Motivation On Employee Performance

Effects of motivation on employees’ performance in an organization The problem can be placed within human resource management perspective as there maybe issues catering to research literature for instance, there may be a lack of support into employee motivation for positive performance indicators in the organization, for example, the presence of too much authority can affect employee performance due to some issues of motivation, affecting employees motivation level.

There is ample need to recognize motivation and performance into an employee-based perspective, finding out motivation effects on employee performance thus, recognizing research-based theories and applications (motivation and employee performance).

This will be in the Uganda context. What is Motivation and How Does it Affect Performance? Why is knowing how to motivate employees is important? What comprises of motivation received by employees? Discuss with literature 2. What is meant by employee performance? Discuss aspects in accordance to literature 3.

How is performance manifested by the human resource area? How it is known in terms of effects underlying motivation ways?  What are some of the motivation effects on employee performance? Is there a positive effect? A negative effect? Name some 5.

What are several ways of measuring motivation to come up with effective employee performance? How it is measured for the purpose of recognizing performance success? – There is a positive effect of motivation towards employee performance within Uganda’s SME – There is a negative effect of motivation towards employee performance within Uganda’s SME.

For literature, motivated employees help organizations survive as motivated employees are more productive.

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To be effective, HR needs to understand what motivates employees within the context of roles they perform, motivating employees is complex due to the fact that what motivates employees changes constantly ( 1991) as for example, research suggests that as employees’ income increases, money becomes less of a motivator (1987), as employees get older, interesting work becomes more of motivator thus, the need to describe the ranked importance of the following motivating factors: job security – sympathetic help with personal problems – personal loyalty to employees – interesting work – good working conditions – tactful discipline – good wages – promotions and growth in the organization – the feeling of being in on things – full appreciation of work done Survey based technique will be used to solicit the data. The target respondents are managerial level employees of Uganda’s SMEs, survey will comprise of different sections containing survey statements measuring motivation and employee performance in lieu to Motivation and acquisition bases – Employee Performance bases – Motivation and enrichment bases – Performance labeling and execution of motivation tactics

A total of 50 employees working within two or three Uganda SMEs mostly in the area of manufacturing and production, noting in how they are motivated and what performance level they have resulted due to motivation given such as performance-based incentives as well as rewards. The employees are to asked to indicate their extent of agreement using the five-point Likert scale (from 5 = completely agree, to 1 = completely disagree).

The motivation for the qualitative method is opposed to that of the quantitative method. The qualitative method is designed to help researchers understand people and the social and cultural contexts in which they live, as the understanding of phenomenon from viewpoints of participants and its particular social and institutional context is largely lost when the textual data is quantified, research questions need to be examined for reliability and validity.

The primary data is to be collected from the respondents in HR based situations, secondary data is to comprise of reference concerning research subject as the use of existing Malaysia information will be realized within the overall research structure The research paper will argue that current knowledge of determinants of motivation and performance is woefully inadequate as an initial step toward improving the situation, a conceptual model is a must which identify set of individual, interpersonal, organizational and environmental variables that may influence employee motivation and his level of performance.

The model incorporates many constructs and research findings from other disciplines, but the primary purpose is to provide a conceptual framework and specific hypotheses to help guide future empirical research for people management.