Literature Review On The Impact Of Motivation On Employee Performance

Literature Review On The Impact Of Motivation On Employee Performance-59
On a daily basis, banks are involved in various activities that require appropriate manpower and a highly effective team to function effectively.As such, corporate goals are set and translated into viable realities only when employees play their due roles in achieving desired results (Ovadje and Ankomah, 2001).Motivation refers to the initiation, direction, intensity and persistence of human behavior.

On a daily basis, banks are involved in various activities that require appropriate manpower and a highly effective team to function effectively.As such, corporate goals are set and translated into viable realities only when employees play their due roles in achieving desired results (Ovadje and Ankomah, 2001).

It also involves recruiting and selecting people, training and developing their capabilities, motivating and compensating their services vis-à-vis the job and organisational requirement (Harzing and Ruysseveldt, 2009).

The assertion that employee’s performance is directly related to employees’ motivation has been corroborated by different management theories (Nohria et al, 2008).

Over time, it has been established that the main problem towards an effective motivation system is the ability for managers to examine and analyse the employee’s needs.

Furthermore, there exist some contradiction between employee’s identification of his/her need and the company’s identification of the employee’s needs.

CHAPTER ONE: INTRODUCTION 1.1 Background One of the major concerns of the organisation is its profitability, hence the need for efficiency.

In this era, organisations are in a continuous state of competition and this has intensified the need to improve employee’s performances and invariably that of the organisation (Barney, 1995).

Extrinsic Motivation Extrinsic motivation means that the individual's motivational stimuli is coming from outside.

In other words, our desires to perform a task are controlled by an outside source.

The first view focuses on Taylorism, which viewed people as basically lazy and work –shy”, and thus held that these set of employees can only be motivated by external stimulation.

The second view was based on Hawthorn findings, which held the view that employees are motivated to work well for “its own sake” as well as for the social and monetary benefits this type of motivation was internally motivated.” Pinder described work motivation as “the set of internal and external forces that initiate work-related behavior, and determine its form, direction, intensity and duration”.

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