Introduction
In an organization, it is important for the propellers to gain competitive advantage in the industry where the business belongs. The organization believe that through their effective performance, there is a possibility to keep the business alive and continue to grow. In a deep sense, the organization found that their workforce has an impact in the future success of the business. The workforce is the wheels of the business and therefore, the drivers – which are the propellers-, believe that wheels should not cease in moving.
Background of Study and Problem Statement
Most of the organizations believe in the power of the competency within the organization and in the industry. It is important for the entire organization on how their workforce feel about their job and the leaders can recognize it in their employees’ job performance. In this case, the approach on motivation is the center of the study which is also applied in the organization (Byham and Moyer, 2005). The approach of the organization in the motivational aspect is placed in a higher level or dimension that can answer their need for competency. Considering the other examination with regards to the motivation, there is still other roles that the motivation plays in the issue of the individuals’ job performance.
Research Objectives
The research study aims in assessing the role of the motivation of the employee’s job performance. The study attempts to decode the truth in the motivation and the areas of it concerns so that the organizations can achieve their goals. Furthermore, the research has a purpose to serve itself as a basis of the effectiveness of motivation in the job performance of an individual and then, push the organizations to create other motivational approaches to satisfy their target.
Research Questions
The study found the areas where the role of motivation can be weigh. Through the guidance of the following questions, job performance of an employee can be interpreted.
a) What are the types of motivational approaches of the organizations?
b) What are the views of the leaders in the idea of motivation?
c) What are the actions created by the employees to when they are motivated?
d) What are the common clues to identify that there is an increased or improved job performance?
Literature Review
Motivation allows the organizations and individuals to focus on the development of their behaviors and knowledge. Overall, the motivational aspects on the job and in the organization are to energize the workforce to provide the effectiveness in their job (Byham and Moyer, 2005). There is study that explains in the amount of job involvement of the individual. It defined that an individual’s understanding on his job has an effect on the job performance. Meanwhile, the motivational processes increases or influences the job performance and other work outcomes of an individual (Chughtai, 2008). Clearly, the job performance of a person is a result of the combination of motivation and job involvement. Some study delivered the idea that there is autonomy in the organization that can affect not only the performance but as well as the job satisfaction, motivation, and role perceptions (Strain, 1995). In addition, the lack of autonomy can decrease the creativity of a person and his or her confidence and ideas to seek new prospects and personal goals. Meanwhile, other study shows that job performance is an achievement of an individual based on his choice (Christensen and Wright, 2009). When a person is fit on his job, there is not so much effort on the side of the organization to motivate their employee. It is the job preferences (and supported with continuous training and development) of an individual to manage the direction of his job performance and making the decisions.
Methodology
The applied method of the study is the use of motivation assessment test and motivation assessment inventories (Byham and Moyer, 2005). Motivation assessment test can measure the individual’s work-related issues such as the things that he or she likes and dislikes about the job that can at least affect their decision. Meanwhile, the motivation assessment inventories is almost similar to the tests but they are not use in making decision but questionnaires that are related to their nature of work and how do they feel on the motivational approach of the organization. These two motivational approaches are applied in the determining the impact of the motivation as well as its role in building the competency and measuring the job performance.
Conclusion
Motivation can be assessed as a reflection in the job performance of the employees. Motivation, together with the other work-related elements such as job involvement, autonomy, and choice, can clearly affects the outcome of an employee’s job performance. Motivation, when took alone, plays an essential role in the job performance as long as there is an appeal to the employee or for the entire workforce.
References:
Byham, W., & Moyer, R., 2005. Using Competencies to Build a Successful Organization. [Online] Available at: http://www.ddiworld.com/pdf/ddi_usingcompetenciestobuild_mg.pdf. [Accessed 22 Jan 2010].
Christensen, R., & Wright, B., 2009. The Effects of Public Service Motivation on Job Choice Decisions: Exploring the Contributions of Person-Organization Fit and Person-Job Fit. [Online] Available at: http://www.pmranet.org/conferences/OSU2009/papers/Christensen,%20Robert%20K%20and%20Wright,%20Bradley%20E.%20%20The%20Effects%20of%20Public%20Service%20Motivation%20on%20Job%20Choice%20Decisions.pdf. [Accessed 22 Jan 2010].
Chughtai, A., 2008. Impact of Job Involvement on In-Role Job Performance and Organizational Citizenship Behavior. Journal of Behavioral and Applied Management, Vol. 9, No. 4. [Online] Available at: http://www.jbam.org/pubs/jbam/articles/Vol9/no2/JBAM_9_2_4.pdf. [Accessed 22 Jan 2010].
Strain, C., 1995. Need for Autonomy as a Moderating variable in the Model of the Determinants of Salesperson Performance. [Online] Available at: http://www.sbaer.uca.edu/research/swma/1995/pdf/08.pdf. [Accessed 22 Jan 2010].
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