Employee Motivation Essay

This sample of an academic paper on Employee Motivation Essay reveals arguments and important aspects of this topic. Read this essay’s introduction, body paragraphs and the conclusion below.

A Review and Analysis of “Impact of Employees Motivation on Organizational Effectiveness” by Quratul-Ain Manzoor The following is a summary of an article called “Impact of Employees Motivation on Organizational Effectiveness”. It was written by Quratul-Ain Manzoor for publication in Business Management and Strategy. The author’s purpose was to identify the factors that influence employee motivation.

He asks if there is a relationship between organizational effectiveness and employee motivation. The model for his study is based on the vast literature on this subject over the last 30 – 40 years.

The author was motivated to find any linking factors between employee motivation and organizational effectiveness. What the literature informs Mr. Manzoor is that empowerment and recognition have positive effects on employee motivation. So these two central factors form the basis of his research and findings.

Realizing that these two terms (“motivation” and “organizational effectiveness”) are the central part of his study, the author spends two sections of his article in defining and explaining these terms.

Specifically, he cites many previous books and articles and comes up with definitions as others have used these terms. He comes up with a consensus of what these factors mean. This is the focus of his literature review. The author adds to the discussion his own views about these topics. First, he says that money is the fundamental inducement, and that no other incentive comes even close.

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It alone can motivate individuals towards higher performance. But in order to get to its goals organizations need a few individuals to provide leadership.

Motivation And Organizational Effectiveness

Leadership, he says, is about getting things done the right way, and to do that you need people to follow you. That’s based on trust he says. It is empowerment that provides organizational members with the sense of belonging and pride in the organization. It doesn’t matter how automated an organization is; high productivity depends on the level of motivation. And the primary factor in proper motivation is leadership. Mr. Manzoor wants to know if there is any causality between the individual motivation and organizational effectiveness.

Using his extensive study of the literature on this subject, he sets forth three hypotheses. But before he states his hypotheses, he sets forth his objectives and conceptual framework. He is very clear about the main objectives of his study. He wants to analyze the impact of emloyees’ motivations on organizational effectiveness. The “sub-objectives” of his study are: (1) to determine the factors that increase employees motivation and (2) to examine the relationship between employees motivation and organizational effectiveness.

His conceptual framework is brief, but is as follows: “Employee Motivation is the independent variable and will be examined through two of its factors, recognition and empowerment. The dependent variable is organizational effectiveness. He now sets forth three hypotheses. Hypothesis 1 is that “There is an effect of recognizing employees’ work on their motivation to work. ” Hypothesis 2 is that “There is an effect of empowering employees in tasks on their motivation to work. Finally, Hypothesis 3 states: “There is a relationship between employees’ motivation and organizational effectiveness. ”

Concerning the first hypothesis, his analysis of several empirical studies fully supports his first hypothesis that recognizes the employees will increase their motivation to accomplish tasks and execute responsibllities in the organization. As for the second hypothesis, the author’s study of the literature fully supports the hypothesis that empowering employees increases their motivation towards work. Finally, the third hypothesis is confirmed from the literature consisting of multiple empirical studies; namely that there exists a positive relationship between employee motivation and organizational effectiveness.

What this article offers is an excellent review of recent literature on the subject of motivation and organizational effectiveness. The literature is vast, but most of it indicates a correlation between motivation and organizational effectiveness, just as Mr. Manzoor shows. But what surprised me in reading this article was that I didn’t notice any detailed discussion of his methodology. There was no statistical analysis. There was no survey research. In fact, the author was relying on the methodology, statistical analysis and survey research of other researchers he studied.

In my other course work I’ve had to review the literature of academic journals, and this one is different from those because these areas are missing. In fact, Mr. Manzoor’s article is closer to textbooks than to a professional peer reviewed journal article. In most textbooks I’ve seen, a subject area is written about, whether it is management, biology, or history, or some other academic field. The authors of textbooks then review the latest journal articles (as well as important books) and summarize the most important ones – especially the ones that others have cited most frequently.

So, in a sense that is what Mr. Manzoor has done. Only his article appeared in an academic journal. Moreover, it was made to look like an original research article, because it had a literature review, discussion of its “model” and had hypotheses. But the article did not uncover any new data. Mr. Manzoor supported his hypothesis by relying on the data collected by others. My other major criticism of the article is that I think the author is over-simplifying such concepts of motivation and organizational effectiveness.

What is needed is more careful measurement of these concepts, and fortunately many of the authors Mr. Manzoor references do that. But I think Mr. Manzoor takes a too simplified approach. For example, when he says that money is the primary motivator and nothing else comes close, I have to disagree with him. When somebody goes to work for a think tank, or a charity organization, or the U. S. State Department, or the Olympic team, one doesn’t do it primarily for the money. How do I know this? Because there is little financial reward, comparatively speaking, in the organizations I just cited.

So why do individuals go to work for the United Way or compete in the high jump on the Olympic team. The answers vary: for recognition for achievement, or to do the right thing, to name a few. They don’t do it for the financial reward. But in the world of work and business enterprise, people do it for the money, and for the additional recognition that come from a higher paying position in the organization. The discussion of organizational effectiveness is also over simplified. What makes Apple a better company than Dell or Hewlett Packard?

The short answer is motivation and leadership. But what is it about the motivation of Apple’s employees and Apple’s leadership that makes that company out-perform its competition? Are Apple’s employees any more highly motivated, dedicated or driven to achieve than those at competing companies? I think we have only just begun to understand motivation, leadership and organizational effectiveness, and that scholars in the management sciences are far from satisfied that they fully understand those concepts. Only continued research will get to the core of what those c oncepts mean.