HR Performance Issues and Motivation - Essay Example

On the other hand, disgruntled employees led to low productivity and work absenteeism. According to a research by Hellriegel and Slocum (2009), organizations need to realize the importance of determining the relationship between job motivation, work performance, and satisfaction. Organization’s workplace settings offer a significant effect on the behavior and productivity of staff members. The need to attend to work life quality within organizations is a crucial part of understanding the link between these three variables.

Managers have to play their roles in comprehending this issue also. The Human Resource department is directly linked with the needs of staff members and ought to be on the forefront to create awareness on motivating its staff. Creating a personal bond with employees is one way of motivating their work life. Making them feel more than employees is a key element in attaining this aspect. Creating job opportunities that match the knowledge and qualification of employees also leads to them being highly motivated and satisfied with their supervisors and the organization as a whole.

A link between motivation and performance lies in the employer’s capability to ensure that the employee is motivated and satisfied. It is up to the employer to hand the employee with sufficient tools and capacity to achieve the organization’s objectives and reward the employees satisfactorily good. Employees, on the other hand, are obligated to work reasonably to elevate the productivity of the organization (Daft, 2011). Types of motivations in a job setting can be activated by either intrinsic or extrinsic factors.

An example of intrinsic motivators includes recognition, growth, and responsibility while extrinsic ones are policy, safety, security, and salary. Failure to meet quality work standards is one example of a performance issue that results from, lack of