THE ROLE OF MOTIVATION ON EMPLOYEE PERFORMANCE
ABSTRACT
Motivation are some things that moves the person to action and continues him the reason behind action already initiated. Motivation has the role to develop and intensify the desire of each member of the organization to figure effectively and expeditiously in his position. A impelled worker is responsive of the definite goals and objectives individuals ought to accomplish, thus individuals direct its efforts therein direction. worker motivation and performance are key factors in moving a business forward. workers are typically impelled otherwise and to develop a piece atmosphere that promotes motivation, organizations ought to grasp what’s necessary to their workers and so to emphasize these factors.
1.1 INTRODUCTION
Motivation is that the most vital factors powerful organizational performance. Employee motivation is one amongst the policies of managers to extend effectual job management amongst employees in organizations (Shadare et al., 2009). A motivated employee is responsive of the definite goals and objectives people should accomplish, so people direct its efforts in that direction. Employee motivation and performance are key factors in moving a business forward. Owners, managers and supervisors recognize positive motivation results in higher performance and better productivity however might accept the incorrect tools which will produce dissatisfaction among employees and leads to poor performance. Motivation increases the willingness of the staff to work, so increasing effectiveness of the organization.
1.2 DEFINITIONS OF MOTIVATION
According to Society for Human Resource Management (2010), motivation is generally defined as the psychological forces that determine the direction of a person”s level of effort, as well as a person‟s persistence in the face of obstacles. The definition of the Society for Human Resource Management (SHRM) is adopted. Thus, following the Society for Human Resource Management (2010) definition, this study working definition of motivation is: “The psychological forces that determine the direction of a person’s level of effort, as well as a person’s persistence in the face of obstacles”.
1.3 OBJECTIVES
• To know the monetary and non monetary factors.
• To know the satisfying and dissatisfying factors .
• To know the factors motivate employees performance.
• To give findings and suggestions based on the study.
1.4 SCOPE AND SIGNIFICANT OF THE STUDY
Motivation has emerged as one of the most important aspects of job that ensures long term association of employees with the organization. It is essential for the organization to develop quality relation between its employees and working environment because now-a-days, demanding of job creates to job pressure and conflicting interests.
1.5 COLLECTION OF DATA
The data is collected through primary and secondary sources.
Primary data
Primary data was collected from the respondents using structured questionnaires, which was prepared in such a way that, it enables the respondent to express their opinion freely and frankly and collect data from 85 respondents.
Secondary data
Secondary data was collected from different published and unpublished research reports, text books, magazine, journals, articles, website etc.
1.6 LIMITATIONS
· Sample size is limited to 85 teaching staff.
· There may be errors due to the bias of the respondents.
· Due to time constraints and busy schedule of teachers, it was difficult to interact with them completely.
· The study is limited to un aided teaching staff in Palakkad district. There for the findings of the study cannot be extended to other areas. Monetary motivators versus non-monetary motivators
Workplace motivators embrace each financial and non-monetary incentives and also the purpose of financial incentives is to reward workers for glorious job performance through cash. Monetary incentives embrace percentage, project bonuses, stock options and warrants, scheduled bonuses (e.g., Onam, Christmas and performance-linked), and additional paid vacation time. These have helped maintain a positive motivational surroundings for workers (Kepner, 2001). The purpose of non-monetary incentives is to reward workers for glorious job performance through opportunities and non-monetary incentives embrace versatile work hours, training, pleasant work atmosphere, and sabbaticals. Generational non-monetary incentive differences are affected by career stage and proximity to retirement. The older the employees, the more the focus are placed on retirement or supplementing retirement income with part-time or temporary jobs. The younger the employees, the more the focus are placed on job satisfaction and the work environment.