Discuss about the Employee Motivation Performance of Individuals .
Employees are always looking for the best-paying jobs in their career. Individuals who are not satisfied with the salary they are paid with their employers always look for alternative job opportunities in competitive organizations that offer a better salary. Employees who are not contented with their salary are less motivated and delivers poor performance in their Job description. Money motivates individuals. This fact plays a prominent role for the organization management team to develop effective employee motivation strategies. Money and other financial services such as the provision of healthcare services and bonuses are the best employee motivation schemes that improves productivity and performance of employees in their workstations. Employee satisfaction increases the productivity and performance on a departmental level. Employees can be motivated by other financial services that include, promotion, provision of access to healthcare services, provision of bonuses and paid vacation leave. Employee motivation gives individuals a sense of belonging to a company and creates a home away from home feeling for employees which intern generate profits to the company through the increase of productivity and performance in all departments within organizations.
The three major theories that explain strategic plan of employee motivation in organizations are, “McClelland’s Achievement Motivation Theory, Maslow Hierarchy of Needs Theory and Mc Gregor’s Theory of X & Theory Y”.( Mind Tools 2015).
Mc McClelland’s Achievement Motivation Theory
McClelland’s Achievement Motivation Theory can also be called the three needs theory. This theory focuses on the Acquired, motivation and learned needs as motivational factors of motivating employees. Individuals are motivated by different needs. Some appreciate being motivated in presence of crowds while others prefer being motivated privately. McClelland’s Achievement Motivation Theory explain that the most effective employee motivation strategy relies on feedback from the employees regarding challenges they face at work and also possible financial strains that distract them from performing well at work.
The Theory of needs was developed by Abraham Maslow. This theory explains that the best monetary and financial motivations are offered depending on employee’s social, physical, cultural and financial need. Employee’s social, physical and cultural needs can be classified into safety needs, physiological needs, need for belonging, self-acquisition and self-esteem needs. McClelland’s Achievement Motivation Theory is a learned theory and it involves engagement of the management team to communicate with its employees to identify their special needs thus, making effective employee motivation decisions to empower unmotivated individuals in companies and organizations.
McClelland’s Achievement Motivation Theory explains that regardless of employee’s age, culture or gender, individuals have one key dominant motivation driver. Key motivational driver depends on the life experience and culture of employees. The major dominants factors that affect employee motivation are achievements at work, affiliation, and influence of power. Some employees will be motivated when they achieve or accomplish challenging goals in the organization. Such employees should be rewarded using monetary and other financial rewards to enable them to maintain consistency in generating excellent performance at their workstations. Other employees get motivated when they are shown a sense of belonging. “The management team can show their employees a sense of belonging by giving them good health care plan and by creating a safe working environment for their employees”. (Yurtseven, G. 2012). In some instances, employees are motivated when they are given the power to influence and control others. The management team can promote the best performing employees to superior levels when there is a need to conduct internal appraisals as a motivational factor to encourage the best-performing employees to continue working hard towards achieving the organization goals and targets.
Effective goal setting theory was developed in 1979 by Stephen & Murry. The theory explains that “performance and motivation are effective when the management team develops competitive goals to its employees”. (Goddy, I. (2014). Difficult goals push employees to their best abilities and results to positive returns in productivity of a company. Goal setting theory also explains that simple/ easily achievable goals make employees reluctant and in most situation, does not yield great performances as compared to challenging organizational goals. When goals are achieved, employees deserve monetary or other financial motivations to reenergize their efforts.
Equity theory explains the perception of employees on how they are treated compared to other employees. Employees tend to discuss their salary, bonuses and other financial compensation when they are off duty with their colleagues. Equity theory explains that “effective employee motivation should be done depending on factors such as education qualification, experience, and efforts of employees towards achieving organizational goals”. Goddy, I. (2014). In any instance an employee might raise a concern about getting an inequitable reward, the management team is expected to revise their monetary or financial rewards offers to such distinct employees. Individuals who are satisfied with the equitable rewards they receive at work are in a position to give outstanding performance in productivity as oppose to employees who are affected with less profitable inequitable rewards.
