Employee motivation 0

EMPLOYEE MOTIVATION
Extrinsic Motivation Improves Employee
Performance & Factors Influences Employee
Motivation

STUDENT NAME

10/31/2018
 Employee Motivation 1

Motivation is an essential element, which ensures smooth functioning of every individual. In

employee concern, the types of motivation, which values their performance, are the intrinsic

motivation which, generates enough satisfaction along with the improvements in their

presentations while extrinsic motivation that empowers them to earn enough money.

Accordingly, the combination of both leads a positive effect over the working conditions of

the employees (Jian, Ying, Yahui, and Zhenxing, 2016). While intrinsic motivation is within

the individuals in a form of intangibles, which simply strive towards a goal for personal

satisfaction, whereas extrinsic motivation drives from external monetary rewards and praise,

which are required for an achievement gained in a particular goal. Subsequently, a motivation

within employee generates and maintains stability, helps organisation for incrementing their

reputation and leads to improve productivity and future trends (Kimberly, 2017). This

discussion is focusing on highlighting the amalgamation of these aforementioned concepts of

employee performance and Motivation.

Before going into the detailed analysis of stated topic, it becomes important to attain clarity

on what exactly employee performance and motivation stands for. Employee performance

can highly be effective through extrinsic motivation because it highlights the reward driven

behaviour, which entails a positive relation between work motivation and job performances

(Buckley, 2018). In an organisation concern, it is mandatory to motivate employees, if they

are motivated during their working hours their performance, attitude and interest will

improve. The main goal of an organisation is to generate profit and this can only happen

when, workforce will be motivated to achieve specific organisational goals (Burrage, 2016).

Job performance measures the profit turnover earned by organisation; it also reflects the

performance of the employees as it has the direct relationship with it. If performance of

employee is low in an organisation then the turnover will also be low and if the performance

increases it will ultimately double the profits of an organisation. Therefore, to make

 Employee Motivation 2

employee more motivated they are rewarded monetarily and on the other hand the employee

who do not perform well are communicated privately and further encourages them to perform

efficiently (Rich, Lepine, and Crawford, 2010).

Biggest challenge all over the world is doing business, one can start with their business but

over time, positive results are mandatory. The highly challenging competitive global market

affects the productivity in long run and motivates employees, which helps in delivering a

huge value to organisation. Along with this, firming and maintaining the revenue growth of

the organisation. Hence, Managers have to apply creative ideas to consistently keeping their

employee motivated as much as possible (Llopis, 2012).

Problem background states that extrinsic motivation has positive impact on employee

performance including increments in retention rates, customer satisfaction, profitability,

productivity and overall successful organisation performance (Bell, 2017). Motivated

employee will always be willing to take assignments that will generate high quality of work,

which will be creative enough, persistent and productive. Similarly, motivation is that energy

which flows from managers to employees towards performing certain action. This ensures

that extrinsic motivation strengthen the willingness of the employee towards their work and

increments the organisations effectiveness and competence. Insiders of organisation want an

assurance that the direction of their employees behaviour and performance should go, hand in

hand within organisation (Robescu and Lancu, 2017).

In current competitive business environment, organisation faces many challenges, getting the

right employee and retaining them is the most important one. Thus, Motivation is a single

factor out of many, which wholly affects the performance of the employee and makes it

easier for the organisation to retain them. In addition, if an employee is having a high

performance due to high extrinsic motivation, it will leads to generation of more and more
 Employee Motivation 3

profits for the organisation and thus, improvises the reputation of the organisation. However,

more of extrinsic motivation can majorly affects the intrinsic behaviour, as they will not

receive the expected rewards and thus, it will lead to discouragement and dissatisfaction

among the employees and eventually it will hamper growth and goodwill of the organisation

(Law, 2016).

