Effect Of Motivation On Employees Productivity Commerce Essay Example

that everyone prefers intrinsic motive for personal motive. Now inquiry arises that how can we come to cognize that what motivates an individual and for this intent we have to analyze the person's demands and wants and ever welcome an unfastened communicating sing the motive. Because effectual motive plans ever give effectual consequences and lead an organization towards success. With motive, we can cut down cost, additional production, cut down clip, and many things more which we can non-execute without motive because it drives the person's towards achieving ends. It is true that there is ever a positive consequence of motive on employee's productiveness because high motive leads to high productiveness. Productivity decreases the entire cost and continuance of production, improved quality, gives chance to the organization to capture a high market portion which leads the organization to the extremum of success, and for this purpose motive is a necessary component.

Literature reappraisal

Employees are the strength of any organization and no organization can win without the engagement of its employees. For this purpose organizations should hike their employee's morale and advancement which can be performed merely by motive because motive plays an of import function to increase employee's productiveness in any sort of status. Another factor is money or fillips which enhance employee involvement in their work hence, legion researches have performed to know the effects on productiveness; knowledge sharing, etc that is affected by motive. Research workers have argued that motive facilitates enhanced productiveness by enabling dedication to a cause ( Josse Delfgaauw, 2008 ) motive is linked with an advanced degree of productiveness across a diverseness of undertakings, occupations, and excess function ( C.

Fred Miao, 2007 ). Motivation is the tool to increase productiveness.

Actions and doctrine of motive, way to do your organization comfortable, actuating employees, The scheme to do public presentation better, Compensation is non merely a motivation tool, honoring employees as per their public presentations, proper execution of motive theory into your organization, supervising & A; mensurating the motive degree of employees. Surveies have described that execution of motive & A; self theories and utilizing available Resources can actuate your employees, heighten their motive degree and work out their complex job. Surveies have shown that an employee's motive affects productiveness. This survey will supply guidelines to the directors and leaders in happening demands and wants of employees and their motive degree which affects the productiveness.

Experiential research has proved that motive can be further subdivided into two factors are extrinsic; common colony & A; estimated managerial wages and intrinsic; information personality, value, and pleasance in functioning others ( Lisa A. Burke, 2006 ) Hence extrinsic motive ( wages ) that may be pecuniary inducements or congratulations, has shown to significantly consequence worker part ( Miller RD, 2005 ) and increased intrinsic motive has associated with employee willingness to make a positive temper, ensuing in increased acquisition and disposition to take part in voluntary cognition sharing ( Jochen Wirtz, 2004 ). Although rather a few revisions argue that motive factors are critical determiners of cognition sharing behaviors ( Randy K. Chiu, 2002 ) in respect of that this survey examines the consequence on intrinsic and extrinsic motive factors on employee productiveness earlier Elton Mayo's Hawthorne Studies there is a positive relation between motive and employee's productiveness. He proved

this by an experiment in which he studied the consequence of physical and environmental status on employee's productiveness and subsequently on he moved on to psychological factors. After the application of these motivational factors, he assumed that employees have become more productive and experience that they are the of import portion of the organization.

Research methodological analysis

It is the basic construction of the survey. This survey has done in twelvemonth 2011. The information assemblage program for this survey is to carry on the participative study and this research is qualitative and causal research such that I am traveling to do usage of primary and secondary information. The primary information has collected through a questionnaire and the proposed sample of the employees was 115 but 15 of them have dropped out due to the sham or uncomplete information, eventually, 100 sample size has chosen to roll up information from employees. The sampling technique that I have used for research is Non Probability trying. In no chance trying method Is have chosen Convenience sampling and the information has been collected from convenient topographic points.

Hypothesis testing

The chief portion of the survey where I have to prove my hypotheses by analysis of T-test and F-test where significance degree must be less than 0.05 ( P & lt; 0.05 ) which will be the credence or rejection of hypotheses and this will be make up one's mind on the footing of the significance. I have made two chief hypotheses in order to turn out my research for which I have created, ( void hypothesis ) H0 = High motive leads to high productiveness, and the another ( alternate hypotheses ) H1

= High motive leads to low productiveness. The primary information which I have collected through the study has Cronbach's Alpha ( I± ) = 0.865 which means information is 86.5 % dependable.