Maslow Hierarchy of Needs Theory was developed by Abraham Maslow. “Abraham Maslow theory explained that employees need to be motivated depending on the lowest to the highest position they occupy in an organization”.( McLeod, S. 2007). This theory covers; physiological, safety, social, esteem and self-fulfillment/ actualization respectively. Physiological, safety, social and esteem are referred to as the D-needs (deficiency needs). The D- needs keep the employees moving towards achieving short-term organizational goals and they highly affect the weekly and monthly target. Self-fulfillment/ actualization is also known as the growth need. The growth need determines if an employee will work for an organization for a long time or the employee will look for a better job opportunity in an alternative organization that offers better and attractive salary. Employers are advised to use effective employee monetary motivation strategies to maintain and sustain competitive employees in their organizations. By embracing effective monetary and other financial rewards as key employment motivation strategy, employees are likely to improve their productivity in performance and deliver outstanding services in their workstations.
“The theory of X and Y assumption depends on the hypothesis of human responsiveness towards instructions and eventually motivation from the management team”. (McLeod, S. 2007). Theory X assumes that humans have inherited dislike of work. In most instances, they will avoid working and lazy around at work. The management team is expected to set tight goals and issue threats when goals are not achieved. However, when targeted goals are achieved in theory X, employees deserves to be rewarded for their efforts by the embrace of monetary and other financial motivational rewards.
Theory Y of assumption explains that employees are likely to perform better when they are threatened in any instance they record poor performance to achieving an organizational goal. Employees embrace self-directions when they are given pressure to achieve organizational goals. When targets are achieved using this strategy, monetary and other financial rewards are used to appreciate the efforts of the employees towards achieving organizational goals.
Behavioral organizational theory affecting monetary and other financial motivational rewards depend on scientific leadership, human relation approach, Decision-Making Approach and system approach.
Scientific leadership strategy concentrates on the influence of an organizational management team to create competitive JD (Job Description) to enable employees to deliver outstanding performance at work. In this strategy, the management team recruits the most competitive employees to work on a given job description. One’s a competent Job description is created for employees, the management team studies the basic needs of specific employees and create best salary compensation to motivate the recruited employees.
Human relation approach is a strategy developed to increase employee work performance by rewarding them depending on their financial needs. This strategy of motivating employees is used after the first rewards is given to a well-performing individual. During the first appraisal, the management team discusses financial objectives of a specific employee being motivated. Ones the management team has an idea of what the employees are expecting in return for their loyalty to the company, the management team sets goals for employees in their respective departments. When goals and objectives are achieved by a particular individual, the management team offers monetary and other financial motivation rewards to the employees as discussed in the meeting after their first appraisal. This strategy shows employees a sense of belonging to the organization and improves productivity and performance of the motivated employees.
“Decision-making approach is a self-accessed strategy developed by the management team to enable employees to embrace their IQ level in solving issues that arise in their departments of work”. (Mind Tools (2015). Employees have the obligation to make effective decisions to increase productivity in their workstation. Effective decision-making practices can be enhanced through training of employees. The management team is expected to pay for training of their employees to empower them on becoming effective leaders in the company. This factor not only motivates employees but also improves specialization in generating high-quality performance of employees in their workstation.
System approach strategy of employee motivation measures the input of the employee during their shifts and the output of the employees regarding services offered during their working hours. Employee’s daily, weekly, monthly and annual performance are recorded in their respective time process form and then updated in the ERP. In any instances when employees record high output compared to the input of their time, the management team is expected to offer such great performing individuals monetary or other financial rewards as a sign of appreciation of their hard work towards achieving organizational goals. Employee motivation enables the hardworking employee’s to embrace consistency in performance at the workstations.
There are five main organizational problems that affect employee motivation. They are “Low Self-Confidence, Low Expectations for Success, and lack of Interest in Subject Matter, Achievement Anxiety and Fear of Failure”. (Nordmeyer, B. 2017).