In relation to the above paragraphs, extrinsic motivation helps the employees in satisfying

their basic needs and with time, the level of needs keeps on increasing. Therefore, it has

examined that the extrinsic motivation helps in fulfilling the basic needs of employees

whereas inclusion of intrinsic motivation helps to fulfil the other needs of employees (Rath,

2015) this is further, explained through two-factor theory by Herzberg.

(Source: Teeboom, 2018)

This theory highlights the two factors, which are motivation and job satisfaction. Herzberg by

critically analysing that people is experiencing their good time with the bad time in their jobs.
 Employee Motivation 4

In addition, based on this he developed a theory, which depends on two factors. Factors for

satisfaction are the motivators and satisfiers whereas; factors for dissatisfaction are the

hygiene factor and dissatisfiers. Performance, recognition, job status, responsibility and

opportunities all fall under motivators and satisfiers. Hygiene factor is all about salary,

internal relationships with colleagues and affects the relationship between the supervisor and

employees.

During analysing Herzberg theory says that is not conclusive because the professional and

the well skilled workers likes more responsibility and challenging jobs whereas the unskilled

and the lower class people they are more relied on pays and the other factors. Other factor is

job enrichment in which company gives more focuses on giving responsibility to their

employees and ignores job satisfaction. However, managers should restructure their jobs in

order to increase job satisfaction (Teeboom, 2018).

According to me, company at initials should focuses on hygiene factor of motivation in order

to improve the employee performance and as the employees job get secured they should start

focusing on motivational factor. It is every important at the starting stage of employees to

have motivational hygiene factors.

From the above paragraphs, it is determined that, in monetary term employee performances

will definitely airstrike the stars because when they are motivated extrinsically it highlights

the reward driven behaviour, which entails a positive relationship between work motivation

and job performances. Accordingly extrinsic motivation is not enough to gain other benefits

of the organisation, intrinsic motivation within employees is must because they have more

purposeful and meaningful job drives. Therefore, extrinsic motivation has a great impact over

the employee’s performance, which not only benefits them individually in monetary terms,

but also they help the organisation to earn more and more profits. Consequently, extrinsic
 Employee Motivation 5

motivation within employee generates and maintains stability, helps organisation for

incrementing their reputation and leads to improve productivity and future trends (Ingram,

2009).

People think that earning money is the only motivational tool, which an organisation uses to

upgrade the employee as well as organisation performance but other than this, there are many

other factors, which influences the employee’s motivation. Along with this, they ensure that

the work done by them is on time and better quality of work (Srivastava, 2016). She states

that only earning money cannot be the tool of motivation, at some particular time employee

do need recognition, job status, responsibility and better performances. Hence, after

analysing, even I think at particular point, for an employee, job status and recognition matters

the most in comparative to the salary and internal relationship with supervisors. Status and

recognition acts as a good motivator for improving the employee performances within an

organisation. By giving a prominent view, money at initial stage is require by every

individual but contradictory to it certain satisfactory motivation aspects cannot be ignored

likewise,

Good relationship with the co-workers directs them to work in unity, have respect for each

other, and add values to the organisation. It directs employee to feel more relaxed and entails

a proper authority and responsibility towards work. Other factor is about leader key role, in

which leader who performs leadership maintains a conducive environment. Basic motive of

the leader is to support, respect, and honour, maintains culture within the organisation and

with its work force; too this motivates the leaders to work with more responsibility (Tracy,

2013).

The other contradictory point of view talks about significant power of success, which is

career advancement, if an employee is more dedicated towards his/ her work for an
 Employee Motivation 6

organisation over years he/she should be definitely be rewarded for job performances. In

addition, organisation should give them a chance to upgrade corporate ladder so they can

push themselves towards their achievements along with the accomplishment of organisation

goals. This provides the opportunities to the employees to explore globally and enhance their

personal growth. Main heads or the supervisors should ensure by taking notes in

consideration the efforts of employees and generate opportunities of growth for them

(Thomas, 2009).

