Literature review of motivation
Business perspectivesdecember 2013, volume 1, issue 4,Pp 471–487 | cite asa literature review on motivationauthorsauthors and affiliationschandra sekharemail authormanoj patwardhanrohit kr. Singhtheoretical articlesfirst online: 14 november ctresearch on motivation has attracted academic and corporate entities over the last two decades. In the present study, authors have reviewed the intense literature to extract all possible dimensions of motivation, having direct and indirect impact on motivation techniques. This has examined the multidimensionality of motivation from the existing literature and present a conceptual framework based on it, and it is experienced that various motivation techniques (discussed in this study) are having a positive impact on both employee satisfaction and the quality of performance in the organization; however, the model needs to be validated using quantitative measures. In order to study the various issues highlighted in this paper related to employee motivation, a large body of literature mainly from different journals have been incorporated. In past research papers few dimensions of motivation were used to explain the different models motivation theory which has direct influence on employee motivation.
Literature review on motivation
The novelty of this study lies in its theoretical framework where authors have made an attempt to come up with a construct having dimensions that directly or indirectly influences employee dsmotivation employee performance organizational performance motivation techniques xt pdfintroductionthe ingredients of motivation lie within all and the internalized drive toward the dominant thought of the moment (rabby 2001). Motivation directly links to individual performance that gain to organization performance and as a catalyzer for all individual employees working for an organization to enhance their working performance or to complete task in much better way than they usually do. Panagiotakopoulos (2013) concluded that factors affecting staff motivation at a period where the financial rewards are kept to the least leads to stimulate employee performance. Similarly dysvik and kuvaas (2010) concluded that intrinsic motivation was the strongest predictor of turnover intention and relationship between mastery-approach goals and turnover intention was only positive for employees, low in intrinsic motivation. As per kuo (2013) a successful organization must combine the strengths and motivations of internal employees and respond to external changes and demands promptly to show the organization’s value. In this paper, we have taken various techniques of motivation from existing literature, and managed to make flow of motivation from young-age employees to old-age employees.
From organization perspective managers need to understand the flow of motivation, it helps them to create a culture where employees always get motivated to do better. Barney and steven elias (2010) found that with extrinsic motivation there exist a significant interaction between job stress, flex time, and country of residence. In the body of literature, various frameworks are used by the researchers based on theory of motivation, with only few dimensions of ture reviewin a complex and dynamic environment, leader of the organization used to create the environment in which employee feel trusted and are empowered to take decisions in the organization which leads to enhance motivation level of employee and ultimately organizational performance are enhanced. Smith and rupp (2003) stated that performance is a role of individual motivation; organizational strategy, and structure and resistance to change, is an empirical role relating motivation in the organization. Likewise, malina and selto (2001) conducted a case study in one corporate setting by using balance score card (bsc) method and found out that organizational outcomes would be greater if employees are provided with positive motivation. Kunz and pfaff (2002) stated no substantive reason to fear an undermining effect of extrinsic rewards on intrinsic motivation.
Decoene and bruggeman (2006) in their study developed and illustrated a model of the relationship between strategic alignment, motivation and organizational performance in a bsc context and find that effective strategic alignment empowers and motivates working executives. 2013) stated that monetary rewards can be a very powerful determinant of employee motivation and achievement which, in turn, can advance to important returns in terms of firm-level performance. Vuori and okkonen (2012) stated that motivation helps to share knowledge through an intra-organizational social media platform which can help the organization to reach its goals and objectives. Ashmos and duchon (2000) recognizes that employees have both a mind and a spirit and seek to find meaning and purpose in their work, and an aspiration to be part of a community, hence making their jobs worthwhile and motivating them to do at a high level with a view to personal and social primary objective to write this review is to highlight the flow of motivation and reveals what motivation technique works more efficiently in different stages of life. To study the various issues highlighted in this study related to employee motivation, this study reviews a large body of literature mainly in different journals. Once all the issues have been identified, each issue is used as a keyword to search the relevant literature.
