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Organisational Behavior and Analysis: The Importance of Motivation - Literature review Example

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The writer of the following review seeks to investigate the potential of effective employee motivation in regards to organizational productivity. The writer concludes that the presence of an efficient financial reward system is highly required for maintaining the satisfaction of employees…
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Organisational Behavior and Analysis: The Importance of Motivation
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Download file to see previous pages Through motivation, employees strive to perform at their best. Motivating employees is definitely a challenging task for any organization. Hence, financial rewards deliver an actual method to inspire and compensate the employees and tap them for better and exciting activities (Kohn, 1999). Rewards According to Janet Spence (1971), rewards tend to have a positive impact on motivation which involves the performance of employees to a large extent. Rewards serve as motivations for employees in an effort to inspire them in various methods such as altering job positions, reorganizing job plans, developing working situations, and ranges of other activities (Kohn, 1999). The idea and prerequisite for motivation have been enticing much attention in the continuous change of business situation, altering technologies in the area of business and increasing difficulties. These aspects generate interference on the performance and on the level of proficiency of employees. Therefore, motivation helps to maintain the level of proficiency as well as improve and even develop the performance of the employees to a significant extent. Traditionally, it has been observed that in the context of motivation, the rewards play a significant part. However, the usefulness of rewards should be established as well. For any organization, rewards can be of two types, i.e. intrinsic reward and extrinsic reward (Kohn, 1999).
Intrinsic motivation is demarcated as conducting an activity for intrinsic fulfillment rather than some distinguishable significance. When the employees are motivated intrinsically, they begin to act for excitement or challenge involved in their assigned tasks rather than due to external reasons, stresses or rewards. According to Hull (1943), a type of employees’ behavior is the consequence of the motivation that was delivered by emotional forces, and the intrinsically motivated activities were specified to be those activities which offered the satisfaction of the intrinsic emotional requirements. Employees have been witnessed to be motivated by satisfying their individual and inner requirements such as a requirement for liberation, skill, positive relationship, and better working environment in an organization (Ryan & Deci, 2000). Intrinsic motivation is a vital instrument for open-ended intellectual improvement as it is the driver of impulsive assessment and curiosity. Intrinsic form of rewards can be stated as an internal procedure of rewards which is experienced by an employee while undertaking a particular task such as new challenges, modification of work or task on the positive achievement of objectives, positive gratitude and sympathetic attitude of the company. To some extent, the financial contemplation or pay benefits does not work well as a motivator after surpassing a certain level of survival. In those conditions, the intrinsic features or elements swap the extrinsic aspect and act as robust and efficient motivators for employees (Ryan & Deci, 2000).  ...Download file to see next pagesRead More
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