, Yazman, and Alipur, Pakistan. A sample of 160 respondents asked to take part in filling of questionnaire. The current study uses convenience sampling which is technique of non- probability sampling. Convenience sampling deals with obtaining and collecting information and data from the sample of the study or the unit in the study that are easily and conveniently available (Zikmund, 1997). 3.2. Instruments and Measures: There are two major purposes of the current study address of the survey instruments: First one is the relationship of different variables in the adoption of employee motivation. Second, to collect information about the respondents of different characteristics it can be used to understand the different variations. The instruments survey contains two sections. Section 1 includes different personal and demographic variables. This section will obtain the respondent’s information about gender, age, income and education. Section 2 is important in the current study. These variables include employee motivation, employee performance, intrinsic reward and employee perceived training effectiveness. This section of study is developed based on the already used questionnaires and past literature. From the previous literature and published studies the scale of study was adopted. The first variable of the study was employee motivation having six items taken from Chang and Chen (2008). The next variable is employee performance having three items that was taken from the study of Chen (2010). The next variable was intrinsic reward having five items refers to Patterson and Spreng (1997). The next variable employee perceived training effectiveness having four items refers to Armstrong and Kotler (2009).

 

 

 

 

3.3. Procedure The questionnaire was distributed among 160 respondents in Bahawalpur, Yazman, and Alipur cities of Pakistan. Before giving the questionnaire, the purpose of the study and questions were explained to the respondents so that they can easily fill the questionnaire with relevant responses. A total of 160 questionnaires were selected. After collecting, the completed questionnaires were coded and entered into SPSS sheet for further analysis. 3.4. Reliability Analysis Overall Cronbach’s alpha of Employee Motivation questionnaire items are 0.621. This shows that all the 18 items are reliable and valid to measure the opinions of employees towards Employee Motivation. Table 2: Reliability of Measurement Instrument.

4.2Hypothesis Testing This section of the study finally tests the model after satisfying the requirements of reliability and validity. The casual relationships of the independent variable are measured on dependent variables. 4.2.1 Employee motivation and Employee performance The regression results of the study confirm the significant positive relationship between Employee motivation and Employee performance with (Beta=0.353) and (p<0.01). According to these results, Employee motivation is 35% more than Employee performance. The result of the study support H1. 4.2.3 Intrinsic reward and Employee performance Regression analysis of the employee motivation model shows that there is a significant positive relationship with (Beta=0.197) and (p><0.01). The results suggest that intrinsic reward almost 19% more than Employee performance. The result of the study support H2. 4.2.1 Intrinsic reward and Employee motivation According to the result of the study, the variable intrinsic reward has a significant positive relationship with Employee motivation. Specifically this variable has a significant positive relationship with (Beta=0.330) and (p>< 0.01). That means the intrinsic reward more than 50% to Employee motivation. Results of the current study validate the H3. 4.2.2 Employee perceived training effectiveness and Employee motivation The regression results of the study confirm the negative relationship between Employee perceived training effectiveness and Employee motivation with (Beta=-0.003) .

 

Discussion The purpose of this study is to investigate the relationship between employee motivation and employee performance; relationship of intrinsic rewards with employee motivation and employee performance; and also employee perceived training effectiveness relationship with employee motivation. Pakistan is a country ideal for the motivation of employees. Individuals working in B2B (business to business) segments affirmed that they were motivated by the autonomy and freedom they were given to work, by the responsibility they were given and by the position and tasks they were provided by the management. According to some of the respondents, art; design or architecture could be feasible motivational forces but respondents did not clearly state these forces to have a direct impact on motivation. Though respondents generally suggested these three constructs to have an impact on motivation as they improve the physical environment in which the employees work. The reason given was that if the physical environment for working is improved, it enhances the well being, moods and encouragement of employees which ultimately impacts motivation. Some of the respondents did not affirm to this statement as they were least interested in the physical environment. The relevant variables to this study are employee motivation, employee performance, intrinsic reward and Employee perceived training effectiveness. To capture the dimensions of these variables, a set of multi-item instruments that draw on previous empirical research was used. The study took the relevant information from the teaching faculty of schools. According to their responses, they were provided with the training courses but this training was not implemented by them in their routine teaching as they considered it to be ineffective. They were not satisfied with the training provided to them and this affected their motivation to teach.

Limitation and future research This research has shown how relating to theory-building approach to linking aesthetic in organizations, culture of organization and brand building capacity provides an emergent theory and a conceptual model, which suggests how elements of an organization’s physical environment may influence the organizational culture, dimensions, and thus, the possible consequences on for service provision among employees . Longitudinal design must be taken to overcome this limitation. In contrast, construct validity of the career motivation should be examined when career work is needed and check the relationship of employee behavior and it attitude towards some extent. To identify and control possible effects that were not considered in this study, more variables should be studied in future, such as demographic characteristics, personal characteristics, abilities, and needs for goal achievement in examining employee motivation. To enhance the validity in the behavioral criterion, variables should be added to expectancy theory. Extra studies might investigate more demographically different groups of employees to determine whether diverse motivation strategies should be used.

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