Findings & a ; Discussion

This survey is to analyzes the consequence of motive on productiveness and what factors motivate the employees. The valuable variable of this survey is motive in which I have to analyze the consequence or fluctuation of another variable, Here the average is 5 and scope is 4 which represents maximal employees strongly agree and minimal employees who strongly disagree that motive affects productiveness. Equally far as acknowledgment is concerned that it enhances productiveness, acknowledgment holding medians  5 '' and run  4 '' which represents maximal employees strongly agree and minimal employees strongly disagree that Recognition enhances motivational degree & A; convey the positive impact on employees public presentation. In analyzing the publicity effects on productiveness, holding an average of 5 '' which represents the bulk of employees strongly agrees that If they get publicity, they will be extremely motivated to execute good, and the scope is 4 which represents maximal employees are really extremely motivated with publicity and minimal employees are really low motivated. Self-control or in other words employee ownership gives better consequences as a comparison to dictatorship because if we give them a feeling of ego control or power to make determinations and do work in their ain manner they will go more advanced, originative, and productive instead than in comparing, absolutism does non take to high productiveness because employees feel restricted which led down their morale. Self-control holding average '' 5 '' and run '' 4 '',

which represents maximal employees strongly agree and minimal employees strongly disagree that Self command motivates employees and assist them to heighten their public presentation. Challenging occupation is another of import variable which motivates the employees because in disputing occupations they have to confront hard undertakings, different challenges, and jobs that consequence their involvement, work engagement, and desire. Here, the Median is 5 and scope is 4, which represents maximal employees strongly agree and minimal employees strongly disagree that the Challenging occupation motivates them in order to better public presentation. Reward represents something given or received in return or recompense for service, virtue, adversity, etc. When employees work efficaciously and finish their undertakings harmonizing to the outlooks so director should give them some wages to promote them and to hike their morale for the following undertaking. If the direction does non appreciate the hardworking or undertakings accomplishing employees and negotiate their attempts so they won't execute well in the following clip. Here, the median is 5 and scope is 4 which shows that maximal employees strongly agree and minimal employees strongly disagree that Rewards affect the motivational degree of employees which leads them towards high productiveness. Compensation pays to the employee for which they are hired. Compensation has an average of '' 5 '' and run '' 4 '' has found which shows that maximal employees strongly agree and minimal employees strongly disagree that compensated employees are motivated which leads to high productiveness. During the study, I have asked an inquiry to the employees that public presentation assessment activities help them to be motivated in order to take high productiveness because public presentation assessment is a

really of import tool to consequence employees efficiency and effectivity. Hence the average '' 5 '' and the scope '' 4 '' represent that maximal employees strongly agree and minimal employees strongly disagree that Performance assessment creates the motive which leads to high productiveness. The factor that motivates them to take high productiveness because the above seven variables are every bit of import and have equal significance but every respondent has its ain sentiment so one has analyzed that employees want publicity in their work topographic point to be motivated because most employees have chosen publicity to their personal motive 13 % employees has chosen Recognition, 33 % employees have chosen Promotion, 12 % employees have chosen Challenging Job, 07 % employees have chosen Self Control, 16 % employees have chosen Rewards, 14 % employees have chosen Compensation and 5 % employees has chosen Performance Appraisal to be motivated for high productiveness. Here, the manner is '' 2 '' which represents that most of the employees prefer Promotion to be motivated and Promotion leads to high productiveness. The further survey has given further elucidation about personal penchants sing factor. In this survey, I have asked employees that are they agree with the above-selected factor to actuate them for high productiveness? The result has come in the form of the median which is 5 and scope is 4 which proves that maximal employees strongly agree and minimal employees strongly disagree that the above-selected factor is adequate to actuate their egos for high productiveness and they don't necessitate anything in spite of publicity. Every organization must actuate their employees to accomplish its ends but some organizations seem

