Gray and Starke defined motivation as “the result of processes, internal or external to the individual, that arouse enthusiasm and persistence to pursue a certain course of action.” Sayles defined motivation as “the processes that account for an individual’s On the other hand, individuals become de-motivated if they feel something in the organization prevents them from attaining good outcomes.” Bassett-Jones &Lloyd presents that “the two views of human nature underlay early research into employee motivation.
The first view focuses on Taylorism, which viewed people as basically lazy and work –shy”, and thus held that these set of employees can only be motivated by external stimulation.
The second view was based on Hawthorn findings, which held the view that employees are motivated to work well for “its own sake” as well as for the social and monetary benefits this type of motivation was internally motivated.” Pinder described work motivation as “the set of internal and external forces that initiate work-related behavior, and determine its form, direction, intensity and duration”.
Types of Motivation Intrinsic Motivation Intrinsic motivation means that the individual's motivational stimuli are coming from within.
Research Proposal on The Impact of Motivation on Employee Job Performance The Impact of Motivation on Employee Job Performance Introduction People within an organization are harmoniously working together to satisfy one certain goal, whether short or long-term goal.
The organization, as the collection of people, are expected to be deliver the best assets that they have which are the people bearing the knowledge and skills suitable to their position in the organization.
Specifically, Llopis (2012) reasons that unless employees achieve an adequate level of work-life balance in personal level, management investment on the level of employee motivation can be wasted. (2007) “Managing Employee Performance and Reward: Concepts, Practices, Strategies” Oxford University Press Thomas, K.
This viewpoint is based on Hierarchy of Needs theoretical framework proposed by Abraham Maslow (1943), according to which there is a certain hierarchy for individual needs, and more basic human needs need to be satisfied in order for the next level needs to serve as motivators.