It has been identified that there are two forms of motivational behaviours referred to as the intrinsic motivation and extrinsic motivation. The intrinsic motivation involve the selection of behaviour on the basis of the internal value as well as satisfaction, whereas, the extrinsic behaviour requires a person to involve in behaviour on the basis of the external rewards (Kaur, 2013; Ankli & Palliam, 2012). Manzoor (2012) proposed that intrinsic motivators are found to be important for receiving the most effective efforts from the subordinates. The motivation of employees has a correlation with the performance and commitment of employees using the motivational tools highlighting the commitment and performance as the ideal factors determining
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Similarly, the Maslow’s hierarchy of needs and Vroom’s theory of expectancy provided that the leaders understand the needs of their employees while knowing ways of prioritising the needs of employee for their benefits. The previous research studies have provided that the motivation of employees is associated with the attribution theory or the expectancy theory while focusing on certain form of intrinsic and extrinsic motivation as compared to the personality and behaviour (Ankli & Palliam, 2012; Gangwar, et al., 2013; Barrick, et al., 2014; Lăzăroiu, 2015; Malik & Naeem, 2013; Smith & Shields, 2013). Barrick et al (2014) have considered that intrinsic and extrinsic motivations are the strong indicators of employee performance. The increase in the programs of employee motivation can lead to the increase in the levels of employee performance. Gangwar, et al (2013) suggested that the increase in the motivation of an employee provides the appropriate opportunity of employees to share their knowledge of behaviour. The employees can be referred to as effective in organisation in case they possess more knowledge regarding the most effective behaviours to be implemented in the …show more content…
The loyalty of employees is available in organisation with the passage of time as the commitment of employees towards their organisation has been minimised. The employees of organisations have considered a surplus of factors throughout their career. The theories related to the human resources on the motivation have investigated the topics in human resources management and psychology. For the organisations fulfilling the objectives of effectiveness and productivity, they are required to fulfil the needs of employees (Lee & Hanna, 2015; Baumeister, 2016; Ankli & Palliam, 2012; Manzoor, 2012). Maslow (2015) reflected that the motivating factors differ among people. For certain employees, the encouragement and appreciation are considered as most important factors, whereas, the other employees have found the promotion and financial rewards to be critical. The motivational factors can be interpreted as the leaders identifying the factors motivating the employees. The motivation of employees is found to be noticeable through the practice and theory while modifying the motivational system as per the situation to result in positive outcomes for the organisation and influencing the management of such type of businesses (Burchell & Tumawu, 2014; Ankli & Palliam, 2012; Lee & Hanna, 2015). Ankli and Palliam (2012) has reflected the motivation as the
Similarly, the Maslow’s hierarchy of needs and Vroom’s theory of expectancy provided that the leaders understand the needs of their employees while knowing ways of prioritising the needs of employee for their benefits. The previous research studies have provided that the motivation of employees is associated with the attribution theory or the expectancy theory while focusing on certain form of intrinsic and extrinsic motivation as compared to the personality and behaviour (Ankli & Palliam, 2012; Gangwar, et al., 2013; Barrick, et al., 2014; Lăzăroiu, 2015; Malik & Naeem, 2013; Smith & Shields, 2013). Barrick et al (2014) have considered that intrinsic and extrinsic motivations are the strong indicators of employee performance. The increase in the programs of employee motivation can lead to the increase in the levels of employee performance. Gangwar, et al (2013) suggested that the increase in the motivation of an employee provides the appropriate opportunity of employees to share their knowledge of behaviour. The employees can be referred to as effective in organisation in case they possess more knowledge regarding the most effective behaviours to be implemented in the …show more content…
The loyalty of employees is available in organisation with the passage of time as the commitment of employees towards their organisation has been minimised. The employees of organisations have considered a surplus of factors throughout their career. The theories related to the human resources on the motivation have investigated the topics in human resources management and psychology. For the organisations fulfilling the objectives of effectiveness and productivity, they are required to fulfil the needs of employees (Lee & Hanna, 2015; Baumeister, 2016; Ankli & Palliam, 2012; Manzoor, 2012). Maslow (2015) reflected that the motivating factors differ among people. For certain employees, the encouragement and appreciation are considered as most important factors, whereas, the other employees have found the promotion and financial rewards to be critical. The motivational factors can be interpreted as the leaders identifying the factors motivating the employees. The motivation of employees is found to be noticeable through the practice and theory while modifying the motivational system as per the situation to result in positive outcomes for the organisation and influencing the management of such type of businesses (Burchell & Tumawu, 2014; Ankli & Palliam, 2012; Lee & Hanna, 2015). Ankli and Palliam (2012) has reflected the motivation as the