Factors Of Motivation And Their Impact Commerce Essay Example

environment, organizations can maximize performance by understanding staff motivation and employing effective management strategies (Bassett-Jones & Lloyd, 2005; Reisel et al., 2010). Synergy Health Plc., a medium-sized healthcare company operating across multiple countries, aims to investigate the correlation between staff motivation and levels of performance. This research holds significance as motivated employees are valuable assets for any organization, while insufficient motivation can result in lower performance levels and higher rates of employee turnover. Additionally, this study focuses on environments that differ from those typically examined in previous research conducted primarily within large companies. Furthermore, the workplace relationship is further complicated by the presence of diverse cultural backgrounds among employees.Synergy Health Plc, a healthcare services company based in Swindon, United Kingdom with 4000 employees globally, is the focus of this research. The writer is personally connected to Synergy Health Plc's Technical Department (HSS) as a part-time employee. The company's objective is to establish a niche market and build sustainable relationships within the healthcare industry. They believe that motivated staff who excel in performance and commitment are essential for achieving this goal. To motivate their employees, Synergy Health Plc has implemented a staff management system and motivation strategy. Hiring the right individuals is highly valued by the company, which is why they have a graduate recruitment and training program aimed at selecting people with necessary skills and personality traits. The company believes that capability and skills are vital for employee performance, along with motivation as an additional advantage. Once hired, comprehensive training is provided to ensure employees possess new skills aligned with the company's values and vision for optimal performance. Recognizing the significance of staff motivation, Synergy

Health Plc operates a rewards and benefits system comparable to other companies'. This research aims to evaluate and standardize Synergy Health Plc Ltd's benefits system including pensions, healthcare options, and bonus programs.
The research aims to assess the impact of staff motivation on performance and determine the factors that influence motivation and its effect on performance. The company has a program in place called "Managing and Rewarding Performance" which includes annual assessments and meetings to motivate employees for improved performance. The overall goal is to provide corporate managers with guidelines for effectively managing staff motivation to enhance performance. The specific research objectives include identifying factors influencing employee motivation, evaluating the effectiveness of a performance management system, exploring the impact of motivation on staff performance, understanding the importance of the relationship between staff motivation and performance, and determining optimal strategies for managing staff motivation to improve performance.

Research Questions

1. What factors influence employee motivation?
2. How does a performance management system affect staff performance?
3. How does motivation impact staff performance?
4. Why is the relationship between staff motivation and performance important?
5. How can optimal management of staff motivation improve performance?

Importance and Scope of Project

This research is crucial as it will uncover factors affecting motivation and their relation to staff performance. The resulting recommendations will serve as valuable tools for management in improving both employee morale and overall job satisfaction levels while enhancing overall productivityIn addition, this thesis will provide comprehensive insights into the relationship between staff motivation and performance at Synergy Health Plc. The dissertation is outlined as follows: Chapter 1 introduces the topic, while Chapter 2 reviews literature on staff performance, staff motivation, and their correlation. Chapter 3 discusses the research methodology used. In

Chapter 4, findings from a case study conducted at Synergy Health Plc are analyzed and discussed. Finally, Chapter 5 presents conclusions and recommendations. This chapter explores relevant literature on workplace motivation and examines existing research on motivation theories. Understanding motivation in the work environment is crucial for studying organizational behavior and has led to the development of various theories. The objective of this study is to analyze the relationship between motive and performance in the workplace. It is important to review how performance is managed and measured, as well as explore literature related to performance and its connection with motive. Directors responsible for enhancing staff performance and developing performance management systems should have knowledge about employee motive factorsIt is crucial for organizations to have familiarity with motive theories like Maslow as they provide a foundation for effective performance management. An adaptable performance management system that considers changing employee needs is essential for success. Directors should establish clear communication channels to gather feedback on evolving staff expectations and requirements, which will be used to adjust the performance management system. The significance of performance and motivation within an organization cannot be underestimated as all factors contribute to a holistic impression (Govender and Parumasur, 2010). This importance has grown due to the changing nature of organizations and the evolving needs and expectations of employees. Globalization and workplace diversity add complexity, making it challenging to find common ground (Meijen, 2007). Additionally, today's organizations face challenges such as achieving maximum output with minimal resources and potentially reducing employee numbers, which presents difficulties in designing effective performance management systems. Previous research on employee motivation may not effectively apply in different types