According to me, Job security is also generally needed by people in their life which gives

them a sense of stability, this can be achieved when people with their proper efforts towards

their work generates appreciation and an image of stability. Workplace incentives also

generate or influence the employee motivation and add to the tranquillity of the organisation.

A culture, which affects the knowledge sharing, proper communication, respect, helping

hands, leads to the flexibility to engross mistakes and make more elasticity in working within

an organisation and motivates employees to remain associated with the organisation (Turner

and Cheng, 2017).

Other factor, which affects motivation, is learning and development opportunities. This helps

in guiding and educating employees. Thus, progress for positive relationship between

employees and the organisation is must. This entire thing requires desire of learning, craving

for acquiring new skills, which helps in continuing personal development, stimulate higher

performance and improve engagement with company. They also opt for different

development opportunities which company offers at every level, right from learning and

adopting positive results from internal and external programmes and mentorship to which

not only benefits to individual at large but also the company (Michael, 2011).
 Employee Motivation 7

Business runs on responsibilities, efficient structure and processes, which are diversified

within employee, which in turns the business conditions upside down and encourages the

higher performance not only for themselves but for company too. Wholly and entirely if an

individual sees, employees spent almost one–third of their day at work, for this the company

is highly responsible for the personal challenges and tough time which an employee faces.

Consequently, company should support its employee members through different motivation

techniques, understand them and their problem and take relevant steps to solve their issues

(Stallion, 2017).

Certain companies have their own regulations and codes of conduct, which are predestined to

support employees in their difficult times like when grief strikes which falls under “work-life

stability” umbrella. All such acts made by the company build trust and generates loyalty

within employees. With such assistance, employees return stronger and more committed

towards work. Other than monetary benefits, company do appreciates non- monetary aspects

by targeting the need of self-actualization, this highlights the meaning behind the work

performed by the individual, creation of ethics, morals and CSR strategy encourages and

guide the employees in search of the meaning towards their work. They have shown the role,

which they play is so mandatory for the organisation and their overall working are considered

and are linked with the organisation’s vision, mission and values, which completely and

positively contributes to the society (Stallion, 2017).

This proofs that a balancing work and personal life that motivates more to employees towards

their work. However, it varies from person to person, some employee need monetary

satisfaction to get motivated and some need more career advancements opportunities to get

motivated so every individual have their different motivation techniques to get linked with

the organisation and to achieve success in both the personal and the organisational aspects.

Some researchers have highlighted that if the current success of an employee is at star,
 Employee Motivation 8

company should promote them for promotion that automatically motivates them to work even

harder for themselves for star airstrike (Thomas, 2009).

Certain guidelines, managers and one on one-communication sessions with their employees

also helps in maintaining motivation. Spending quality time with the employees act as huge

enabler for understanding their current motivator’s traits and helps in clarifying the

techniques to be opted to ensure more dedicated employee in future. An overall achievement

made for the organisation, along with this company should also know about the individual’s

strength and weaknesses and thus the company’s culture should formulate so completely that

they should act as good motivation and winning team too (Tracy, 2013).

Overall motivation of employees has entirely based on the success of the organisation. A

current accomplishment of business generates trust in the mind of the employees, where will

the business go in near future surely motivates employees. On personal grounds, individuals

do think of the organisation’s name and fame, which motivates them to work even harder for

the company so that it can enhance its personal growth and leads to the increment in

recognition of the organisation (Rath, 2015).

From the discussion of the above paragraphs, it is determined that extrinsic factors partially

motivate the employees. In order to improve, the overall efficiency of the employees the

company needs both intrinsic (inside motivation comes from promotion, rewards) as well as

extrinsic motivation (outside motivation comes from monetary benefits, fame, praise), which

ultimately leads to the success of the organisation.

