Essay on Types of the Motivational Factors That Affect the Employee Performance

Published: 2021-08-18
1735 words
7 pages
15 min to read
University of Richmond
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This project mainly focusses on the understanding of the various factors. The use of human resources empowerment has brought about the rapid growth in all aspect of life such as businesses and economic growth. As the most valuable assets in every organization, this empowerment is what motivates the employee to improve their workforce in their daily operation effectively. For several years now, most companies, organizations and tertiary institution have sought to determine the major factors that constitute the employee commitment and their performance in their workplace. And these motivation factors are what empower the employee to contribute their effort towards efficiency and high productivity in an organization. The main focus of this organization has always been to find means of increasing the motivation and commitment of the employees through all the available means. The company understands that it is of great significance to the economy of Nigeria and therefore must utilize the impacts of the employees in reaching greater positions in the financial rating (Meyer, 2015).

According to Shrestha and Mishra, (2015), the utilization of the of the commitment of the employees is the greatest investment any organization can ever put investment with the aims of getting better returns. The people who work in the organization need to feel empowered both financially, emotionally and physically. This is useful for the attainment of greater benefits in the organization. New ideas often arise and are best implemented if the employees are committed to performing their duty successfully. Various strategies of business have to be applied in seeking to improve the position of the business, and the most important involves the use

Organizations with a fit business strategy, structure and practices and policy might perform better. According to Hayes et al. (2013), commitment is a distinctive strategy for HRM whose positive effect will be felt.

The study will also show two types of the motivational factors that affect the employee performance in Everyday Group of Company, which are: the intrinsic and extrinsic motivation factors (Kumar et al., 2016), The motivation and employee commitment are the two variables that will be critically discussed which will enhance the productivity and high efficiency in Everyday Group.

1.2 Background Study of Everyday Group

Everyday Group is one of the leading online retailing companies in Nigeria. This business began as a small entity that has constantly developed to become one of the leading companies within Nigeria. Its growth is attributed to the investment in current technology with a specific interest in the information. The investment in the mobile phone industry, car accessories and other IT related gadgets has given the company a platform to make significant improvements in this industry of information technology. The company prefers online retail mainly because of it open doors for reaching out to a wider market. The company is thus challenged to have the human resource that meets the international standard. Expansion of the company includes having retail and wholesale points ins various cities and towns where most of the clients originate.

1.2.1 Product and Services

The consumers of the company enjoy the advantage of being provided with the quality and affordable services. This is one of the reasons why the company is listed in the group of the best organizations within the country. The products and services offered by this organizations are greatly varied and include computers, phones and phone accessories, various types of cables, applications, games and movies and car accessories. The staff of the organization is sourced through a competitive platform that offers the company some of the highly skilled personnel available within the country. The staff does all that is required of them to achieve the satisfaction of the customers. The good service offered has to lead to the high-quality rating which is often a sum of the customer feedback. The better the feedback, the greater the growth since most clients prefer organization with greater reputations.

1.3 Statement of Research

The motivation of the employees is very important within any organization. The desire of the employees usually varies from the aspect of accruing benefits that are related to finances and others which are related to personal satisfaction. The overall satisfaction of the employee is the most important factor to most organizations given the fact that it has great effects on the general performance of an organization. The company believes that creating better condition may be costly but has the general effect of increasing the capital-output of the organization

