Sunday, 12 January 2020

INTRODUCTION





INTRODUCTION

Employee Motivation plays a crucial role in the long-term growth of an organization, which has a direct connection with the performance of employees. Employee motivation and performance are essential tools for the success of an organization in the long run in a volatile and fierce market environment. 

Motivation is the strength that energizes, directs and sustains behavior. It offers the personal and dynamic element in the idea of engagement. High performance is attained by well-motivated people who are arranged to exercise discretionary effort (Amstrong, 2010). Motivation is elaborated as the amount of strength an individual desires to exert towards his or her job performance. Organizations are always looking for innovative ways to increase employee motivation (Stephen, 2016). Motivation is a decision-making process, and elaborated motivation as an urge in an individual to perform goal-oriented behavior. At the present, organizations struggle to motivate its employees in order to survive and compete in dynamic corporate environment customer (Al Madi et al, 2017). The only way to get employees to like working hard is to motivate them. Now a days, people must understand why they're working hard. Every individual in a business is motivated by some different way. When discussing in term of employee motivation, it could simply be defined as “Employee motivation is a reflection of the level of energy, commitment, and creativity that an establishment's workers bring to their jobs.” (Shahzadi et al, 2014).

Reference List 

Al Madi, F., Assal, H., Shrafat, F. and Zeglat, D. (2017), The Impact of Employee Motivation on Organizational Commitment, European Journal of Business Management, 9 (5), Available at. < https://www.researchgate.net/publication/317344795_The_Impact_of_Employee_Motivation_on_Organizational_Commitment/link/59350f29aca272fc5550eef0/download>. [Accessed on 12 January 2020]

Armstrong , M. (2010) Armstrong's Essential Human Resource Management Practice: A Guide to People Management. India, Replika Press (Pvt) Ltd, Available at. < http://vcm.qums.ac.ir/portal/file/?64789/0749459891humanresource.pdf>. [Accessed on 12 January 2020]

Shahzadi, I., Javed, A., Pirzada, S. S., Nasreen, S. and Khanam, F. (2014) Impact of Employee Motivation on Emloyee Performance, European Journal of Business Management, 6 (23), Available at. < https://pdfs.semanticscholar.org/4cbe/a9607d00a242b54a4bc9270b74352038e40f.pdf>. [Accessed on 12 January 2020]

Stephen, A. F. (2016) Understanding Employee Motivation Through Managerial Communication Using Expectancy-Valence Theory. Journal of Intergrated Social Sciences, 6 (1), pp.  17-37. Available at. <http://www.jiss.org/documents/volume_6/JISS%202016%206(1)%2017-37%20Employee%20Motivation.pdf>. [Accessed on 12 January 2020]


The Methods of Employee Motivation




The Methods of Employee Motivation



Communicates Better – The staff will know their value and communication is the best way to show the value of employees in an organization (Jacoby, 2017).

Be an example – It is necessary to be an example to the employees. By being an example it will show the employee, the leader’s excitement towards the company’s goal (Jacoby, 2017). 

Empowering the employee – To get the employee to improve their performance. Employees have ideas about how they can be more efficient and it is important to get them motivated (Jacoby, 2017).

Offer opportunities for better career growth – Motivate employees by offering training that give them skills (Jacoby, 2017).

Provide incentives – Incentives are always motivation boosters and incentives are the best way to show appreciation. Motivation is a key role in keeping the best employees too (Jacoby, 2017). 

Motivation is not only restricted to physical and tangible things like money or promotions but also intangibles like psychological factors (Olusadum and Anulika, 2018). Goals inspire people to change strategies that will enable them to perform at the essential goal levels. Finally, achieving the goal can lead to satisfaction and further motivation, or frustration and lower motivation if the goal is not fulfilled (Lunenburg, 2011) Many investigators show that the environmental factors increase the employee’s motivation. Reis and Pena (2001) has objective to present the environment in employees can work friendly. Results show that in nowadays cooperative work environment is great effect on motivation. It’s confirmed that working style and approaches have been changed (Dahie, Ali and Ale, 2015)

Motivated workers are more dedicated to their organizations. They have job satisfaction and therefore, they work more productively, and for this reason, managers motivate their employees to use their knowledge and skills towards organizational aims (Osterloh, Bruno and Frost, 2001).