Table 1 shows that the number of articles or reviews published on motivation in the last two decades (table 2). Of motivationtrainingtraining refers to ‘‘the systematic accretion of skills, command, concepts or mindset leads to improve performance’’ (lazazzara and bombelli 2011). 1991) indicates that individuals with higher pre-training motivation on the basis of their willingness to attend training have greater learning outcomes as compared to individuals heaving lower pre-training motivation. It avoids the dullness caused by monotonous jobs and simultaneously brings smoothness in technological job with the help of handling different circumstances at different levels and it leads to effective learning of many aspects in the satisfactionin (2011), parvin and kabir studied the tested factors affecting job satisfaction for pharmaceutical companies and described job satisfaction as how content an individual is with his or her job, and viewed job satisfaction is not the same as motivation, although clearly linked. 2012) organizations had the duty to appreciate the employee from time to time and offer other form of benefits such as payment, which will help in employee motivation. So we can say job satisfaction is the most influential tool of motivation and put the employee very far off from mental tension and he gives his best to the organization, ultimately it leads to profit itionaccording to candi et al.
Therefore, a social opportunity for the employee is used to boost their motivation level and ultimately helps in achieving the goals and objectives of the 1 explains how motivation works in different stages of life, and motivation dimension plays a vital role in enhancing individual performance in different stages of life of human being. 1flow of motivationin the early and middle stage of life, money is important to goal setting because offering such incentives bring person being more willing to expand effort to meet a given goal level than not offering the incentives. Wiley (1997) concluded that good pay is an important motivator regardless of 2 explains how motivation dimensions influence individual and organization performance. 2theoretical construct of research dimensionsif we talk the motivation dimension that enhances organization performance, training used to enhance the skills, efficiency, and knowledge of employees for doing a particular job during their earlier career stage because it familiarizes them with the organizations goals, rules, and regulations and the working conditions in one hand since updates and amendments take place in technology, purchasing a new equipment, changes in technique of production, and computer impartment. Job security has been considered from several theoretical perspectives, including as a motivational precursor to job ee recognition is used to fulfill the inherent need to appreciate as well as work to be validated by the employee contribution. Early, middle, and late career stage of life because it brings any combination of physiological, psychological, satisfaction that invokes a person truthfully to say i am satisfied with my current job and it leads to employee motivation to achieve goals of the organization.
It stimulates self-development and creates interest in the job in one hand and minimizes discontent and the late career stage of their employment social opportunities for employees to get involved in leveraging the core competencies of the organization to create business value and positive social change can increase employee motivation and job satisfaction and help workers to more effectively manage job stress. This can lead to positive gains for the organization by enhancing organizational effectiveness and improving work quality, as well as by helping the organization attract and keep top-quality employees, which can bring growth and development to the organizations and can improve the quality of their employees’ work experience and realize the benefits of developing workers to their full ding remarksmotivation works as a catalyzer for individual employees working for an organization to enhance their working performance or to complete task in much better way than they usually do. In this paper, authors identified the key motivation techniques from existing literature and linked it through organization performance. These motivation techniques has long been acknowledged as an important personnel work with the potential to improve employee motivation and hence performance, and to deliver management with the control needed to achieve organizational objectives. Authors made flow of motivation from early career motivation techniques to late career motivation techniques and reached on a conclusion: if employees are provided with right motivation technique at right time, their morale and confidence goes up and had a direct positive impact in individual performance and organizational performance. This conclusion is built on the emphasis made by earlier researchers to motivate people, organizations need to first have the baseline in place; in the absence of the baseline, motivation is not possible to achieve.