of organizations such as Synergy Health Plc., which is relatively new and medium-sized. In these organizations, employee needs are constantly changing and workplace diversity is significantly increased.The significance of this study lies in its insights into employee motivations and how those motivations affect performance levels. Motivational theories rely on a proper wage system to satisfy and motivate employees. To effectively monitor performance, it is necessary to develop a performance management system with key performance indicators (KPIs) that consider individual behavior. KPIs are crucial for measuring organizational well-being and determining if employees contribute to targeted performance levels. Meeting employees' needs, such as fair wages and job satisfaction, is important for motivation. Fulfilling these demands through a rewards system prevents demotivation and encourages harder work towards achieving targets. Extensive research in HRM and organizational behavior has emphasized the significant impact of employee motivation on staff performance levels. The study by Oluseyi and Ayo (2009) supports the idea that effective staff motivation leads to maximum performance. However, employee achievement alone is insufficient without proper motivation. Motivating employees not only improves their performance but also enhances job satisfaction, commitment to the company, and reduces staff turnover.Managers invest significant time in motivating their staff, as it has a positive influence on performance (Al-Alawi, 2005). Organizations utilize various techniques and optimal resources to maximize employee performance. Reward systems are commonly implemented as motivation factors due to their effectiveness. However, effectively motivating staff can be challenging because individual motivations may differ from organizational goals (Lather & Jain, 2005). Unfortunately, many administrations underestimate the importance of staff motivation, resulting in lower performance levels (MacMillan, 2007). Therefore, organizations must prioritize staff motivation. Understanding what

motivates their staff and how it affects performance is highly relevant for Synergy Health Plc. Typically, management establishes clear targets and objectives before developing an approach to motivate their staff. However, acquiring motivated staff to achieve these goals is a challenge that has been extensively studied. Maslow's hierarchy of needs is one well-known theory of motivation that highlights the subjective nature of motivation for each individual based on their unique set of needs (Torrington et al., 2011). Meeting these needs is crucial for motivating individuals but poses difficulties for managers since there isn't a universal set of motivating factors that apply to all employees.In order to overcome this challenge, managers can identify a core set of motivating factors and personalize them with additional incentives, according to Torrington et al. (2011). This approach allows staff motivation to be tailored to each individual, resulting in a more motivated workforce. Unlike Maslow's two factors that influence employee behavior, Torrington et al. (2011) argue that there are two distinct factors influencing employee behavior.

The first factor, known as "hygiene," pertains to the working conditions such as the environment and other elements necessary for satisfaction but not directly impacting employee behavior. If these conditions are not met, employees become dissatisfied and demotivated. The second factor relates to the job itself and its potential for growth and development.

Torrington et al. (2011) propose implementing a rewards system that affects job performance while differentiating between extrinsic and intrinsic rewards. Extrinsic rewards provided by the organization aim to motivate employees and improve performance. These rewards may include salary increases, bonuses, clear career paths, or even ownership opportunities.

On the other hand, intrinsic rewards depend on individual

employees and are external to the organization. They involve taking pride in one's job and finding satisfaction in how tasks are performed. Ultimately, individuals' contentment or happiness with their occupation relies on their own performance (Torrington et al., 2011).Understanding motivation is crucial for effective management, but it is often misunderstood and underutilized. A management team that comprehends motivation can effectively utilize it to achieve goals using minimal resources within a specific timeframe. Motivation has historically been misunderstood as something originating externally. However, a comprehensive understanding reveals that motivation is dependent on various factors beyond external ones. Directors must comprehend motivation in order to create a suitable environment and provide necessary factors for staff motivation, resulting in enhanced performance (Bessell et al., 2012).

Motivation is influenced by subjective factors that vary from person to person. Managers should understand the different types of motivation and its impacting factors to identify the appropriate type of motivation and determine specific focal points for improved performance. Understanding motivation, its influencing factors, and its relationship with employee performance can be difficult.

Motivation drives people to take action and creates a desire for achievement. In a work setting, it can be seen as employees' subjective behavior that leads them to work hard towards achieving organizational goals. It determines the level of effort employees are willing to put into their tasks.

