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Week Five: Research Paper

Student

Institution

Course

Instructor

Due Date
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Motivation and work performance

Overview

The success of every business depends on key factors that have a direct connection to job

performance and motivation. While job performance evaluates the caliber and volume of the

work that employees accomplish, motivation is the inspiration that propels people to strive

toward their goals. Employees that are highly driven are frequently more productive and invested

in their work, which improves job satisfaction and boosts overall performance. On the other side,

low levels of motivation can result in reduced efficiency, absences, and a lack of dedication,

which ultimately has an impact on the organization's performance and profitability.

Businesses need to comprehend the connections between and influences on employee

motivation and performance. Employers may foster a stimulating workplace by offering rewards

like bonuses, accolades, and chances for professional progress. These rewards can increase

employee motivation, which will boost output and performance at work. Organizations may also

promote a collaborative, communicative, and empowered workplace culture that motivates staff

to work together to achieve shared objectives.

Employers must also understand that different people are driven by various things. For

instance, some people may be driven by monetary compensation, but others may be driven by

inner considerations like approval, fulfilling work, and a sense of success. firms must recognize

the distinctive motivators of each of their employees and adjust their motivating techniques

appropriately This will allow for improvement in job performance.

Purpose of Research
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Any business must have two crucial components for it to fulfill its goals and objectives:

motivation and job performance. Employee motivation generally improves performance and

increases commitment to the job, which increases the organization's production and profitability.

Nevertheless, it may be a difficult and comprehensive process to comprehend what drives

workers and how this motivation results in higher performance. To better understand this link

and discover the variables that affect motivation and job performance, as well as how these

variables may be used to enhance organizational performance, the goal of this research is to go

deeper into this relationship. By fostering a motivated and high-performing staff, businesses may

increase their overall performance and competitiveness in the marketplace. This research seeks

to help establish practical and successful solutions that can be used by organizations to

accomplish just that. Finally, the research's conclusions will offer insightful information that

managers, human resource specialists, and other stakeholders may utilize to design work

environments that foster motivation and

Review of the Literature

The connection between job performance and motivation has been the subject of various

research. In a research published in 2020, Song et al. examined the association between intrinsic

motivation and job performance in the hospitality sector. With a sample size of 300 employees,

the study entailed polling hotel staff from different establishments in China. The study

discovered that intrinsic motivation has a substantial influence on job performance. Particularly,

individuals with intrinsic motivation had greater levels of job satisfaction, dedication, and

engagement, which ultimately improved work output. The study's findings revealed that intrinsic

motivation was positively correlated with work engagement, which in turn resulted in improved

job performance.
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The study also discovered that workers who were intrinsically driven were more likely to

practice organizational citizenship behaviors, such as volunteering for duties beyond the scope of

their jobs, which eventually enhanced their performance. According to the study's findings, firms

should give employee motivation top priority as a way to boost overall performance since it is

crucial for strengthening job performance in the hospitality sector.

The study by Niu and Wang (2019) intended to examine how leadership styles impact

employee engagement and work performance in the healthcare business. The study discovered

that transformational leadership, which entails inspiring and encouraging individuals to achieve

their goals, has a substantial beneficial influence on employee motivation. This motivation, in

turn, resulted in improved job performance among employees. The study's findings imply that

transformational leaders may develop a culture of empowerment, innovation, and cooperation

among employees, which can increase overall job performance.

However, the study also discovered that transactional leadership, which emphasizes

incentives and penalties for performance, decreased employee motivation. Employees' job

performance suffered as a result of this unfavorable effect. The use of dependent rewards and

penalties by transactional executives to drive staff can foster a climate of conformity rather than

innovation and teamwork. The study's findings show that leaders who just use transactional

leadership may find it difficult to create an environment where staff members are highly engaged

and committed to their work.

According to Saeed et al.'s (2018), job satisfaction is a key factor in determining

employee engagement and productivity. The study finds that job happiness is a key factor in

raising employee motivation, which in turn results in greater work performance. It has been

noted that happy employees are more likely to show higher levels of motivation, which boosts
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their productivity and efficiency at work. As a result, businesses are better able to achieve their

goals, such as profitability, and expansion.