Employee Motivation is categorized into two categories such as, Extrinsic Motivation and Intrinsic Motivation; Individuals are intrinsically motivated when they seek enjoyment, interest, satisfaction of curiosity, self-expression, or personal challenge in the work (Keijerz, 2010) and extrinsically motivated when they engage in the work in order to obtain some goal that is apart from the job. (Keijerz, 2010). Increase in extrinsic factors alone does not lead to an increase in performance. And at last, it is argued that extrinsic factors have an influence on intrinsic motivation and in some cases can even decrease intrinsic motivation (Keijerz, 2010).

The following model shown in Figure 1 depicts the impact of motivation on employees' performance. According to the analysis and interpretation made by (Uzonna, 2016) the following conclusions were drawn: If managers to be effective, they need to have at least a basic understanding of motivation and different motivational theories which explains the concept of motivation. It is only grasping these concepts that they can hope to effectively bring about continual high performance in their workers. Managers should provide growth opportunity and exciting jobs in order to better motivate today's workers. Without the said challenges and chances for growth, employees may not see a need to perform highly at work. In conclusion, when it comes to bringing out the best performance of employees, growth opportunities and challenges, recognition and non-cash rewards are more effective motivators than money (Uzonna, 2016).  

Figure 1: Impact of monetary motivation variables on employee performance
 
                                  (Source: Uzonna, 2016)

If the empowerment and appreciation of employees is increased, their motivation to work will progress their accomplishments and the organizational performance. Nevertheless, employee dissatisfactions affected by monotonous jobs may weaken the organizational performance (Dobre, 2013). Therefore, jobs absence rates may increase and employees might leave the organization to the competitors if they offer healthy work conditions and higher perks. Each individual should be motivated using different strategies. For example, one employee may be motivated by higher commission, while another might be motivated by job satisfaction or a better working environment (Dobre, 2013).

Reference List

Dahie, A. M. et al (2015) Employee Motivation and Organizatonal Performance: Empirical Evidence from Secondary Schools in Mogadishu - Somalia. Academic Research International, 6 (5). Available at. < https://www.researchgate.net/publication/284180412_Employee_Motivation_and_Organizational_Performance_Empirical_Evidence_from_Secondary_Schools_in_Mogadishu-Somalia>. [Accessed on 13 January 2020]


Dobre, O.I. (2013) Employee Motivation and Employee Performance, Review of applied Socio –Economic Research, 5 (1), pp 53,   Available at. < file:///C:/Users/ruwinip/Downloads/R5_5_DobreOvidiuIliuta_p53_60%20(1).pdf>. [Accessed on 12 January 2020]

Jacoby, M. (2017) Top 5 Ways to Motivate Your Employees, Huffpost, Available at. < https://www.huffpost.com/entry/top-5-ways-to-motivate-yo_b_5839504>. [Accessed on 12 January 2020]

Keijzers, B. (2010) Employee Motivation and Performance, Bachelor Business Studies, Available at. < http://arno.uvt.nl/show.cgi?fid=121057>. [Accessed on 12 January 2020]

Lunenburg, F. C. (2011) Goal-Setting Theory of Motivation. International Journal of Management, Business, and Administration, 15 (1), Available at. < http://www.nationalforum.com/Electronic%20Journal%20Volumes/Lunenburg,%20Fred%20C.%20Goal-Setting%20Theoryof%20Motivation%20IJMBA%20V15%20N1%202011.pdf>. [Accessed on. 12 January 2020]

Olusadum, N. J. and Anulika, N. J. (2018) Impact of Motivation on Employee Performance: A Study of Alvan Ikoku Federal College of Education, Journal of Management and Strategy, 9 (1), Available at. < https://pdfs.semanticscholar.org/5b75/4442da139595c138ba72a9dfd7cdfd0d7bf8.pdf>. [ Accessed on 12 January 2020]

