Effect of Motivation on Employee Commitment

Introduction

Past researchers to recognize the different factors that might affect the commitment of the employees towards their organization. Apparently, the area of motivation found as one of the significant factors. Aside from the training and development, employers are also targeting the job satisfaction in their employees and with the aid of motivation and approaches among the employees there is a strong influence to achieve the organizational commitment in the workforce.

Background and Problem Statement

Organizations are managed to increase the traditional function of the workforce by forging various strategies. One of the recognized methods that brought success in the organization is the talent management, wherein the organization is pooling the best talents or the “cream of the crop” in the workforce. In the investigation of acknowledging the skills of the individuals, the commitment of an employee is said to be the most desirable asset that an organization can have. This is because for the reason that the performances of the employees play a significant role and has a great contribution towards the fulfillment of the organizational objectives. In addition, the employee commitment is another challenge for the organizations, in which no leader can really identify the ways to gain it from the employees. Therefore, the organizations are attempting to build the competency among the employees through the use of various training and development programs. On the other hand, the use of the motivational approaches, the increase in performance can be achieved. However, what would be the effect of the motivation to gain the commitment of the employees?

Research Aim and Objectives

The main aim of the study is to investigate the effect of employee motivation towards the employee commitment. In order to achieve this discovery, there are four objectives that need to be considered. First is to identify the possible strategies that might increase the job satisfaction or organizational commitment of the employees. Second is to recognize the broad context of the various theories in motivation. Third is to determine the perception of the employees towards the motivational approach of the organization. And fourth is to recognize the perceptions of the managers or employers regarding the applied motivational approaches and improve the performance of the employees.

Literature Review

For business leaders, the performance of his subordinates is important for the growth of the organization. One of the basic ways in improving or enhancing the performances of the employees is through the use of organizational approaches such as motivations. On that idea, the importance of the motivation within the organization can be described as the asset of the company that cannot deteriorate and can be passed on the other subordinates. For the business leaders, corporate culture can be a good motivational factor for the employees especially when the company is operating more than 50 years and leave a legacy in the industry. Rewards and punishment are some of the classic examples of motivations that can be applied in the process of the empowering the people and was created to achieve their greatest potential. Motivation and its application has been the center of issue in the human resource department. The motivation and its different philosophical views create a link between the employee’s knowledge and skills and the nature of their work (Wright, 2001). In the perspective of the human resource manager, the commitment of the employee to perform well is favorable in the entire organization. For some other researchers, the motivation is the kind of force that drives a person to do his best contribution in the organization – and commitment comes next (Meyer, Becker, and Vandenberghe, 2004). The productivity may appear in every employee and that is very beneficial in the organization. The decision for the retention and the promotion is very possible. In the continuous deliberation of the organization towards the certain changes, the challenges that happen to affect the entire organization can be minimize (Kreisman, 2002). The employees that will create a great factor or contribution such as improvement in their field of work will definitely feel the job satisfaction and indeed, might reflect in their compensation (Egan, Yang, and Bartlett, 2004).

Methodology

The applied method in the study is the use of survey and interview. The survey will use the questionnaires in a Likert Scale form and conducted for the employees. The results that may be formulated from the survey will help the researcher/s identify the perceptions of the employees. On the other hand, the interview will be conducted among the managers and/or HR managers. This will give the idea regarding the motivational approaches of the organization and effectiveness of those approaches in order to achieve the employee commitment.

References:

Egan, T., Yang, B., and Bartlett, K., (2004) The Effects of Organizational Learning Culture and Job Satisfaction on Motivation to Transfer Learning and Turnover Intention, Human Resource Development Quarterly, 15(13) [Online] Available at: http://download.clib.psu.ac.th/datawebclib/e_resource/trial_database/WileyInterScienceCD/pdf/HRQ/HRQ_2.pdf [Accessed 24 August 2010].

Kreisman, B., 2002. Insights into Employee Retention, Commitment and Motivation [Online] Available at: http://www.insightsvancouver.com/PDFs/Employee%20Commitment-Retention%20White%20Paper%5B1%5D.pdf [Accessed 24 August 2010].

Meyer, J., Becker, T., Vandenberghe, C., 2004. Employees Commitment and Motivation: A Conceptual Analysis and Integrative Model, Journal of Applied Psychology, 89(6) [Online] Available at: http://www.mona.uwi.edu/spsw/downloads/coursemat/PS66G/2005-2006/sem2/meyer_becker_vandenberghe_2004_motivation_and_employee_commi.pdf [Accessed 24 August 2010].

Wright, B., 2001. Public-Sector Work Motivation: A Review of the Current Literature and a Revised Conceptual Model, Journal of Public Administration Research and Theory, 11(4).