Low Self-Confidence
Confidence is the key towards delivering outstanding performance to achieve organizational goals. Lack of confidence results to the poor performance of employee’s at their workstation. Great confidence enables individuals to be motivated and complete tasks assigned to their job description. Lack of confidence makes employees waste time and spend more time to complete a simple task. Confidence at work can be built by training employees on how to deliver quality performance at their workstation. It is the responsibility of the management team to organize staff training seminars to enlighten employees on how they can improve their ethical understanding and performance while working on their job description.
Low Expectations for Success
Low expectation of success affects the morale of the employee and has a negative impact towards achievements of targets and goals. Employees develop a low expectation of work through cultural inheritance when they are discouraged by unmotivated or jealous employees who do not see growth opportunities in their work. It is the responsibility of the management team to ensure that all employees are motivated to reduce instances when unmotivated employees might influence motivated employees with negative energy that might affect productivity and realization of organization goals.
Lack of Interest in Subject Matter
Lack of interest to responsibilities assigned to an employee’s job description can lead to waste of time and resources of the organization. In most instances, the employers employ employees and assign them a job description without discussing the duties that they are expected to perform in their respective departments. In such instances, the employees develop low self-confidence in their work and do not perform to the best of their ability. It is the responsibility of the management team to analyze why employees might not be performing well in their respective workstation and motivate them by offering paid training to enable them to handle duties listed in their “JD” that they are not well conversant to handle. When such employees improve their performance, a salary appraisal is recommendable to encourage them to maintain delivering good performance at work.
Achievement Anxiety
Employee’s anxiety affects the performance of productivity. In most organization, employee anxiety is created by the management team when they give heavy punishment to their employees who fail to achieve targets and goals of the company. Employee anxiety can also be developed when employees receive negative feedback which might demotivate them and distract them from improving on their weaknesses at work. It is the responsibility of the management team to identify strengths and weaknesses of employees and motivate them when they perform well in their workstation. In any instance they record poor performance at work, the management team is expected to study a root course analysis of the problem and create a strategy to strengthen the weaknesses of individuals to improve their productivity in performance at work.
Fear of Failure
Most employees develop a fear of failure attitude towards achieving organizational goals after receiving their first motivational reward. It is the role of the management team to develop achievable strategic goals that enable employees to be motivated and focus on accomplishing organizational targets. Individuals might develop a fear of being demoted after getting an appraisal when they fail to meet organizational goals developed by the management team. The management team is expected to develop better punishment for employees in such distinct scenarios to prevent social embracement. Social embarrassment can make an employee quit work.
Employee motivation using money and other financial services is one of the most effective strategies to increase the moral of employees to offer outstanding services at their departments. However, in order to establish the most effective employee motivational practices, the management team needs to analyze the financial background of a particular employee, identify their unique desires and use that information to develop the most effective strategy to motivate individuals. Failure to study employees financial background might lead to ineffective employee motivation which might intern have a low impact on the performance of the employed staff team. Nevertheless, “because human beings are different from one another in terms of needs, culture, religion etc. so does what motivate them also varies. Some employees are motivated by financial and other incentives and some on financial incentives”. (Goddy, I. 2014).
Conclusion
From the essay above, we have learned that employment motivation is the key factor that supports organizational growth. Financial and monetary motivation is an ideal employment motivation factor that triggers individual’s commitment to work on duties assigned to their job description. An influential management team builds strong employer to employee relationship that enables the employer to understand the financial needs of employees. Solving employee’s financial needs makes them feel appreciated and increases the commitment of employees towards achieving organizational goal.
Reference
Dobre, I., (2013). Employee Motivation and Organizational Performance. ISSN: 2247-6172; ISSN-L: 2247-6172., Review of Applied Socio- Economic Research. (Volume 5, Issue 1/ 2013), pp. 53
Yurtseven, G., (2012). Importance of the motivational factors affecting employee’s satisfaction. International Business Research Vol. 5, No. 1.
Goddy, I. (2014)., Monetary incentives motivates employee’s on organizational
Performance. Global Journal of Arts Humanities and Social Sciences. Vol.2, No.7, pp.61-69.
