Employee Motivation Article Synthesis Paper MyAssignmenthelp.com

Question: Discuss about the Employee Motivation for Article Synthesis Paper. Answer: Introduction Employee motivation is an indisputable factor that is driving employees towards achieving specific organizational objectives and goals. Today, this factor is a sizzling issue as organizations invest their human and financial resources to remain competitive as explained by Benjamin and Ahmad (2012). Without a doubt, motivation is a topic that has been explored as numerous studies try to determine the topics importance. To this effect, this article synthesis paper on employee motivation focuses on three articles by comparing the differences and similarities based on theoretical perspectives. Motivation seems to be the factor that defines the performance and productivity of employees. This is an underlying behaviour emphasized by all the articles used in this review. Conrad, Ghosh, and Isaacson (2015) believed that motivation encompasses the attributes moving people to perform or fail to do something as expected. For instance, intrinsic motivation is achieved through personal pleasure, interest, and enjoyment as described by Shahzadi, Javed, Pirzada, Nasreen, and Khanam (2015). This form of motivation sustains and energizes people using spontaneous satisfaction through effective volitional actions. Shahzadi et al. (2015) believed that motivation enhances behavioural alteration. The scholars are in tandem with the belief that motivation involves interests, actions, values, and perceptions. The articles identify the approaches to motivations based on non-cognitive behaviours and cognitive aspects. Kaur (2013) views motivation based on the cognitive engagement thus involves self-regulation and paying attention to monitoring, planning, and connection. Conrad et al. (2015) have also relied on the definitions of other scholars to understand the concept of motivation. Nonetheless, many researchers have defined motivation based on the psychological perspective that ensures people adopt behaviours and direction expected in the organization. It thus forms a predisposition to behaving in a purposive way. Similarities among the Three Articles In all these articles, one thing is clear that employee motivation promotes productivity and employee performance. When an employee is satisfied, such a person will give its all towards the growth of an organization. For instance, Conrad et al. (2015) have highlighted multiple theories of motivation. Based on Kaurs (2013) findings, intrinsically motivated workers are rewarded by the activities as some employees view their work as a call. They rarely require external inducements to improve their performance. Conrad et al. (2015) have considered the content theory that highlights the factors motivating people. In all the articles, the aspects of Maslows need-hierarchy theory are evident. Shahzadi et al. (2015) also identify the Maslows hierarchy model as one of the most important approaches to attaining conscious satisfaction. Therefore, the reward management system has the potential to motivate employees positively thus influencing the organizational and individual performance. Kaur ( 2013) has also highlighted the significance of Maslows need hierarchy theory in motivating workers and improving their performance. Like other authors, (2013) has defined the motivational theory based on the Maslows need hierarchy. In all the articles, the Maslows theory summarizes the employee needs based on growth and deficiency needs. Kaur (2013) enlists the growth needs as self-actualization and esteem while deficiency needs to be social, safety, and psychological needs. The results from all the articles indicate that motivation exists and the empirical evidence is based on research on the essential characteristics and linking motivation to learning outcomes. It also emerged that the people or employees enjoy different motivation levels variedly. However, motivation in one domain is dissimilar to another as explained by Conrad et al. (2015). Conrad et al. (2015) have predicted motivation in science, reading, and social studies. The motivation could also be a math constructs. Conrad et al. (2015) responded to the surprisingly similar physical leaders and physicians. These researchers have identified different motivators including job security and interesting work. Unlike the physician leaders, the physicians, according to Conrad et al. (2015), are motivated by work and job security. To them, leaders should attend to the challenges, variety, and engagement in the physician work. Conrad et al. (2015) have suggested that leaders must reinforce and emphasize the aspects of job security to assure the employees of stability. This is an immediate management goal because increasing employee salaries is less motivating. Similarly, Kaur (2013) recognizes the significance of Maslows need theory in the managerial practices. According to Kaur (2013), the Maslows theory helps managers understand how to make employees realize their self-actualization. Kaur (2013) found that self-actualized workers maximize their creative potentials. Therefore, the managers have the responsibility to make workers meet their needs. Kaur (2013) has gone further to highlight various strategies that are in tandem with