Literature Review On Motivation And Performance

This is due to the fact that employees are different and are motivated by different factors.

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Based on this, Frederick Herzberg famously said: “If you want people to do a good job, give them a good job to do.” Hence, it is vital for any organisation to constantly discover different ways to motivate employees so as to improve performance, productivity and quality, which will also reflects on the overall performance of the company and help maintain competitive advantage in the market.

This is due, in part to the fact that what motivates employees’ changes continuously (Buford et al, 1995).

One of the key questions in all organisations is how to get employees to perform well.

Most writers have established that the basic foundation for retaining high performing employees is to have them motivated (Steer et al., 2004).

On a daily basis, banks are involved in various activities that require appropriate manpower and a highly effective team to function effectively.

As such, corporate goals are set and translated into viable realities only when employees play their due roles in achieving desired results (Ovadje and Ankomah, 2001).Over time, it has been established that the main problem towards an effective motivation system is the ability for managers to examine and analyse the employee’s needs.Furthermore, there exist some contradiction between employee’s identification of his/her need and the company’s identification of the employee’s needs.This is because a motivated employee is likely to perform better.Many researchers in the area of organisational performance have argued that employee motivation is an important element in individual and organisational performance and is also a significant factor in people’s decision to quit working in an organisation (Steer et al., 2004; Tzeng, 2002).CHAPTER ONE: INTRODUCTION 1.1 Background One of the major concerns of the organisation is its profitability, hence the need for efficiency.In this era, organisations are in a continuous state of competition and this has intensified the need to improve employee’s performances and invariably that of the organisation (Barney, 1995).This has been challenging for employers for a long time and has been dealt with in different ways across organisations over time (Gospel, 1992).HRM is the strategic approach to the management of an organisation’s most valued assets – the employees who work together individually and collectively to achieve the aims and objectives of the business (Mead and Andrews, 2009).Employee resourcing is a tool used to organisations to make sure that they get the employees needed and use them efficiently (Spector, 2000).People work with an organisation and stay there when there are effective HR practices that give them a supportive work environment, thus, it is imperative that organisations develop effective policies that enable them to recruit, select, and retain competent employees (Locke and Latham, 1990).


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