Smith, W. (2017)., Behavioral Organizational Theories. (Online) Retrieved From: https://smallbusiness.chron.com/behavioral-organizational-theories-4963.html Retrieval date: 17th01/ 2017.
Mind Tools (2015)., McClelland’s Human Motivation Theory: Discovering What Drives Members Of Your Team. (Online) Retrieved From: https://www.mindtools.com/pages/article/human-motivation-theory.htm Retrieval date: 17th01/ 2017.
McLeod, S. (2007)., Maslow’s Hierarchy of Needs. (Online) Retrieved From: https://www.simplypsychology.org/maslow.html Retrieval date: 17th01/ 2017.
Hornstein, H. (2008)., Using a change management approach to implement it programs. (Online). Retrieved From: https://iveybusinessjournal.com/publication/using-a-change-management-approach-to-implement-it-programs/ Retrieval date: 17th01/ 2017.
Nordmeyer, B. (2017)., Top Five Employee Motivation Problems. (Online) Retrieved From: https://work.chron.com/top-five-employee-motivation-problems-22613.html Retrieval date: 17th01/ 2017.
Jerome, N. (2013)., Application of the Maslow’s hierarchy of need theory; impacts and implications on organizational culture, human resource and employee’s performance. International Journal of Business and Management Invention
ISSN (Online): 2319 – 8028, ISSN (Print): 2319 – 801X.
Nolan C., Gregory R., AND Karen S. (2009). Responding to workplace romance: a proactive and pragmatic approach. The Journal of Business Inquiry 2009, 8, 1,
http//www.uvu.edu/woodbury/jbi/articles 100-119.
Brian, Tom. J, (2014)., Strategic Issues Management and Economic Impact Analysis: The Case Of Central State University. Journal of Case Research in Business and Economics Volume 5.
Balaji, R., (2014)., Issues and challenges faced by Hr. managers in employee engagement in it sectors. International Journal of Innovative Research in Science,
Engineering and Technology (An ISO 3297: 2007 Certified Organization) Vol. 3, Issue 6.
Discuss about the Employee Motivation Performance of Individuals .
Employees are always looking for the best-paying jobs in their career. Individuals who are not satisfied with the salary they are paid with their employers always look for alternative job opportunities in competitive organizations that offer a better salary. Employees who are not contented with their salary are less motivated and delivers poor performance in their Job description. Money motivates individuals. This fact plays a prominent role for the organization management team to develop effective employee motivation strategies. Money and other financial services such as the provision of healthcare services and bonuses are the best employee motivation schemes that improves productivity and performance of employees in their workstations. Employee satisfaction increases the productivity and performance on a departmental level. Employees can be motivated by other financial services that include, promotion, provision of access to healthcare services, provision of bonuses and paid vacation leave. Employee motivation gives individuals a sense of belonging to a company and creates a home away from home feeling for employees which intern generate profits to the company through the increase of productivity and performance in all departments within organizations.
The three major theories that explain strategic plan of employee motivation in organizations are, “McClelland’s Achievement Motivation Theory, Maslow Hierarchy of Needs Theory and Mc Gregor’s Theory of X & Theory Y”.( Mind Tools 2015).
Mc McClelland’s Achievement Motivation Theory
McClelland’s Achievement Motivation Theory can also be called the three needs theory. This theory focuses on the Acquired, motivation and learned needs as motivational factors of motivating employees. Individuals are motivated by different needs. Some appreciate being motivated in presence of crowds while others prefer being motivated privately. McClelland’s Achievement Motivation Theory explain that the most effective employee motivation strategy relies on feedback from the employees regarding challenges they face at work and also possible financial strains that distract them from performing well at work.
The Theory of needs was developed by Abraham Maslow. This theory explains that the best monetary and financial motivations are offered depending on employee’s social, physical, cultural and financial need. Employee’s social, physical and cultural needs can be classified into safety needs, physiological needs, need for belonging, self-acquisition and self-esteem needs. McClelland’s Achievement Motivation Theory is a learned theory and it involves engagement of the management team to communicate with its employees to identify their special needs thus, making effective employee motivation decisions to empower unmotivated individuals in companies and organizations.