The study also discovered a link between organizational dedication and job happiness,

which improves work performance even more. According to the research, dedicated employees

are more likely to be content with their professions, which fosters increased motivation and

superior work output. By fostering an atmosphere at work that encourages employee

engagement, job satisfaction, and a feeling of community, one may increase organizational

commitment. This may be accomplished via a variety of tactics, including competitive pay,

benefits, and work-life balance policies; chances for professional progression and development;

and encouraging employee appreciation and recognition.

Wang et al. (2019) conducted a study to evaluate the link between job autonomy, job

satisfaction, and job performance in the manufacturing business. The researchers employed a

sample of 300 employees from diverse industrial organizations to collect data via questionnaires.

The findings reveal that job autonomy has a considerable beneficial influence on employee job

satisfaction, which leads to improved job performance. The study also discovered that employees

who had more job autonomy reported higher levels of job satisfaction, which led to improved job

performance. According to the findings of this study, providing employees with more job

autonomy can be an effective technique for raising job satisfaction and enhancing job

performance in manufacturing businesses.

Employers may provide workers greater freedom in their work assignments and decision-

making, which would likely improve their job satisfaction and, eventually, their performance. To

increase performance outcomes, firms must embrace a more employee-centric strategy, as this

study underlines the value of work autonomy in the manufacturing sector.

Motivation is described by DeNisi and Griffin (2017) as the internal or external force that

prompts people to participate in particular behaviors or actions. Since "motivation" is derived

from the Latin word "movere," which means "to move," it may be seen as the power that drives

individuals to take action. Work performance, which is the outcome of such behavior, is

determined in large part by motivation in the workplace. The degree to which employees feel

happy and content with their work, or job satisfaction, is one element that can have an impact on

how well employees perform at work.

Employee engagement is also an essential factor that can influence work performance as

it refers to the level of commitment and enthusiasm an employee has towards their work. Goal-

setting can also impact work performance, as it provides employees with a clear direction and

purpose, allowing them to focus their efforts and energies toward achieving specific objectives.

Feedback is another critical factor that can enhance work performance, as it provides employees

with information on how well they are doing and what areas they need to improve on.

Practical Application of the Literature

According to the research, several factors might affect an employee's motivation and

productivity at work. Intrinsic motivation, transformative leadership, work happiness,

organizational commitment, and job autonomy are some of these elements. These elements may

be used by organizations to improve worker performance and motivation, which will lead to

higher levels of productivity and profitability.

Organizations may utilize transformational leadership, for instance, to inspire and

encourage workers by giving them a feeling of direction and purpose. A supportive and

empowering work environment that motivates people to provide their best effort may be
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developed by transformational leaders. Employers may improve employee work happiness by

giving them more employment freedom, rewards, and recognition.

In conclusion, motivation and work performance are critical elements in the workplace

that significantly impact the productivity and profitability of organizations. The literature

suggests that several factors influence motivation and work performance, including intrinsic

motivation, transformational leadership, job satisfaction, organizational commitment, and job

autonomy. Organizations can use these factors to enhance employee motivation and work

performance, resulting in increased productivity and profitability. Therefore, organizations must

understand the relationship between motivation and work performance and implement strategies

that can positively influence both.

References

Niu, X., & Wang, J. (2019). Job autonomy, job satisfaction, and job performance: Evidence from

China. Journal of Business Research, 104, 366-378.

https://doi.org/10.1016/j.jbusres.2019.06.012

Saeed, B. B., Afsar, B., Hafeez, S., & Shahjehan, A. (2018). Employee motivation and job

performance: The role of organizational citizenship behavior. Business and Economic

Research, 8(2), 205-219.

Song, J. H., Kim, J. K., & Uman, L. S. (2020). Systematic review of factors influencing

motivation of employees in healthcare organizations. Journal of Nursing Management,

28(1), 19-30. https://doi.org/10.1111/jonm.12891

Wang, Z., Chen, J., & Chen, L. (2019). The impact of organizational justice on job burnout and

work engagement: Evidence from China. Social Indicators Research, 142(1), 73-92.