INTRODUCTION

There was an era when human resources were not recognized as the most important asset in an organizational context. At that time employees were considered as one of the inputs which would be required for the process of production. But some database researchers were able to change this thinking pattern as a consequence of those examinations helpful to recognize the uniqueness of the employees.  As Dickson mentioned in his writing Hawthorne studies conducted by Elton Mayo from 1924 to 1932 observed and revealed that employees are not motivated merely by financial benefits and employees’’ behavior is connected with their attitudes (Dickson, 1973). Moreover, Bedeian described that the Hawthorne Studies began the human relations approach to management, whereby the requirements and motivation of employees become the major concentration of managers (Bedeian, 1993).

Along with many other psychological constructs, motivation is presented as a crucial process of understanding behavior. The motivation for that word is describing the basic psychological route. Though some would have a contradicting idea regarding that motivation; it is the most vital factor that is most focused on the micro level in organizational behavior. Also, it should not ignore the number of data-based research articles and journals. The pieces of evidence for the cause of organizational behavior are much broader and more complex than can be explained by motivation alone. Further motivation acts together and acts in conjunction with other meditating processes and their environment. As Osborn, Irwin, Skogsberg, & Feltz described that motivation is a process" (Feltz, Irwin, Osborn, & Skogsberg, 2012). 

Also, the other crucial fact to keep in the mind is like the other cognitive processes motivation can’t be distinguished. Motivation is a kind of hypothetical construct that is used to help describe the conduct it should not be equated with behavior. It is a recognized fact by organizational behavior theorists that motivation has a major role to play within the organization as it reemphasizes the behaviors as it is filled with energy and enthusiasm. This fact is elaborately explained by the examiners stating their writings this way Motivation is a desire for change" (Chang, Cheng, Hong, Hwang, Lee, & 2009). "Motivation is a desire to do something" (Kim, & Lee, 2008). “Indeed the greatest challenge is that managers are motivating their subordinates in order to perform at optimum levels and as well achieving predetermined organizational objectives. Also, it is usual to observe that the same person acts in different ways at different times and some people perform better than others.  These and numerous other problems related to work performance have been provoking managers endlessly.

References

1. Bedeian, A.G., 1993. Management. Dryden Press.
2. Ganta, V.C., 2014. Motivation in the workplace to improve employee performance. International Journal of Engineering Technology, Management and Applied Sciences, 2(6), pp.221-230.
3. Kanfer, R., 1990. Motivation theory and industrial and organizational psychology. Handbook of industrial and organizational psychology, 1(2), pp.75-130.
4. Lindner, J.R., 1998. Understanding employee motivation. Journal of extension, 36(3), pp.1-8.
5. Osborn, K.A., Irwin, B.C., Skogsberg, N.J. and Feltz, D.L., 2012. The Köhler effect: Motivation gains and losses in real sports groups. Sport, Exercise, and Performance Psychology, 1(4), p.242.