McClelland’s Achievement Motivation Theory explains that regardless of employee’s age, culture or gender, individuals have one key dominant motivation driver. Key motivational driver depends on the life experience and culture of employees. The major dominants factors that affect employee motivation are achievements at work, affiliation, and influence of power. Some employees will be motivated when they achieve or accomplish challenging goals in the organization. Such employees should be rewarded using monetary and other financial rewards to enable them to maintain consistency in generating excellent performance at their workstations. Other employees get motivated when they are shown a sense of belonging. “The management team can show their employees a sense of belonging by giving them good health care plan and by creating a safe working environment for their employees”. (Yurtseven, G. 2012). In some instances, employees are motivated when they are given the power to influence and control others. The management team can promote the best performing employees to superior levels when there is a need to conduct internal appraisals as a motivational factor to encourage the best-performing employees to continue working hard towards achieving the organization goals and targets.
Effective goal setting theory was developed in 1979 by Stephen & Murry. The theory explains that “performance and motivation are effective when the management team develops competitive goals to its employees”. (Goddy, I. (2014). Difficult goals push employees to their best abilities and results to positive returns in productivity of a company. Goal setting theory also explains that simple/ easily achievable goals make employees reluctant and in most situation, does not yield great performances as compared to challenging organizational goals. When goals are achieved, employees deserve monetary or other financial motivations to reenergize their efforts.
Equity theory explains the perception of employees on how they are treated compared to other employees. Employees tend to discuss their salary, bonuses and other financial compensation when they are off duty with their colleagues. Equity theory explains that “effective employee motivation should be done depending on factors such as education qualification, experience, and efforts of employees towards achieving organizational goals”. Goddy, I. (2014). In any instance an employee might raise a concern about getting an inequitable reward, the management team is expected to revise their monetary or financial rewards offers to such distinct employees. Individuals who are satisfied with the equitable rewards they receive at work are in a position to give outstanding performance in productivity as oppose to employees who are affected with less profitable inequitable rewards.
Maslow Hierarchy of Needs Theory was developed by Abraham Maslow. “Abraham Maslow theory explained that employees need to be motivated depending on the lowest to the highest position they occupy in an organization”.( McLeod, S. 2007). This theory covers; physiological, safety, social, esteem and self-fulfillment/ actualization respectively. Physiological, safety, social and esteem are referred to as the D-needs (deficiency needs). The D- needs keep the employees moving towards achieving short-term organizational goals and they highly affect the weekly and monthly target. Self-fulfillment/ actualization is also known as the growth need. The growth need determines if an employee will work for an organization for a long time or the employee will look for a better job opportunity in an alternative organization that offers better and attractive salary. Employers are advised to use effective employee monetary motivation strategies to maintain and sustain competitive employees in their organizations. By embracing effective monetary and other financial rewards as key employment motivation strategy, employees are likely to improve their productivity in performance and deliver outstanding services in their workstations.
“The theory of X and Y assumption depends on the hypothesis of human responsiveness towards instructions and eventually motivation from the management team”. (McLeod, S. 2007). Theory X assumes that humans have inherited dislike of work. In most instances, they will avoid working and lazy around at work. The management team is expected to set tight goals and issue threats when goals are not achieved. However, when targeted goals are achieved in theory X, employees deserves to be rewarded for their efforts by the embrace of monetary and other financial motivational rewards.
Theory Y of assumption explains that employees are likely to perform better when they are threatened in any instance they record poor performance to achieving an organizational goal. Employees embrace self-directions when they are given pressure to achieve organizational goals. When targets are achieved using this strategy, monetary and other financial rewards are used to appreciate the efforts of the employees towards achieving organizational goals.
Behavioral organizational theory affecting monetary and other financial motivational rewards depend on scientific leadership, human relation approach, Decision-Making Approach and system approach.
