Using Relevant Theories and Examples, Explain How Motivation Can Affect Employees’ Commitment and Performance at Work.

Using Relevant Theories and Examples, Explain How Motivation Can Affect Employees’ Commitment and Performance at Work.

  • Submitted By: nucanok
  • Date Submitted: 04/08/2013 1:04 AM
  • Category: Business
  • Words: 1828
  • Page: 8
  • Views: 3

Employee motivation is an integral part of every business and has notable impact on the overall effectiveness of an organization. Motivating employees carries utmost importance for a business as it reduces staff turnover and absenteeism while increasing productivity. For example, in the short run, lack of motivation can lead to reduced performance and lack of commitment. Conversely, in the long run, this issue can lead to high levels of absenteeism, low productivity and eventual decreases in profits within the business along with industrial disputes within the market. In this respect, the Javitch Association (2012) has stated that, “Employee motivation is a major factor in success or failure for any organization. Without a motivated workforce, productivity, morale, profits, product and service delivery suffers.” For this reason, most businesses prefer to invest in employee motivation so as to increase their employees’ commitment and work performance. If this investment is effective, employees who are well motivated will contribute to the organization in a positive way. This essay will focus on several theories and examples to give an exhaustive explanation regarding how motivation can affect employees’ commitment and performance at work.

There are several theories that relate to the motivation of employees at work. One of them is Maslow’s hierarchy of needs which is divided into two parts. The first part relates to the classification of needs while the second part relates to how these classes are related to each other. According to Maslow, these classes of needs must be organized in hierarchical order and presented as a pyramid. DuBrin states (2008) that, lower-order needs (deficiency needs) which are physiological, safety, and social needs must be satisfied to ensure a person’s existence, safe working conditions or job security, trust and acceptance within the workplace. In addition, higher-order needs (growth needs) which are esteem and self-actualization...

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