Impact Of Employees Motivation On Organizational Effectiveness

Published Date: 02 Nov 2017

Abstract

The intention of this research paper is to investigating the correlation between organizational effectiveness and employee motivation and to recognize the causes that influences employee motivation. Employee motivation is positively affected by recognition and empowerment. Employee motivation to do work in the organization is increase by the increasing of employee’s empowerment and recognition. It is not easy to carry out business all over the globe. Some interior and exterior work surrounding reasons affect the organizational effectiveness. There is a positive relationship between employee motivation and organizational effectiveness. The organizational attainment and achievement will be superior when more the employees are motivate to complete the duty. For improving employee motivation which directs to organizational effectiveness, the research concentrates on the performance and observation of the two fundamental aspects, empowerment and employee recognition. For employee’s better performance it is necessary that organization should make their policies, structure, rules and regulations that give space to employees and admire and give rewards to them on the accomplishment and success of their duties. It will definitely lead to organizational effectiveness.

Introduction

Every business and organization wants to attain their goals and has a desire to become successful.

Literature Review:

Motivation

According to Webster’s New Collegiate Dictionary, a motive is "something a need or desire that causes a person to act". Motivation is defined as "the act or process of motivating". as a result, the performance or procedure of presenting an objective that cause a person to capture some achievement is motivation (Shanks.N. H.). According to Butkus & Green (1999), motivation is derived from the word "motivate", means to move, push or influence to proceed for satisfying a want (Kalimullah et al, 2010).

Bartol and Martin (1998) describe motivation as a power that activates the tendency to continue, build up behavior, and gives way to behavior (Farhad et al, 2011). This explanation identifies that in order to attain certain objectives; individuals must be clear about their destinations and be satisfactorily energetic . According to Bedeian, (1993) it is an internal force to convince an unsatisfied need and the spirit to achieve. It indicates those psychological actions that foundations the encouragement, direction, and determination of conscious actions that are goal oriented (Farhad et al, 2011). It is an inner power that forces individuals to drag off personal and organizational goals (Reena et al, 2009).

Employee Motivation

Many factors like performance appraisals, employee motivation, Employee satisfaction, compensation, Training and development, job security, Organizational structure and other primarily influence on Employee Performance, but the area of study is paying attention only on employee motivation as this factor highly influence the performance of employees.

One of the policies of managers is employee motivation to increase effective work administration along with employees in organizations (Shadare et al, 2009). A motivated employee directs its efforts in that direction through which he must achieve the definite goals and objectives. Rutherford (1990) reported that motivated employees are constantly looking for better practices to do a work so motivation makes an organization more successful, so it is necessary for organizations to encourage motivation of their employees (Kalimullah et al, 2010).

One of the employees most stable and greasy challenges is to do their best work even in tough circumstances and this can be made possible through motivating them.

Organizational Effectiveness

Organization is the composition of people which generate independent business identity for some particular reason and getting desired result within defined resources is treated as effectiveness.

Organizational effectiveness is the view of how capable an organization is in achieving the results the organization aims to generate (Muhammad, et al, 2011). It plays an important role in accelerating organizational development (Bulent et al, 2009). It is the net satisfaction of all components in the process of gathering and changing inputs into output in an efficient way (Matthew et al, 2005).

Organizational effectiveness is defined as the level to which an organization, by the use of certain resources, fulfils its objectives without reducing its resources and without placing excessive tension on its members and society (Mary et al, 1996). It is the maximum combined value of the primary components (Matthew et al, 2005).

The goal model describes organizational effectiveness in terms of the extent to which an organization achieves its objectives. The legitimacy model views organizational effectiveness in terms of a background assessment "of component preferences for performance and natural restrictions on performance from an external environmental point of view" (Zammuto.R.F, 1982).

The constituency model considers organizational effectiveness "as a set of several statements, each reflecting the evaluative criteria applied by the various constituencies" involved with the organization being evaluated with an emphasis on means criteria (Connolly.T, 1980).

The systems resource model defines organizational effectiveness "in terms of its (the organization’s) negotiating position, as reflected in the ability of the organization, in either absolute or relative terms, to utilize its environment in the attainment of limited and valued resources" and how they use these resources (Yuchtman.E, 1987).

The study is aimed to determine the factors that increase employee motivation and the relationship of organizational effectiveness with employee motivation

Empowerment

According to (Bennis, 1989; Block, 1987; Kanter, 1977; Kanter, 1979; Kanter, 1989; McClelland, 1975) empowerment is defined as an approach to leadership that empowers subordinate as a main element of managerial and organizational effectiveness (Honold,L, 1997). According to Bowen & Lawler (1992) to permit employees to formulate decisions is expressed as empowerment (Amin et al, 2010). Giving authority and liberating potential of employees is Empowering.

Having larger control over ‘how’ jobs are done and carried for more growth and productivity is the main energetic force of empowerment (Smith, B, 1997). According to Tannenbaum (1968), it is the study of internal organization power and control which illustrated that the distribution of power and control enhances organizational effectiveness (Honold,L, 1997). Rappaport (1987) defined empowerment process as mastering on problems of organizations by people, organizations and societies (Amin et al, 2010).

Empowerment and Employee Motivation

Contribution of employees in management and decision-making related to policies, objectives and strategies of the organization is employee empowerment and participation. According to Chao et al. (1994), employees’ perceptive of the goals, standards and political principles of their firms were positively and significantly related to employee motivation and gratification towards work (Reena et al, 2009). Motivating employees that leads to constant increase and organizational growth are due to Empowerment (Smith, B, 1997).

Empowerment directs faster decision of customer troubles for the reason that employees did not disperse time referring customer oppositions to managers. Increased independence enhances work productivity, amplifies employees’ wisdom of self-efficacy and their motivation to get upon and complete certain tasks (Mani, V, 2010). According to Brewer et al. (2000), in decision-making procedures managers should regard employees.

Bhatti and Qureshi (2007) propose that employee participation in organization measures develop motivation and job-satisfaction level (Reena et al, 2009).