 Employee Motivation 9

References

Bell, C. (2017) Top 9 factors that impact employee motivation [Online] Available from:

https://www.m3ssolutions.com/article/top-9-factors-impact-employee-motivation/201

[Accessed 01/11/18]

Buckley, D. (2018) 9 types of motivation that make it possible to reach your dreams. [Online]

Available from: https://www.lifehack.org/articles/productivity/6-types-of-motivation-

explained.html [Accessed 1/11/18]

Burrage, M. (2016) 5 things that motivate your employees more than money [Online]

Available from: https://social.hays.com/2016/04/26/5-things-that-motivate-your-employees-

more-than-money/ [Accessed 01/11/18]

Ingram, D. (2009) the advantages if intrinsic and extrinsic motivation [Online] Available

from: https://smallbusiness.chron.com/advantages-intrinsic-extrinsic-motivation-11246.html

[Accessed 01/11/18]

Jian, Z., Ying, Z., Yahui, S., and Zhenxing, G. (2016) the different relations of extrinsic,

interjected, identified regulation and intrinsic motivation on employees’ performance.

Management decision, 54(10), pp. 2393-2412.

Kimberly, K. M. (2017) extrinsic work values and feedback: Contrary effects for

performance and well-being. Human relations, 70 (3), pp. 339-361.

Law, C. C. H. (2016) Using bonus and awards for motivating project employees. Human

resource management international digest, 24(7), pp.4-7.

Llopis, G. (2012) The top 9 things that ultimately motivate employees to achieve [Online]

Available from: https://www.forbes.com/sites/glennllopis/2012/06/04/top-9-things-that-

ultimately-motivate-employees-to-achieve/#25978552257e [Accessed 01/11/18]

 Employee Motivation 10

Michael, R. (2011) Motivating factors: instead of guessing what motivates individual

employees, managers should start out by asking them. Training, 48(4), pp. 48.

Rath, T. (2015) the only type of motivation that lead to success. [Online] Available from:

https://www.fastcompany.com/3047370/the-only-type-of-motivation-that-leads-to-success

[Accessed 1/11/18]

Rich, B. L., Lepine, J.A., and Crawford, E.R. (2010) job engagement: Antecedents and effect

of job performance. Academy of management journal, 53(3), pp. 617- 635.

Robescu, O., and Lancu, G.A. (2017)The effect of motivation on employees performance in

organisation. DE Gruyter.7 (2), DOI: https://doi.org/10.1515/vjes-2016-0006

Srivastava, R. (2016) Impact of employee motivation on job performance. People matters

[Online] Available from: https://www.peoplematters.in/performance-management/impact-of-

employee-motivation-on-job-performance-

14553?utm_source=peoplematters&utm_medium=interstitial&utm_campaign=learnings-of-

the-day [Accessed 01/11/2018]

Stallion, A. (2017) Is it possible to take employee performance to the highest level with

motivational speakers? [Online] Available from: https://gethppy.com/employee-

engagement/employee-performance-with-motivational-speakers [Accessed 01/11/18]

Teeboom, L. (2018) Herzberg & Taylor’s theories of motivation [Online] Available from:

https://smallbusiness.chron.com/herzberg-taylors-theories-motivation-704.html [Accessed

1/11/2018]

Thomas, K. (2009) the four Intrinsic rewards that drive employee engagement. Ivey Business

Journal [online] Available from: https://iveybusinessjournal.com/publication/the-four-

intrinsic-rewards-that-drive-employee-engagement/ [Accessed 01/11/18]

 Employee Motivation 11

Tracy, B. (2013) The four factors of motivation. American management association [Online]

Available from: https://www.amanet.org/training/articles/the-four-factors-of-motivation.aspx

[Accessed 01/11/18]

Turner, A., and Cheng, M. (2017) how does intrinsic and extrinsic motivation drives

performances culture in organisation. Cogent education, 4(1), Doi:

10.1080/2331186X.2017.1337543

https://www.tandfonline.com/doi/full/10.1080/2331186X.2017.1337543 [Accessed 01/11/18]