Motivation in the Workplace - Dissertation Example

Motivation is a psychological force that arouses the interest to work and different people are moved to act by different factors. This further enhances the challenge that organizations face. With the aim to ascertain how motivation affects the performance of employees in the workplace, three objectives and several research questions were presented in Chapter I. Based on a quality study comprising secondary data, all the study objectives have been achieved. The study finds that the primary motivation factors continue to be financial incentives regardless of age and sector. However, once the basic needs are satisfied, individuals differ across their needs and consequently, motivation and thereby performance. This is where managerial competence is required. The study also finds that managers themselves are either ill-equipped or not satisfied with the motivation they receive. Nevertheless, they try to apply the same motivation techniques with their subordinates, which they themselves aspire. These include autonomy, authority in decision-making, and transparency. The study also finds that linking financial incentives to performance usually does not work and other reinforcing factors such as appreciation, recognition, challenging assignments, and clarity of job role have a role to play in positively impacting employee performance. In addition, effective communication, involvement, higher expectations motivate and lead to higher performance.  Training is also critical to motivation and consequently employee performance. Transformational leadership has been identified as critical to managing employee motivation. The study concludes that motivation would differ across sectors and industries; it would also differ across individuals and their level of maturity. Therefore, there cannot be predefined motivation tools and techniques. However, managers would need to evaluate individual needs, talent, and what drives them to enhance their performance. The study finds a definite correlation between motivation and employee performance. However, financial incentives are superior to other forms of incentives at the beginning of an individual’s career. It is therefore recommended that managers should focus on individual employee needs and motivation. Effective communication, transparency, employee involvement, sharing of information, and honesty could help managers understand employee needs and implement the most suitable motivation technique.