Osterlo, M., Frey, B. S and Frost, J. (2001) Managing Motivation, Organization and Governance, Journal of Management and Governance, Available at. < https://www.researchgate.net/publication/225176581_Managing_Motivation_Organization_and_Governance/link/0c9605349ad5e6f616000000/download>. [Accessed on 12 January 2020]

Uzonna, U. R. (2013) Impact of motivation of employees' performance: A case study of  CreditWest Bank Cyprus. Journal of Economics and International Finance, 5 (5), pp. 199-211. Available at. < https://academicjournals.org/journal/JEIF/article-full-text-pdf/A85765D28566>. [Accessed on 13 January 2020]



Herzberg's Two Factor Theory



Herzberg's Two Factor Theory

Herzberg’s Two Factor Theory also called as the Theory of Motivation and Hygiene Factors which is a well known theory of motivation;      

Figure 2: Herzberg’s two-factor theory


Motivators
(Leading to Satisfaction)

Hygiene
(Leading to Dissatisfaction)  

Achievement
Recognition
Work Itself
Responsibility
Advancement
Growth

Company Policy
Supervision
Relationship with Boss
Work Conditions
Salary
Relationship with Peers
Security
(Source: Keijerz, 2010) 

Herzberg’s two-factor theory has received extensive attention of having a practical approach towards motivating employees. Herzberg published his investigation of feelings of 200 engineers and accountants from over nine companies in the United States. The individuals were asked to describe job experiences where they felt either extremely bad or exceptionally good about their jobs and rated their feelings on these experiences. Feedback about good feelings is generally related to job content (motivators), and feedback about bad feelings is associated with job context (hygiene factor). Motivators came about with factors built into the job itself, such as achievement, recognition, responsibility and advancement. Hygiene factors were related to feelings of dissatisfaction within the employees and were extrinsic to the job, such as interpersonal relations, salary, supervision and company policy (Herzberg, 1966). Hygiene factors prevent dissatisfaction but they do not lead to satisfaction. They are necessary only to avoid bad feelings at work. Under Herzberg’s (1966) theory, workers who indicate satisfaction with both motivator and hygiene factors should be top performers and those who are dissatisfied with both factors should be poor performers (Tan and Waheed, 2011).

I am working for a leading multinational company. By reviewing the benefits of the company which offers the employees under the motivation and hygiene factors, the company offers the Executive Directors a house from the company to be owned by themselves which is built in the city with all facilities included. Rewards the staff who completes 10,15,20 years of service with special monitory benefits. The factory staff receives meal allowances as them being recognized as under privileged category, medical clinic every week and free accommodation are few benefits to name which are being received by the factory staff. The company also extents scholarships to the children of the staff who performs well in education. Senior Managers and above are given with company maintained vehicles including fuel and their mobile phone bills are paid with a limitation. Life insurance is also offered to the staff and their immediate family. Apart from the above benefits the company also offers annual increments which goes up to a maximum of 20% as per the performance appraisals being evaluated by the management. The company has also introduced fitness and yoga segments for employees which I believe is an essential need for the employee well-being. 

Reference List:

Keijzers, B. (2010) Employee Motivation and Performance, Bachelor Business Studies, Available at. < http://arno.uvt.nl/show.cgi?fid=121057>. [Accessed on 12 January 2020]

Tan, T. H. and Waheed, A. (2011) Herzberg's motivation-hygiene theory and job satisfaction in the Malaysian retail sector: the mediating effect of love of money. Asian Academy of Management Journal, 16 (1), pp. 73-94. Available at. < https://www.researchgate.net/publication/282331324_Herzberg's_Motivation-Hygiene_Theory_and_Job_Satisfaction_in_the_Malaysian_Retail_Sector_Mediating_Effect_of_Love_of_Money/link/547d83bc0cf2cfe203c2168a/download > [Accessed on. 12 January 2020]


ADVANTAGES OF EMPLOYEE MOTIVATION



ADVANTAGES OF EMPLOYEE MOTIVATION

1. According to (Kuvaas & Dysvik, 2009) motivated employees are highly engaged and involved in their work and jobs and are more willing to take responsibility (Shahzadi et al, 2014).