There are two types of motivation: extrinsic and intrinsic.According to Mullins (2010), extrinsic motivation is influenced by external factors like monetary rewards, while intrinsic motivation stems from personal needs such as belongingness, safety, pride, and fulfillment. Maslow's theory supports this idea by stating that extrinsic motivation is determined by individuals' external demands and emphasizes the

importance of meeting basic needs to motivate individuals. Reeve (2005) suggests that before implementing other performance management systems, it is important to satisfy employees' fundamental needs and extrinsic demands. Extensive research has identified factors that influence employee motivation, including physiological demands for financial stability and expertise in a specific area, as well as social demands involving affiliation with an organization and empowerment. It is crucial for management to understand these subjective individual demands in order to implement a personalized motivational management system that can greatly improve employee performance. Intrinsic motive refers to an internal drive or desire within a person that is closely linked to their behavior. Unlike extrinsic motive driven by external demands, intrinsic motive relies on natural needs and curiosity.Although motivation initially improves performance, it can decrease if external incentives are taken away (Reeve, 2005). The continuous presence of extrinsic motivators is crucial for maintaining high levels of performance. In contrast, intrinsic motivation is believed to result in better employee performance. Reeve (2005) suggests that intrinsically motivated employees are more inclined to take on challenging tasks and enhance their skills in order to meet goals, which fosters creativity and job satisfaction. It is vital for management to understand individual employees in order to tap into their intrinsic motivators, as workplace motivation is closely tied to performance levels. Establishing strategies and reward systems that drive employees towards achieving organizational objectives is important for management because human resources play a significant role in an organization's success. Motivated staff members contribute to increased productivity, reduced production costs, and improved efficiency throughout the entire organization. Thus, a knowledgeable management team that understands motivation can effectively utilize it

to ensure employee satisfaction and cultivate a friendly work environment while achieving performance goals with minimal resources. By combining intrinsic motivation with external factors such as financial incentives and clear career paths, management can create a highly successful workforce that generates substantial returns for the organization.Theories and Models of Motivation are crucial for understanding the HR capital needed to effectively achieve organizational goals. HR management is responsible for this process, but it can be challenging due to the unique complexities of individuals. Thus, creating a one-size-fits-all motivation strategy within organizations is difficult. Employee motivation, a complex concept that many managers do not fully understand in terms of associated theories and models, focuses on developing techniques that drive employees towards achieving organizational objectives.

While some researchers argue against money being the sole motivator, it is widely accepted that monetary rewards play a vital role in motivating employees. As a result, numerous organizations have adopted performance-related monetary incentive techniques as their primary means of motivating employees. However, recent global financial issues have compelled companies to explore alternative theories and models for employee motivation. Streamlining processes, improving efficiency, cutting costs, and even layoffs pose challenges in the workplace.

Therefore, relying solely on financial incentives is not a practical solution and requires alternative theories and models of motivation. Over the years, extensive research has been conducted on motivation to study and manage organizational behavior.This research has resulted in a wide range of motivation theories that can be classified as content or process motivation theories. Content motivation theories focus on identifying what motivates individuals, while process motivation theories concentrate on determining how individuals can be motivated. It is important to note that

people's responses to each demand may differ from person to person.

One example of a content motivation theory is Maslow's hierarchy of needs theory, which proposes that individuals have a hierarchy of needs ranging from basic physiological needs like food and shelter to higher-level self-actualization needs such as personal growth and fulfillment. Another example is McClelland's theory, which highlights three primary needs: achievement, affiliation, and power.

On the other hand, process motivation theories center around the psychological processes and cognitive factors that influence motivation. Vroom's expectancy theory suggests that individuals are motivated by their belief in achieving desired outcomes through their efforts. Adams' equity theory focuses on perceptions of fairness at work and how it impacts motivation. Locke's goal-setting theory proposes that setting clear and challenging goals drives individual motivation.

In summary, these various motivational theories provide valuable insights into understanding human behavior in an organizational context. Latham's reinforcement theory emphasizes the significance of rewards and punishments in motivating behavior.To sum up, both content and process motivation theories offer valuable perspectives for understanding workplace motivation, acknowledging its complex nature influenced by various factors.