n they have added an extra pay as part of the staff appraisal. This company believes that one of the best ways of keeping its employees s by offering good payment. It is argued that this organization is one of the best paying within the region. The good payment motivates the employees irrespective of the condition of work. It is understood that the positions within the company are so competitive. Therefore, the only way the staff would be able to maintain their jobs would be by working so hard always to deliver the best and avoid being sacked. The money factor is seen as great motivation for both hard work and best quality services. The best thing about this company is the fact that there are no longer working hours and every extra working is compensated as overtime. These employees thus understand that they have a duty to achieve the objectives of the company to keep enjoying the great fruits offered to them. The good payment has enhanced creativity and innovation which leads to better goods and service. In a nutshell, it can be concluded that this company understands the value of investing in its employees with the aim of offering the best goods and services to the esteemed clients. The company understands that it must ensure that employees are committed to having greater profit turn over (Kumar et al., 2016), The greatest challenge faced by the organization is competition which arises from similar organizations that seek to control the market. Competition is always increasing due to the increase in emerging organizations that rival the already existing ones. Innovation and efficiency of operation help to distinguish one organization from another especially through the outcome of such processes. Investment in new technology is a mandatory requirement even though it does not contribute to the reduction in the cost of production within the organization. The best strategy for the development of the contemporary organizations is to put emphasis on increasing the productivity of the acquired employees. Foremost, it is ensured that the employees have the required skills and knowledge that would enable to work with minimum supervision and produce the best outcome in the otherwise very competitive environment. (Kumar, et al., (2016). A study of the relationship between the performance of the employee and productive results into positive relation the need to control the productivity through means that increases performance (Kumar et al., 2016). According to Cesario and & Chambel (2017), the commitment of the employees should be increased beforehand, and then other investments would all bring out the best out of the activities done by the employees. Motivation and commitment are greatly related since a motivated employee is believed that would be greatly committed to their duty (Deepa and Kuppusamy, 2011). Most recent research studies seek to understand the association between commitment and motivation for the purpose of understanding the work environment better.

1.4 Significance of the Study

The primary objective of this study is to identify and understand the aspects that cause someone to be filled with passion and motivation observed in people especially in the line of duty. The contentment of the employees with the financial reward for work done and the conditions of work are probably the contributors to this commitment. The study also looks at the relevance of the older employees towards the attainment of the desired levels of productivity and improvement in skills and knowledge used at work.

Finally, this work aims at increasing the proof of the effects of motivation on commitment through the use of Abraham Maslows theory of need and the motivational theory factor by Herzberg.

2.0 Introduction

The research ideas for this study are mainly generated through the review of literature which gives perspective to the work of the author thus enabling us to see the relevance of certain works of research. Based on the work Saunders et at., (2012) the information required for good literature review can be derived from three different sources that are primary, secondary and tertiary. These sources are further divided as follows; primary include company Reports, theories, published source; secondary include Books, Internet, Journals, news; whereas tertiary sources include Abstracts, citation indexes, and Bibliographies. Literature review on this organization helps to understand the significance of the different perspective of authors on the issues of motivation and commitment to duty by the various employees within the organization. These studies help in understanding the factors that help to improve performance at any point within the organization. The top management is required to have a full understanding of the factors that helps to endorse motivation and employee commitment in HR practices to increase productivity and performance to increase the profit margins within Everyday Group.

The chapter reviews literature for this assignment related to the general aspect of employees commitment and the motivation that would achieve the best of performance within the company. The chapter would also have a thorough discussion of about the synopsis of motivation, and the various factors that cause increased performance, improved commitment to duty and the organizational commitment and relationship of the employee commitment according to three theory of commitment(affective, normative and continuance) ADDIN CSL_CITATION { "citationItems" : [ { "id" : "ITEM-1", "itemData" : { "DOI" : "10.1108/09534810810847020", "author" : [ { "dropping-particle" : "", "family" : "Parish", "given" : "Janet Turner", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" }, { "dropping-particle" : "", "family" : "Cadwallader", "given" : "Susan", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" }, { "dropping-particle" : "", "family" : "Busch", "given" : "Paul", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" } ], "container-title" : "Journal of Organizational Change Management", "id" : "ITEM-1", "issue" : "1", "issued" : { "date-parts" : [ [ "2008" ] ] }, "page" : "32-52", "title" : "Want to, need to, ought to: employee commitment to organizational change", "type" : "article-journal", "volume" : "21" }, "uris" : [ "" ] } ], "mendeley" : { "previouslyFormattedCitation" : "(Parish et al. 2008b)" }, "properties" : { "noteIndex" : 0 }, "schema" : "" }(Parish et al., 2008).Finally, a discussion of the main theories of motivation would be useful to the process of attaining the aims of this noble study. The theories discussed in this case include the Maslows Hierarchy of Needs, Herzbergs theory and Motivational Factors theory ADDIN CSL_CITATION { "citationItems" : [ { "id" : "ITEM-1", "itemData" : { "author" : [ { "dropping-particle" : "", "family" : "Maslow", "given" : "By A H", "non-dropping-particle" : "", "parse-names" : false, "suffix...

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