Scientific leadership strategy concentrates on the influence of an organizational management team to create competitive JD (Job Description) to enable employees to deliver outstanding performance at work. In this strategy, the management team recruits the most competitive employees to work on a given job description. One’s a competent Job description is created for employees, the management team studies the basic needs of specific employees and create best salary compensation to motivate the recruited employees.
Human relation approach is a strategy developed to increase employee work performance by rewarding them depending on their financial needs. This strategy of motivating employees is used after the first rewards is given to a well-performing individual. During the first appraisal, the management team discusses financial objectives of a specific employee being motivated. Ones the management team has an idea of what the employees are expecting in return for their loyalty to the company, the management team sets goals for employees in their respective departments. When goals and objectives are achieved by a particular individual, the management team offers monetary and other financial motivation rewards to the employees as discussed in the meeting after their first appraisal. This strategy shows employees a sense of belonging to the organization and improves productivity and performance of the motivated employees.
“Decision-making approach is a self-accessed strategy developed by the management team to enable employees to embrace their IQ level in solving issues that arise in their departments of work”. (Mind Tools (2015). Employees have the obligation to make effective decisions to increase productivity in their workstation. Effective decision-making practices can be enhanced through training of employees. The management team is expected to pay for training of their employees to empower them on becoming effective leaders in the company. This factor not only motivates employees but also improves specialization in generating high-quality performance of employees in their workstation.
System approach strategy of employee motivation measures the input of the employee during their shifts and the output of the employees regarding services offered during their working hours. Employee’s daily, weekly, monthly and annual performance are recorded in their respective time process form and then updated in the ERP. In any instances when employees record high output compared to the input of their time, the management team is expected to offer such great performing individuals monetary or other financial rewards as a sign of appreciation of their hard work towards achieving organizational goals. Employee motivation enables the hardworking employee’s to embrace consistency in performance at the workstations.
There are five main organizational problems that affect employee motivation. They are “Low Self-Confidence, Low Expectations for Success, and lack of Interest in Subject Matter, Achievement Anxiety and Fear of Failure”. (Nordmeyer, B. 2017).
Low Self-Confidence
Confidence is the key towards delivering outstanding performance to achieve organizational goals. Lack of confidence results to the poor performance of employee’s at their workstation. Great confidence enables individuals to be motivated and complete tasks assigned to their job description. Lack of confidence makes employees waste time and spend more time to complete a simple task. Confidence at work can be built by training employees on how to deliver quality performance at their workstation. It is the responsibility of the management team to organize staff training seminars to enlighten employees on how they can improve their ethical understanding and performance while working on their job description.
Low Expectations for Success
Low expectation of success affects the morale of the employee and has a negative impact towards achievements of targets and goals. Employees develop a low expectation of work through cultural inheritance when they are discouraged by unmotivated or jealous employees who do not see growth opportunities in their work. It is the responsibility of the management team to ensure that all employees are motivated to reduce instances when unmotivated employees might influence motivated employees with negative energy that might affect productivity and realization of organization goals.
Lack of Interest in Subject Matter
Lack of interest to responsibilities assigned to an employee’s job description can lead to waste of time and resources of the organization. In most instances, the employers employ employees and assign them a job description without discussing the duties that they are expected to perform in their respective departments. In such instances, the employees develop low self-confidence in their work and do not perform to the best of their ability. It is the responsibility of the management team to analyze why employees might not be performing well in their respective workstation and motivate them by offering paid training to enable them to handle duties listed in their “JD” that they are not well conversant to handle. When such employees improve their performance, a salary appraisal is recommendable to encourage them to maintain delivering good performance at work.
Achievement Anxiety
Employee’s anxiety affects the performance of productivity. In most organization, employee anxiety is created by the management team when they give heavy punishment to their employees who fail to achieve targets and goals of the company. Employee anxiety can also be developed when employees receive negative feedback which might demotivate them and distract them from improving on their weaknesses at work. It is the responsibility of the management team to identify strengths and weaknesses of employees and motivate them when they perform well in their workstation. In any instance they record poor performance at work, the management team is expected to study a root course analysis of the problem and create a strategy to strengthen the weaknesses of individuals to improve their productivity in performance at work.