2. (Denton, 1987) explains motivated employees with high levels of job involvements are considered as an important asset to an organization (Madi et al, 2017). 


3. Self-determination theory focuses on the intrinsic motivation who desire personal growth and are independently pushed towards achieving goals (Hammond, 2018).   


Reference List


Al-Madi, F. N., Assal, H., Shrafat, F. and Zeglat, D. (2017) The Impact of Employee Motivation on Organizational Commitment. European Journal of Business and Management, 9 (15). Available at. < https://www.iiste.org/Journals/index.php/EJBM/article/view/36891>. [Accessed on 12 January 2020]

Hammond, K. (2018) Pros and Cons of the Motivational Theories, Bizfluent, Available at. < https://bizfluent.com/info-8467189-pros-cons-motivational-theories.html>. [Accessed on 12 January 2020]

Shahzadi, I., Javed, A., Pirzada, S. S., Nasreen, S. and Khanam, F. (2014) Impact of Employee Motivation on Emloyee Performance, European Journal of Business Management, 6 (23), Available at. < https://pdfs.semanticscholar.org/4cbe/a9607d00a242b54a4bc9270b74352038e40f.pdf>. [Accessed on 12 January 2020]

CHALLENGES OF EMPLOYEE MOTIVATION


CHALLENGES OF EMPLOYEE MOTIVATION

1. Requires the instructor or leader to have personal knowledge of each individual in the group (Keenum, 2011). 

2. Pointing out employees when they have not met their goals is demotivating, and it reduces future performance. Instead, the manager should help employee with strategies to achieve the goals (Lazen, 2008). 
3. Occupational achievement of group with poor chances in the labour market will lead to an employee discouragement (Ham, Mulder and Hooimeijer, 2001)

Video-1 : Best Sales Motivational  Video 2017


(Source : Adham, 2017) 


According to the video describes, it is important to motivate the employees on the goal and make them have the full responsibility over the whole operation and the job. By having motivated and focused employees the company will benefit tremendously in the longer run. It is very important the companies provide its employees the correct guidance and training which will help them in future. Their influence will make them work harder. Organization also should aware to differentiate between productive and destructive people in motivating towards the goal of the company.


Reference List 

Adham UAE (2017), Best sales Notivational Video 2017 [video]. Available at. <https://www.youtube.com/watch?v=j3gjssPe-xQ>. [Accessed on 14 January 2020


Keenum, K. (2011) Advantages and Disadvantages of Motivation. [blog entry]. Available at: <http://keenummotivation.blogspot.com/2011/04/advantages-and-disadvantages-of.html>. [Accessed on 27 September 2018].


Lazen, S. (2008) How to Motivate Employees: What Research is Telling Us. Harvard Business Review article, 90 (8).

RECOMMENDATION AND CONCLUSION



RECOMMENDATION AND CONCLUSION



It is observed that the company has given less attention in training and development and recognition of the employee. Therefore the company should concentrate more on training and development aspects of the employee and ensure that all employees have access to learning as well as the need for training and development on the job which will enable them to work to satisfactory level of the company. The company should also identify a star from the work force on employees' achievements and also should choose a leader among teams. This will be another way of motivating the employees. Further recommends and suggest a work friendly family environment in promoting relationship with Peers and suggests to place a grievance handling (Suggestion Box) to be kept at factories to drop their suggestions or concerns which needs the attention of the management. 

1. A motivated staff is essential for a company that wants to increase productivity and customer satisfaction. In this context, motivation means the willingness of an individual to do efforts and take action towards organizational goals (Dobre, 2013). 

2. Combination of extrinsic and intrinsic motivation is vital for effective employees' motivation leading to job satisfaction and greater productivity (Olusadum and Anulika, 2018). 

