Review Of Literature On Employee Motivation

Review Of Literature On Employee Motivation-5
DDI (Development Dimensions International)’s own research reveals that only 19 percent of employees are highly engaged within their organization.

In general sense, motivation can be referred as a combination of motive and action.

Vroom [1] has suggested that performance can be thought of a multiplicative function of motivation and ability [2]. The model of motivation is based upon a definition of motivation as "a process governing choices made by persons or lower organisms among alternative form of voluntary activity" [1].

In the fierce era of competition, organizations nowadays are more emphasizing on the management of Human Resources.

A manager capable of managing his employee effectively is a successful one.

The following study is a self-conducted research on how motivational tools impact the performance of employee for betterment.

The study also focused on de-motivation factors affecting employee performance negatively.

It is said that one of the important functions of human resource manager is to ensure job commitment at the workplace, which can only be achieved through motivation.

There is general agreement that people are motivated in situations where (1) they can participate, (2) they can feel accomplishment and receive recognition for their work, (3) where the communication is frequent and (4) there are opportunities for career and knowledge growth.

For any organization to operate smoothly and without any interruption, employee cooperation cannot be replaced with anything else.

It is of utmost importance that the employees of an organization not only have a good relationship with the top management, but also, they maintain a healthy and professional relationship with their coworkers.

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