The study has shown success in intrinsic motivators and extrinsic motivators to improve performance in the major limitation of this study is that the proposed framework is designed on basis of extensive literature review and so needs to be confirmed using quantitative measures. Although extensive research is reviewed and every possible dimensions of motivation are studied, it cannot be stated explicitly that these dimensions will be able to create the baseline which will motivate the employees through the motivators. Thus, they create a dilemma as to whether these motivation dimensions are enough to create a solid baseline which has an impact on the ncesaguinis, h. The perils of participation: effects of the choice of training on trainee motivation and learning. Toward an integrative theory of training motivation: a meta-analytic path analysis of 20 years of research. Exploring the relative and combined influence of mastery-approach goals and work intrinsic motivation on employee turnover intention.
The influence of general perceptions of the training environment on pre-training motivation and perceived training transfer. Motivation to learn and course outcomes: the impact of delivery mode, learning goal orientation, and perceived barriers and enablers. The impact of employee learning on staff motivation in greek small firms: the employees’ perspective. Motivation as a tool for effective staff productivity in the public sector: a case study of raw materials research and development council of nigeria. Indian institute of information technology and management -indian institute of information technology and management -indian institute of information technology and management this article as:Personalised use cookies to improve your experience with our business perspectivesdecember 2013, volume 1, issue 4,Pp 471–487 | cite asa literature review on motivationauthorsauthors and affiliationschandra sekharemail authormanoj patwardhanrohit kr. Utilitiesjournals in ncbi databasesmesh databasencbi handbookncbi help manualncbi news & blogpubmedpubmed central (pmc)pubmed clinical queriespubmed healthall literature resources...
Toall how tochemicals & bioassaysdna & rnadata & softwaredomains & structuresgenes & expressiongenetics & medicinegenomes & mapshomologyliteratureproteinssequence analysistaxonomytraining & tutorialsvariationabout ncbi accesskeysmy ncbisign in to ncbisign : abstractformatsummarysummary (text)abstractabstract (text)medlinexmlpmid listapplysend tochoose destinationfileclipboardcollectionse-mailordermy bibliographycitation managerformatsummary (text)abstract (text)medlinexmlpmid listcsvcreate file1 selected item: 27552534formatsummarysummary (text)abstractabstract (text)medlinexmlpmid listmesh and other datae-mailsubjectadditional texte-maildidn't get the message? 2016 dec;14(4): motivation in health care: a scoping literature ra ta1, innis j, berta information1health services organization & management, institute of health policy management and evaluation, university of toronto, toronto, ontario, ctaim: the aim of this scoping literature review was to examine and summarize the factors, context, and processes that influence work motivation of health care s: a scoping literature review was done to answer the question: what is known from the existing empirical literature about factors, context, and processes that influence work motivation of health care workers? Following this screening process, full-text articles were reviewed to determine the eligibility of the studies. Eligible studies were then evaluated by coding findings with descriptive labels to distinguish elements that appeared pertinent to this review. Coding was used to form groups, and these groups led to the development of s: twenty-five studies met the eligibility criteria for this literature review. There is a need for more qualitative research and for the use of case studies to examine work motivation in health care organizations.
Longitudinal research would provide insight into how work motivation changes, and how it can be influenced and shaped. To improve work motivation, there is a need to address bullying and hostile behaviours in the workplace. Addressing the factors that influence work motivation in health care settings has the potential to influence the care that patients : 27552534 doi: 10. Indexed for medline] sharepublication type, mesh termspublication typereviewmesh termscross-sectional studieshealth personnel/psychology*inservice traininginterpersonal relationsmotivation*personal autonomysalaries and fringe benefitswork performancelinkout - more resourcesfull text sourceswolters kluwerovid technologies, laneousnci cptac assay portalnci cptc antibody characterization programpubmed commons home. Commentshow to join pubmed commonshow to cite this comment:Ncbi > literature > ncbi web site requires javascript to tionresourcesall resourceschemicals & bioassaysbiosystemspubchem bioassaypubchem compoundpubchem structure searchpubchem substanceall chemicals & bioassays resources... Commentshow to join pubmed commonshow to cite this comment:Ncbi > literature > is currently an issue with the citation download feature.