3. The studies therefore recommend that organizations should consider staff motivation as a cardinal responsibility. Unless staff motivation is properly executed, organizations and their managers will always suffer employees' negative attitude towards work (Olusadum and Anulika, 2018). 


Reference List 


Dobre, O.I. (2013) Employee Motivation and Employee Performance, Review of applied Socio –Economic Research, 5 (1), pp 53,   Available at. < file:///C:/Users/ruwinip/Downloads/R5_5_DobreOvidiuIliuta_p53_60%20(1).pdf>. [Accessed on 12 January 2020]

Olusadum, N. J. and Anulika, N. J. (2018) Impact of Motivation on Employee Performance: A Study of Alvan Ikoku Federal College of Education, Journal of Management and Strategy, 9 (1), Available at. < https://pdfs.semanticscholar.org/5b75/4442da139595c138ba72a9dfd7cdfd0d7bf8.pdf>. [ Accessed on 12 January 2020]

Friday, 5 October 2018

EMPLOYEE MOTIVATION




EMPLOYEE MOTIVATION

INTRODUCTION

Employee Motivation plays a crucial role in the long term growth of an organization which has a direct connection with the performance of employees. Employee motivation and performance are essential tools for the success of an organization in the long run in a volatile and fierce market environment. 

Motivation is the force that energizes, directs and sustains behavior. It provides the personal and dynamic element in the concept of engagement. High performance is achieved by well-motivated people who are prepared to exercise discretionary effort (Amstrong, 2010). Motivation is defined as the amount of effort an individual desires to exert towards his or her job performance. Organizations are always searching for innovative ways to increase employee motivation (Stephen, 2016).

There are 5 ways to motivate the employees as mentioned below; 

Communicates Better – The staff will know their value and communication is the best way to show the value of employees in an organization (Jacoby, 2017).

Be an example – It is necessary to be an example to the employees. By being an example it will show the employee, the leader’s excitement towards the company’s goal (Jacoby, 2017). 

Empowering the employee – To get the employee to improve their performance. Employees have ideas about how they can be more efficient and it is important to get them motivated (Jacoby, 2017).

Offer opportunities for better career growth – Motivate employees by offering training that give them skills (Jacoby, 2017).

Provide incentives – Incentives are always motivation boosters and incentives are the best way to show appreciation. Motivation is a key role in keeping the best employees too (Jacoby, 2017). 

Motivation is not only restricted to physical and tangible things like money or promotions but also intangibles like psychological factors (Ikoku, 2018). Goals motivate people to develop strategies that will enable them to perform at the required goal levels. Finally, accomplishing the goal can lead to satisfaction and further motivation, or frustration and lower motivation if the goal is not accomplished (Lunenburg, 2011) Many researchers show that the environmental factors increase the employee’s motivation. Reis and Pena (2001) has objective to introduce the environment in employees can work friendly. Findings show that in nowadays cooperative work environment is great effect on motivation. It’s confirmed that working style and methods have been changed (Dahie, Ali and Ale, 2015)

Motivated workers are more dedicated to their organizations. They have job satisfaction and therefore, they work more productively, and for this reason, managers motivate their employees to use their knowledge and skills towards organizational aims (Osterloh, Bruno and Frost, 2001).

Employee Motivation is categorized into two categories such as, Extrinsic Motivation and Intrinsic Motivation; Individuals are intrinsically motivated when they seek enjoyment, interest, satisfaction of curiosity, self-expression, or personal challenge in the work (Keijerz, 2010) and extrinsically motivated when they engage in the work in order to obtain some goal that is apart from the job. (Keijerz, 2010). Increase in extrinsic factors alone does not lead to an increase in performance. And at last, it is argued that extrinsic factors have an influence on intrinsic motivation and in some cases can even decrease intrinsic motivation (Keijerz, 2010).