Fear of Failure
Most employees develop a fear of failure attitude towards achieving organizational goals after receiving their first motivational reward. It is the role of the management team to develop achievable strategic goals that enable employees to be motivated and focus on accomplishing organizational targets. Individuals might develop a fear of being demoted after getting an appraisal when they fail to meet organizational goals developed by the management team. The management team is expected to develop better punishment for employees in such distinct scenarios to prevent social embracement. Social embarrassment can make an employee quit work.
Employee motivation using money and other financial services is one of the most effective strategies to increase the moral of employees to offer outstanding services at their departments. However, in order to establish the most effective employee motivational practices, the management team needs to analyze the financial background of a particular employee, identify their unique desires and use that information to develop the most effective strategy to motivate individuals. Failure to study employees financial background might lead to ineffective employee motivation which might intern have a low impact on the performance of the employed staff team. Nevertheless, “because human beings are different from one another in terms of needs, culture, religion etc. so does what motivate them also varies. Some employees are motivated by financial and other incentives and some on financial incentives”. (Goddy, I. 2014).
Conclusion
From the essay above, we have learned that employment motivation is the key factor that supports organizational growth. Financial and monetary motivation is an ideal employment motivation factor that triggers individual’s commitment to work on duties assigned to their job description. An influential management team builds strong employer to employee relationship that enables the employer to understand the financial needs of employees. Solving employee’s financial needs makes them feel appreciated and increases the commitment of employees towards achieving organizational goal.
Reference
Dobre, I., (2013). Employee Motivation and Organizational Performance. ISSN: 2247-6172; ISSN-L: 2247-6172., Review of Applied Socio- Economic Research. (Volume 5, Issue 1/ 2013), pp. 53
Yurtseven, G., (2012). Importance of the motivational factors affecting employee’s satisfaction. International Business Research Vol. 5, No. 1.
Goddy, I. (2014)., Monetary incentives motivates employee’s on organizational
Performance. Global Journal of Arts Humanities and Social Sciences. Vol.2, No.7, pp.61-69.
Smith, W. (2017)., Behavioral Organizational Theories. (Online) Retrieved From: https://smallbusiness.chron.com/behavioral-organizational-theories-4963.html Retrieval date: 17th01/ 2017.
Mind Tools (2015)., McClelland’s Human Motivation Theory: Discovering What Drives Members Of Your Team. (Online) Retrieved From: https://www.mindtools.com/pages/article/human-motivation-theory.htm Retrieval date: 17th01/ 2017.
McLeod, S. (2007)., Maslow’s Hierarchy of Needs. (Online) Retrieved From: https://www.simplypsychology.org/maslow.html Retrieval date: 17th01/ 2017.
Hornstein, H. (2008)., Using a change management approach to implement it programs. (Online). Retrieved From: https://iveybusinessjournal.com/publication/using-a-change-management-approach-to-implement-it-programs/ Retrieval date: 17th01/ 2017.
Nordmeyer, B. (2017)., Top Five Employee Motivation Problems. (Online) Retrieved From: https://work.chron.com/top-five-employee-motivation-problems-22613.html Retrieval date: 17th01/ 2017.
Jerome, N. (2013)., Application of the Maslow’s hierarchy of need theory; impacts and implications on organizational culture, human resource and employee’s performance. International Journal of Business and Management Invention
ISSN (Online): 2319 – 8028, ISSN (Print): 2319 – 801X.
Nolan C., Gregory R., AND Karen S. (2009). Responding to workplace romance: a proactive and pragmatic approach. The Journal of Business Inquiry 2009, 8, 1,
http//www.uvu.edu/woodbury/jbi/articles 100-119.
Brian, Tom. J, (2014)., Strategic Issues Management and Economic Impact Analysis: The Case Of Central State University. Journal of Case Research in Business and Economics Volume 5.
Balaji, R., (2014)., Issues and challenges faced by Hr. managers in employee engagement in it sectors. International Journal of Innovative Research in Science,
Engineering and Technology (An ISO 3297: 2007 Certified Organization) Vol. 3, Issue 6.
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