Influence Of Motivation On Job Performance

Concept of Motivation

Discuss about the Influence of Motivation on Job Performance.

Due to the effect of globalization, there has been advancement in the field of technology. These advancements in the technology took the business to its heights by demanding more efficiency and productivity in the business. The enhancements in the efficiency in business are the resultant of the increase in performances that will help in meeting the challenges to take the business ahead in the competition. Therefore the increase in the performance of the employees of the organization is much important for getting better outcomes for the development of the organization (Buchanan, 2012). That is the reason job performance can be better described as the crucial part of the psychological condition of the organization. It can be said as the performance of the employees in the organization which is directly related to the outcome of the organization. As per Karen Jacobs et al., job performance can be described as the exact action of an individual in the completion of the task or job. He has defined job performance as the process of reaching the goal of an individual within its job role in an organization (Dent & Whitehead, 2013). Similarly, job performances were said to be individual dependent by Campbell. He described that the performance of an individual in an organization is something that can be done by that individual only for the achievement of success.

Motivation is the word showing various meanings according to the context and situation. In this context, the concept of motivation is the action taken by the higher officials of the organization to have the encouragement in the employees of that organization. So motivation is such an action that makes the individual to get a motive to act upon the work. As per the study of Garrison et al., motivation can define as the particular attribute that gives the instinct of whether to do or not to do a particular work (Owusu, 2012). In other words, Guay et al. have defined the motivation as the term that is somehow meant the reasons that show the behaviour. But while going through the organizational context or workplace, the term motivation has been defined as the behaviour of an individual in the organization for having a purpose to achieve some particular needs of the organization by Williams (Onanda, 2015). Similarly, some other authors had described it as the force that drives the individual or the employee in fulfilling the goals of the organization. The amount of motivation within the employees makes the fulfilment of the commitment of the organization simultaneously giving them their identification in that organization (Muogbo, 2013). The achievement of the goals of the organization makes the connection of the employees with the organization very good. In detail, it can be said that the motivation in the employees of the organization makes up the interests of the employees for their job which enhances the job performances that increases the outcome of the organization. That is the reason motivation can also be defined as the activity that basically concerns about the attitudes of the individual or employee which gives rise to the action of completion of goals.

Impact of Motivation on Job Performances

Organizations usually face a very strong environment of pressure in the competitive market to carry out the efficiency in the products and to get back the value of the product. For this reason, the employees of that organization make up their belief in the completion of goals to enhance the value of the organization (Kleinbeck, 1987). Due to this, the employees go through a motivational process which makes them change their attitude in the completion of the task or job. This process will also take up to the satisfaction of the employees in their job role.

To explain this relation of motivation with the job performances or the impact of motivation on job performances, there is the existence of such theory. Such a theory is the Maslow’s Hierarchy of Needs. This particular theory has been formulated in the year 1943 in the paper “A Theory of Human Motivation” by the psychologist Abraham Maslow. He had described in his theory regarding the focus of the employer on the basic needs of the employees which will make them feel motivated (Buchanan, 2012). It was discussed in the theory that if the needs of the employees had been fulfilled it will make them sincere in achieving the goals of the organization and taking the organization to higher levels. For this reason, Maslow in is theory made a hierarchy of the needs of the employees which are required to get fulfilled. Those are the physiological needs, safety needs, love or belonging needs, esteem needs, and self-actualization needs. This hierarchy of needs is arranged in such an order that it meets all the basic needs of the individual.

Physiological needs cover up the needs those required by the individuals for survival. In the same way, the safety, esteem, and love or belonging needs take the matter of securities along with feeling confident in the organization and fulfilling the personal needs respectively. The last one is the self-actualization which means the fulfilment of the desire of the employee to achieve the every possible goal as much as he can for better outcomes of the organization (Dent & Whitehead, 2013). The completion of the hierarchical base of needs of the employee of an organization creates a satisfactory environment within the organization. This satisfaction within the employee motivates them to work hard with confidence for the achievement of the goals.

Therefore the theory of Maslow Hierarchy has shown that the motivation in the employees came out from the satisfaction of the employees in their job role which creates a positive impact on the job performances of the employees. There must be the action of the motivation of employees within the organization which will be helpful in churning out the decreased amount of performances (Jiang et al., 2012). The motivated employees were much aware of their self-actualization and kept their actions consistent with achieving the goals of the company. Hence it can be said that there is having much influence of motivation on the job performances of the employees of the organization.

Relationship Between Motivation and Job Performance

Motivation and job performance both in a combination works out for the growth of the organization.

JOURNALS	DETAILS OF THE JOURNALS
Onanda, B., 2015. The Effects of Motivation on Job Performance A Case Study of KCB Coast Region. International Journal of Scientific and Research Publications.	The article shows the case study and its results of the investigations that have been done to check out the effect of motivational process on the performances of the organization.
Muogbo, U.S., 2013. The Influence of Motivation on Employees’ Performance: A Study of Some Selected Firms in Anambra State. AFRREV IJAH: An International Journal of Arts and Humanities, 2(3), pp.134-151.	The article focussing towards the influence of motivation upon the performances of the employees of some of selected forms of Anambra State (Muogbo, 2013).
Kleinbeck, U., 1987. The effects of motivation on job performance. InMotivation, intention, and volition (pp. 261-271). Springer Berlin Heidelberg.	The article goes through the documentation basing upon the literature work which is showing the influences of the motivation on the employees of the organization and which directs the process leading to action of performances in employees.
Owusu, T., 2012. EFFECTS OF MOTIVATION ON EMPLOYEE PERFORMANCE: A CASE STUDY OF GHANA COMMERCIAL BANK, KUMASI ZONE (Doctoral dissertation, Institute of Distance Learning, Kwame Nkrumah University of Science and Technology).	This article pays attention towards the process of fulfilment of the goals of the organization. It is mentioned in the article regarding the demands of the employee to enhance their motivation that will increase their performances .
Uzonna, U.R., 2013. Impact of motivation on employees' performance: A case study of CreditWest Bank Cyprus. Journal of Economics and International Finance, 5(5), p.199.	The article mentioned here focus on the working procedure of the management that will enhance the process of employee motivation which will eventually increase the job performance by satisfying the employees of the organization (Uzonna, U.R., 2013).

