Motivation in organizations is important and is needed for improving the performance of employees in an affirmative manner, and this is the only possible way to influence job performance. The influence of motivational encouragement on the workforce contributes to a higher quality of human resources and better performance in organizations. As per a report published by Forbes magazine on January 2, 2020, only very small percentages (2% to 5%) of employees are top performers. Data suggests that the top 1% of workers produce 10% of the output, while the top 5% produce a whopping 26% of the output.
Another survey by the Team Stage website shows that only 15% of workers worldwide feel engaged in their work. By doing so, we may understand the importance of employee motivation for job performance. Because of the present global economic trend, most employers of labor have realized this fact. To understand the whole process, we need to understand the details of each step. This process first comes Motivation and influence which refer together an individual's readiness to perform at higher levels of productivity and efficiency than would be expected of him under normal conditions to help the business achieve its objectives. The individual not only helps the organization, but also fulfills his wants and expectations as a result of his work. Then come employees, who are individuals or groups who are employed by an employer and work under the authority of the employer Employee motivation is the level of energy, commitment, and creativity that a company's workers bring to their jobs.
After that comes job performance, which is the end result of an employee's efforts at the workplace to achieve a certain objective. It is the outcome of all associated events that are employee, company, and management-related. Now comes the relationship between motivation and employee job performance is that employee motivation is a process in which one person is willing to meet their own needs, like survival, safety, sociability, etc. This urge will motivate the individual to do better in their career by allowing them to focus on the tasks at hand. When employees feel driven, they are more likely to boost production, and this happens through a process that involves the fulfillment of individual needs, personal preferences, the work environment, and finally, job performance.
Besides this, some of the factors that impact employee performance which example can be incentives, bonuses, training, pay increase, etc. Another one is recognition through awards, gratitude letters, employee of the year or month, etc. When an employee is self-motivated to achieve personal and professional goals, this is referred to as self-motivation. Employers must understand when and how incentives work, as well as for whom they work. Who should be recognized and when, as well as how to teach employees and create a work atmosphere that encourages them to be self-motivated. Some Approaches to the Impact of Motivation on Job Performance have a relationship between enhanced salary, fringe benefit, responsibility, training, and supervision, and this significantly influences job performance. Education, experience, and training all contribute to ability and improve job performance, though it is a tedious and laborious process.
On the other hand, motivation can be swiftly improved. There is a gap between an individual's current state and a desired state, and management attempts to close it. Motivation is an effective tool for narrowing and manipulating this divide. Naturally, these objectives, as well as the motivation system, must adhere to the organization's corporate policy, and the motivational strategy must be customized for the situation and the company. The quality and motivation of human resources determine the performance and quality of a service. Many managers are concerned about employee motivation. Unmotivated individuals are prone to putting in little or no effort to complete essential tasks, doing the bare minimum without a drive to give high-quality results basis.
They are less motivated to perform if there is no spark of innovation and a desire to strive. Above all the discussion, we may say it can be generalized that job performance factors combined with favorable motivational factors have an impact on performance and determine performance. Motivation, KSA, and environment are equally important in determining employees’ performance. Therefore, there is a relationship between motivation and performance, and motivation does have a positive impact on employees’ performance, which depends on the influence of motivation, and it can be recommended that the management properly motivate the employees to improve their performance through both financial and nonfinancial motivational factors, especially salaries, Making certain justice in dispensing and handing over it to deserving beneficiaries and incentive plans. poor payment, poor communication, poor working conditions, lack of effective supervision, failure to provide training services to employees, and lack of performance appraisal, among others which also can be improved or restructured to influence employee job performance.
(The writer is the Assistant Vice President of Kohinoor Chemical Company BD. Ltd.)