the employee needs. For instance, the organization through the managers has to recognize the accomplishments of workers. With such recognitions, the employees would feel satisfied thus improve their self-esteem through plaques and awards. The managers should also guarantee workers financial stability as founded by Kaur (2013). As part of the safety needs, financial security is essential. Kaur (2013) found that organizations could motivate workers by making them financially secure. This involves adopting the profit-sharing strategies. Kaur (2013) has identified the significance of the profit sharing options as applied by ATT and Wang in allowing the employees to receive financial outplacement services. Kaur (2013) further identified the socialization opportunities is another factor that motivates workers. It keeps employees working spirit high. With teamwork, the employees increase their performance. Kaur (2013) has identified the research conducted by IBM that showed that offering family day picnics helped in motivating workers. Finally, the researcher found that healthy workforce keeps employee physiological needs. It guarantees them incentives by keeping them healthy mentally. The sample that Kaur used is that of th e Hershey Foods Corporation and Southern California Edison Company (2013: 1063) that showed workers offered insurance rebates and extra premiums were productivity. Shahzadi et al. (2015) also investigated the relationship between employee performance and employee motivation. The study examines the relationship between employee motivation and perceived training effectiveness and the relationship of intrinsic rewards with workforce performance and motivation. With the survey conducted in Pakistan, Shahzadi et al. (2015) maintained this country required motivators for its employees. The researchers found that even workers in the B2B market segment are motivated by freedom and autonomy they received at work. These individuals also recognized the significance of the responsibilities, tasks, and positions the managers have assigned them. These efforts motivated them thus improving their performance and productivity. Like in other cases, Shahzadi et al. (2015) have also noted the feasible motivational forces. The respondents in the Shahzadi et al. (2015) study identified the physical working environment as essential in improving their performance. The workers maintained that if managers enhance their physical working environment, it would be possible to have a direct positive impact on them. The move would improve their moods, attitudes, well-being, and encourage them to double their efforts. Shahzadi et al. (2015) had used relevant variables such as employee performance, employee motivation, perceived training effectiveness, and employee motivation. Based on this section on similarities, it is evident that all the three articles recognize the significance of motivation in improving workers performance. The scholars agree that employees require the management backing to achieve their firms goals. They have made it clear that intrinsic incentives alone can rarely guarantee workers exemplary performance. The results indicate that creating a safe physical environment would motivate employees. To nurses or physicians, job security and the workplace is more fulfilling than increasing salaries. This assertion is agreeable across the scholarly articles reviewed. Differences among the Articles Although these articles focus on a single research subject of motivation and employee performance, they have differed on the approaches. Kaur (2013) has defined its motivation based on Maslows Need Hierarchy theory. In fact, Kaur has highlighted the motivational factors that have increased employee job satisfaction. The researcher recognizes the significance of motivation on employees. Since workers are valuable assets of any organization, creating value for them has proved prudent because they ensure workers strengthen business and increase revenues. Consequently, with this motivational theory, Maslow needs theory has explained the managerial applications. On the other hand, Conrad et al. (2015) have defined motivation based on different theories. These researchers have used different motivational theories based on findings of various scholars. The most critical principles that Conrad et al. (2015) have highlighted include Maslow, Herzberg, Alderfer, and McClelland theories in discussing the basic needs models. Importantly, the content motivation theory identifies various factors that motivate people. According to Conrad et al. (2015), an organization or managers should satisfy both primary and secondary needs. Human motivation can be divided in intrinsic, purpose, mastery, and autonomy. While Maslows uses five levels of needs (), Herzbergs model focuses on hygiene and motivators. Accordingly, the hygienic factors entail extrinsic factors including job security, pay, and job satisfaction. Conrad et al. (2015) have thus used Adams equity theory, Vrooms expectancy theory, and Skinners reinforcement theory in explaining motivation. Shahzadi et al. (2015) seemed to have used the expectancy theory to explain the significance of motivation. Shahzadi et al. (2015) have used the regression analysis has ensured to justify the employee motivation model. With this regression, the