In the first article, Belly Onanda had gone through an investigation on the employees of an organization. There he had selected few branches, i.e, 7 KCB branches in the country of Mombasa, where he had studied the effect of the motivational activities. The effect of these motivational activities had been checked to evaluate the performances of the employees of that organization. Therefore the investigation that the author carried out here showed that the organization is going through many efforts which will make their employees motivated which will turn the decreased performances into increased one. Thus the study that the author had carried out made great achievements by having motivation with the employees which will make the organization to make their stand amongst the competitors by enhancing the performances. Similarly, in the second article, the author US Muogbo had gone through the details of the motivational activities that are having their importance in enhancing motivation. In this article, author had discussed in detail regarding the intrinsic and extrinsic motivation which affects the performances of the employees in its own ways. The author in this study took the population of around 100 workers working in the manufacturing forms of State of Anambra (Muogbo, 2013). The work in this article is majorly involved in describing the statistics of the influence of the motivation on the work performances of the organization. Here the effects of both intrinsic and extrinsic motivation are shown, but the performances of the employees are irrespective of the intrinsic or extrinsic motivation. The important part is only motivation that enhances the performances of the employees. Therefore the author of this article found out that the employers are very much concerned regarding the performances of the employees and that is why very much active in regulating the rules and policies that are enhancing the performances.

The author of the third article is U. Kleinbeck. Here there is the documentation of the literature work that the author has done to evaluate the influence of motivation on the job performances of the employees (Kleinbeck, 1987). The article gave the statement that the motivation can be said to be as the action that is goal directed which also enhances the performances going through the theories to mention the relationship between the motivation and performance. Coming to the fourth article, it was studied by Thomas Owusu. In this article, he had gone through case study and effects of motivation on the performances of employees of Ghana Commercial Bank of Kumasi Zone (Owusu, 2012). He had discussed in this article regarding the relationship between the performances of employee and corporate which needs promotion and regular motivation of the employees. The last article is also a case study done by Ukaejiofo Rex Uzonna, in which there is the description of the working procedure of the management in keeping their employees in control (Uzonna, U.R., 2013). The article focuses on the satisfaction of the employees by going through motivational activities which makes the organization in achieving its goals with high level of performance and much efficiency. 

Journals

Motivation influences Job Performance in that case where there are less consideration of hygiene factors than motivational factors.

Conclusion

From the above sources and the studies, it is very much clear that there has been a deep relationship between the motivation and job performances of the employees of an organization. It is evident from the studies that the motivated employees contribute towards the increase in performances of the organization, hence taking the organization to a high level by achieving the required goals. The study also shows that the quality of the service and the profitability of the organization can be uninterrupted if the employees of that organization are highly motivated. Therefore from this study, it is clear that motivation has a positive and significant influence on the job performances of an organization. 

References 

Buchanan, D., 2012. Organizational Behaviour at Cranfield University School of Management. He has a doctorate in Organizational Behaviour from Edinburgh University and is author/co-author of over two dozen books, including The Sage handbook of organizational research methods (with Alan Bryman, Sage. Leadership in the Public Sector: Promises and Pitfalls.

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Jiang, K., Lepak, D.P., Han, K., Hong, Y., Kim, A. and Winkler, A.L., 2012. Clarifying the construct of human resource systems: Relating human resource management to employee performance. Human Resource Management Review, 22(2), pp.73-85.

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Kleinbeck, U., 1987. The effects of motivation on job performance. InMotivation, intention, and volition (pp. 261-271). Springer Berlin Heidelberg.

Kapp, E.A., 2012. The influence of supervisor leadership practices and perceived group safety climate on employee safety performance. Safety science, 50(4), pp.1119-1124.

Mowday, R.T., Porter, L.W. and Steers, R.M., 2013. Employee—organization linkages: The psychology of commitment, absenteeism, and turnover. Academic press.

Muogbo, U.S., 2013. The Influence of Motivation on Employees’ Performance: A Study of Some Selected Firms in Anambra State. AFRREV IJAH: An International Journal of Arts and Humanities, 2(3), pp.134-151.

Onanda, B., 2015. The Effects of Motivation on Job Performance A Case Study of KCB Coast Region. International Journal of Scientific and Research Publications.

Owusu, T., 2012. Effects of Motivation on employee Performance:A case Study of Ghana Commercial bank,kumasi (Doctoral dissertation, Institute of Distance Learning, Kwame Nkrumah University of Science and Technology).

Resick, C.J., Giberson, T.R., Dickson, M.W., Wynne, K.T. and Bajdo, L.M., 2013. Person-Organization Fit, Organizational Citizenship, and Social-Cognitive Motivational Mechanisms. A. Kristof-Brown, y J. Billsberry, Organizational Fit: Key Issues and New Directions, pp.99-123.

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Yidong, T. and Xinxin, L., 2013. How ethical leadership influence employees’ innovative work behavior: A perspective of intrinsic motivation. Journal of Business Ethics, 116(2), pp.441-455.

Uzonna, U.R., 2013. Impact of motivation on employees' performance: A case study of CreditWest Bank Cyprus. Journal of Economics and International Finance, 5(5), p.199.