CONCLUSIONS

 

When considering organizational success both the employee and manager should have a corporate responsibility to make that success. (Mehdi Taghian, Michael Polonsky and Clare D'Souza, 2015) The reason is that, is the best way to ensure that the organization can be the best job that can exist. If this situation illustrates further that a manager needs a motivated workforce manager to have to follow certain processes. (Cynthia Eshun & Frank Kwaku Duah, 2011) The process of Motivation has more affiliation with the micro perspective of organizational behavior when compared to other topics. (Parashar, B. K., 2016.)

However, it is a complex situation that interconnects the extrinsic and the intrinsic motivational techniques together. Despite the fact that extrinsic rewards add to intrinsic motives organizations’ authorities pay attention to avoid the interference over key cognitive processes of the employee which can be invented by extrinsic rewards. (London, A. 2009) For instance, if an employee is performing due to his or her inborn competency, in that scenario, they or wouldn’t be motivated for financial benefits. That kind of unrecognized and unnecessary motivation would decrease their genuine intrinsic motivation on relating future works. These kinds of situations remind me that there are not any easy solutions when dealing with motivation. (Urdan, T., 2003)

Managers and employees have a responsibility to ensure that the workplace can be the best job that can exist. If managers need to do everything to ensure that employees are satisfied and motivated and employees have the responsibility to accept the means of motivation they act on, they must be open to communication. A job is much more desirable if all parties are willing to participate and get involved in the motivation. On the other hand, it should have a proper understanding of the organizational culture. According to Burlea-Schiopoiu, Idowu, and Vertigas employee motivation is the main mechanism when gaining organizational objectives (Burlea-Schiopoiu, Idowu, and Vertigas, 2017). by analyzing the motivational factors and their influences, managers can formulate a performance-based motivational culture.

Reference:

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