to be a win in order to actuate them or some are non, and evidently, full employees are non motivated with the provided motivational techniques of the organization because of the nature of every employee is different. Employee satisfaction holding average '' 5 '' and run '' 4 '' which represents that maximal employees strongly agree and minimal employees strongly disagree that they are satisfied with the motivational techniques that are supplying by their organizations. First I have designed a theoretical account in which I have taken Motivation as a dependant variable and acknowledgment, publicity, disputing occupation, self-control, wages, compensation, public presentation assessment, and employee satisfaction have taken as an independent variable. The Pearson's correlativity coefficient and arrested development equation have been analyzed to covariances and relationship among the variables to measure the consequence of motive on employee's.

MTit = I±0 + I?1* REC it + Iµit  combining weight. ( 1 ) ( Model 1 )

MTit = I±0 + I?1* PR it + Iµit  combining weight. ( 2 ) ( Model 1 )

MTit = I±0 + I?1* CJ it + Iµit  combining weight. ( 3 ) ( Model 1 )

MTit = I±0 + I?1* SC it + Iµit   combining weight. ( 4 ) ( Model 1 )

MTit = I±0 + I?1* REW it + Iµit   combining weight. ( 5 ) ( Model 1 )

MTit = I±0 + I?1* COM it + Iµit   combining weight. ( 6 ) ( Model 1 )

MTit = I±0 + I?1* PA it + Iµit   combining weight. ( 7 ) ( Model 1 )

MTit = I±0 + I?1* ES it + Iµit   combining weight. ( 8 ) ( Model 1 )

MT is

Motivation, REC is Recognition, PR is Promotion, CJ is Challenging Job, SC is Self Control, REW is Rewards, COM is Compensation, PA is Performance Appraisal and ES is Employee Satisfaction.

6. Decision

This survey defines the motive effects on Employees' public presentation which affects the productiveness. From the reappraisal of the survey, certain decisions could be made that there is a strong positive relationship between Motivation and productiveness. Hence the Pearson's coefficient of correlativity has shown that the Recognition, Promotion, Challenging occupation, Self Control, Rewards, Compensation and Performance appraisal holding strong positive relationship with Motivation effects on productiveness & A; clarified the fluctuation every bit good as valuable to hold anticipations. I have performed multiple arrested development which is used to cognize the combined consequence on grounds of Motivation effects on productiveness which is the contemplation of entire sample and the combination of equation ( from eq.1 to eq.8 ) which has forecaster i.e. Recognition, publicity, disputing occupations, ego control, wages, compensation, public presentation assessment & A; employee satisfaction. R= 0.954 which is highly correlative which predicts motive highly best, where R denotes multiple correlativity coefficients and R square = 0.911 agencies 91.1 % of the fluctuation in motive can be predicted by the combinations of Recognition, publicity, disputing occupations, ego control, wages, compensation, public presentation assessment & A; satisfaction and the adjusted R Square = 0.900, F11,88 = 81.758 and p = 0.000 represents the significance degree which is less than 0.05 ( P & lt; 0.05 ).

MT = 0.438-0.306REC+0.822PR+0.094CJ-0.172SC+0.688REW 0.175COM+ 0.288PA - 0.331ES combining weight.

The findings and decisions of this survey, the subsequent recommendations are accessible in an enterprise to actuate employees for high productiveness:

Current employees of the organization must be recruited foremost instead of externally hired. Behavior meetings with each employee of the section one time a month in order to acknowledge and mensurate their public presentations. Particular names and victories should be conferred in meetings. Employees must non be forced for overtime. The motive degree of the employees must be monitored. The coordination among the employees and direction must be developed.  Send public presentation assessment study & A; Performance study of the organization to every employee. Particularly, enter how much gross every subdivision generates on a monthly footing. Equally good as recognize successful public presentations and outstanding employees. Let workers separate what countries require developments and how they can help the organization in order to accomplish its ends.  Encourage main executives to see the different sections on a hebdomadal footing to guarantee that they have non forgotten their employees. Let each employee involve in determination devising and suggest more efficient ways to acquire things done.