The following model shown in Figure 1 depicts the impact of motivation on employees' performance. According to the analysis and interpretation made by (Uzonna, 2016) the following conclusions were drawn: If managers to be effective, they need to have at least a basic understanding of motivation and different motivational theories which explains the concept of motivation. It is only grasping these concepts that they can hope to effectively bring about continual high performance in their workers. Managers need to provide growth opportunity and challenging jobs in order to better motivate today's workers. Without these challenges and opportunities for growth, employees may not see a need to perform highly at work. In conclusion, when it comes to bringing out the best performance of employees, growth opportunities and challenges, recognition and non-cash rewards are more effective motivators than money (Uzonna, 2016).  

Figure 1: Impact of monetary motivation variables on employee performance

                                (Source: Uzonna, 2016)

If the empowerment and recognition of employees is increased, their motivation to work will improve their accomplishments and the organizational performance. Nevertheless, employee dissatisfactions caused by monotonous jobs may weaken the organizational performance (Dobre, 2013). Therefore, jobs absenteeism rates may increase and employees might leave the organization to the competitors if they offer better work conditions and higher perks. Each individual should be motivated using different strategies. For example, one employee may be motivated by higher commission, while another might be motivated by job satisfaction or a better working environment (Dobre, 2013).

Herzberg's Two Factor Theory

Herzberg’s Two Factor Theory also called as the Theory of Motivation and Hygiene Factors which is a well known theory of motivation;      

Figure 2: Herzberg’s two factor theory



Motivators
(Leading to Satisfaction)

Hygiene
(Leading to Dissatisfaction)  


Achievement
Recognition
Work Itself
Responsibility
Advancement
Growth


Company Policy
Supervision
Relationship with Boss
Work Conditions
Salary
Relationship with Peers
Security
     (Source: Keijerz, 2010) 

Herzberg’s two-factor theory has received extensive attention of having a practical approach towards motivating employees. Herzberg published his investigation of feelings of 200 engineers and accountants from over nine companies in the United States. The individuals were asked to describe job experiences where they felt either extremely bad or exceptionally good about their jobs and rated their feelings on these experiences. Feedback about good feelings is generally related to job content (motivators), and feedback about bad feelings is associated with job context (hygiene factor). Motivators came about with factors built into the job itself, such as achievement, recognition, responsibility and advancement. Hygiene factors were related to feelings of dissatisfaction within the employees and were extrinsic to the job, such as interpersonal relations, salary, supervision and company policy (Herzberg, 1966). Hygiene factors prevent dissatisfaction but they do not lead to satisfaction. They are necessary only to avoid bad feelings at work. Under Herzberg’s (1966) theory, workers who indicate satisfaction with both motivator and hygiene factors should be top performers and those who are dissatisfied with both factors should be poor performers (Tan and Waheed, 2011).

I am working for a leading multinational company. By reviewing the benefits of the company which offers the employees under the motivation and hygiene factors, the company offers the Executive Directors a house from the company to be owned by themselves which is built in the city with all facilities included. Rewards the staff who completes 10,15,20 years of service with special monitory benefits. The factory staff receives meal allowances as them being recognized under privileged category, medical clinic every week and free accommodation are few benefits to name which are being received by the factory staff. The company also extents scholarships to the children of the staff who performs well in education. Senior Managers and above are given with company maintained vehicles including fuel and their mobile phone bills are paid with a limitation. Life insurance is also offered to the staff and their immediate family. Apart from the above benefits the company also offers annual increments which goes up to a maximum of 20% as per the performance appraisals being evaluated by the management. The company has also introduced fitness and yoga segments for employees which I believe is an essential need for the employee well-being. 

ADVANTAGES OF EMPLOYEE MOTIVATION

1. According to (Kuvaas & Dysvik, 2009) motivated employees are highly engaged and involved in their work and jobs and are more willing to take responsibility (Shahzadi et al, 2014).

2. (Denton, 1987) explains motivated employees with high levels of job involvements are considered as an important asset to an organization (Madi et al, 2017). 

3. Self-determination theory focuses on the intrinsic motivation who desire personal growth and are independently pushed towards achieving goals (Hammond, 2018).   