researchers found a positive correlation between employee performance and intrinsic rewards. The intrinsic rewards motivate employees. Based on the responses and findings, these articles present various research limitations that need to be addressed in the future. Although Shahzadi et al. (2015) have indicated that the theory-building approach is related to the aesthetic in culture and organization, it is critical to consider the conceptual modern and emergent theory that has suggested the significance of physical environment in influencing the organizational dimension and culture. Shahzadi et al. (2015) hold that constructs validity regarding the career motivation needs review in understanding the relationship between employee attitudes and b ehaviour. Therefore, the future scholars should add behaviour criterion to the expectancy theory. Kaur (2013) has also identified criticisms regarding the Maslows need theory because it theorized the individual behaviours relating to the growth need strength. Without a doubt, employees who can rarely increase their growth can never achieve their physiological reactions as anticipated. Therefore, the Maslow theory is a response to the natural feelings of workers. Conrad et al. (2015) have also acknowledged the social and practical implications relating to different motivators. For instance, if the motivators are based on job and work security, then staff stability is possible to achieve. However, this is never the case, as the leaders must address various challenges as a different factor motivates each employee. The social implications discussed by Conrad et al. (2015) shows that physicians prefer workplace motivation thus making it irrelevant to determine their satisfaction based on their performance. The managers should also create a good working environment to keep employees ha ppy. However, the happiness may not translate to improved quality. Reconciliation of the opposing Despite the differences in use of differences in the definition of motivation, the bottom line remains employees should be motivated so that their performance can stay active. The managers or organizations would do everything to increase the performance of workers. Therefore, all the motivational theories used by different scholars address the need for motivating employees. Given the various motivational factors, the companies should reconsider its general application of motivational variables to avoid backlash. For instance, physicians and their leaders have different motivational factors. Shahzadi et al. (2015), Conrad et al. (2015), and Kaur (2013) have provided valuable information regarding employee motivation. To these scholars, the motivation is directly related to the employee performance and productivity. However, the managers should consider the preferences of employees in granting them motivational forces. For instance, if employees seek extrinsic rewards, it is prudent give them such incentives instead of giving them the intrinsic rewards. As all the scholars have given credence to the Maslows Need Hierarchy model, it serves as an indication of how employees value their needs. Today, companies are struggling to sustain their productivity, performance, and financial resources. This is because; the recession has hit at their market share thus affecting their income. The employees are also experiencing hard times to live or put food on the table. With the living standard becoming unbearable, the companies must find new strategies to motivate their workforce. To this effect, the solution is founded on the nonfinancial motivational factors. Indeed, promotion, acknowledgment or recognition and share options can help to motivate the workers. Conclusion Motivation is an imperative factor that many companies are adopting to maintain their performance, productivity, and attract and retain the top talents. This study has justified that the subject has attracted the attention of numerous researchers to help determine its importance and implementation. The paper indicates that different theorists have defined motivation differently, but they agree motivation is important for an organization. This is evident in the divergent views expressed and explored by various scholars who form the basis of this research. Bibliography Benjamin, B. Ahmad, P. (2012) Motivational factors of employee retention and engagement in organizations, International Journal of Advances in Management and Economics, vol. 1, no.6, pp. 88-95. Conrad, D., Ghosh, A., Isaacson, M. (2015) Employee motivation factors: A comparative study of the perceptions between physicians and physician leaders, International Journal of Public Leadership, vol. 11, iss. 2, pp. 92-106. (Available at https://www.emeraldinsight.com/doi/full/10.1108/IJPL-01-2015-0005) Kaur, A. (2013) Maslows Need Hierarchy Theory: applications and criticism, Global Journal of Management and Business Studies, vol. 3, no. 10, pp. 1061-1064. (Available at https://www.ripublication.com/gjmbs_spl/gjmbsv3n10_03.pdf) Shahzadi, I., Javed, A., Pirzada, S.S., Nasreen, S., Khanam, F. (2015) Impact of employee motivation on employee performance, European Journal of Business and Management, vol. 6, no. 23, pp. 159-166. (Available at https://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.684.9465rep=rep1type=pdf)