CHALLENGES OF EMPLOYEE MOTIVATION

1. Requires the instructor or leader to have personal knowledge of each individual in the group (Keenum, 2011). 

2. Pointing out employees when they have not met their goals is demotivating, and it reduces future performance. Instead, the manager should help employee with strategies to achieve the goals (Lazen, 2008). 

RECOMMENDATION AND CONCLUSION


It is observed that the company has given less attention in training and development and recognition of the employee. Therefore the company should concentrate more on training and development aspects of the employee and ensure that all employees have access to learning as well as the need for training and development on the job which will enable them to work to satisfactory level of the company. The company should also identify a star from the work force on employees' achievements and also should choose a leader among teams. This will be another way of motivating the employees. Further recommends and suggest a work friendly family environment in promoting relationship with Peers and suggests to place a grievance handling (Suggestion Box) to be kept at factories to drop their suggestions or concerns which needs the attention of the management. 

1. A motivated staff is essential for a company that wants to increase productivity and customer satisfaction. In this context, motivation means the willingness of an individual to do efforts and take action towards organizational goals (Dobre, 2013). 

2. Combination of extrinsic and intrinsic motivation is vital for effective employees' motivation leading to job satisfaction and greater productivity (Ikoku, 2018). 

3. The studies therefore recommend that organizations should consider staff motivation as a cardinal responsibility. Unless staff motivation is properly executed, organizations and their managers will always suffer employees' negative attitude towards work (Ikoku, 2018).    


References

Armstrong , M. (2010) Armstrong's Esstential Human Resource Management Practice: A Guride to People Management. India, Replika Press (Pvt) Ltd

Dahie, A. M. et al (2015) Employee Motivation and Organizatonal Performance: Empirical Evidence from Secondary Schools in Mogadishu - Somalia. Academic Research International, 6 (5).

Dobre, O.I. (2013) Employee Motivation and Employee Performance. The Bucharest University of Economic Studies.

Hammond, K. (2018) Pros and Cons of the Motivational Theory. Bizfluent.

Ikoku, A. (2018) Impact of Motivation on Employee Performance. Federal College of Education, 9 (1) (2).

Jali, M (2015) The impact pay on productivity and motivation on general workers in South African platinum mines. Gorden Institute of Business Science Univertity of Pretoria.

Keenum, K. (2011) Advantages and Disadvantages of Motivation. [blog entry]. Available at: <http://keenummotivation.blogspot.com/2011/04/advantages-and-disadvantages-of.html>. [Accessed on 27 September 2018].

Keijzers, B. (2010) Employee Motivation and Performance. Bachelor Thesis.

Lazen, S. (2008) How to Motivate Employees: What Research is Telling Us. Harvard Business Review article, 90 (8).

Lunenburg, C. (2011) Goal Setting Theory of Motivation. International Journal of Management, Business, and Administration, 15 (11) 2.

Madi, F. N. et al (2017) The Imppact of Employee Motivation on Organizational Commitment . European Journal of Business and Management, 9 (15).

Nguyen, L.  (2017) The Impact of Employee Motivation on Orginizational Effectiveness. International Business.

Rampton, J. (2017) 10 Tips to Motivate Employees Without Resorting Mone. Entrepreneur and Connector, (9).

Robbins, S. P., Judge, T. A and Vohra, N. (2013) Organtzational Behaviour. 15th ed. India, Dorling Kindersley India.

Shahzadi, I. et al (2014) Impact of Employee Motivation on Employee Performance. European Journal Business of Management, 6 (23).

Stephen, A. F. (2016) Understanding Employee Motivation Through Managerial Communication Using Expectancy-Valence Theory. Journal of Intergrated Social Sciences, 6(1), pp.  17-37

Tan, T and Waheed, A. (2011) Herzberg's motivation-hygiene theory and job satisfaction in the Malaysian retail sector: the mediating effect of love of money. Asian Academy of Management Journal, 16 (1), pp. 73-94.

Uzonna, U. R. (2013) Impact of motivation of employees' performance: A case study of  CreditWest Bank Cyprus. Journal of Economics and International Finance, 5 (5), pp. 199-211.