Introduction

Employees are the most vital component of any organization. Employees will determine an organization's performance or failure based on how they handle the many tasks assigned. Consequently, employee motivation is sufficient to ensure that employees achieve the appropriate outcomes in the many activities given to them to ensure the company's overall performance. Motivated employees are more inclined to give their best in everything they do. They work with little direction and do not need to be directed to finish specified tasks (Varma, 2017). Employees work with the company's clear intention and strive for the best in everything they do. Consequently, many firms have discovered the value of a motivated workforce. Companies are increasingly fighting to give their employees the best possible workplace to keep them motivated. Employee motivation directly impacts a company's success in a specific industry. Motivated employees are a valuable asset to any company, and their productivity is directly proportional to cause. Employee motivation is intangible, hard to gauge, and very difficult to govern, but it is relatively easy to aid if done appropriately. All it takes is the goal, effort, and determination (Kuranchie-Mensah & Amponsah-Tawiah, 2016).

What is Employee Motivation? 

According to Latham (2011), "Motivation is a psychological process" that directs a human's behaviors and emotions to meet specific unfulfilled needs. It is characterized by a person’s enthusiasm, mental alertness, dedication, and creativity level. It is a crucial feature that inspires people to give their all and helps achieve significant company objectives. Worker output will improve with positive support, but production will decrease with negative inspiration (Ochola, 2018).

Employee motivation, therefore, applies to how involved and inspired a worker feels about the company’s success. The four types of motivation are as follows:

1. Intrinsic motivation
2. Extrinsic motivation
3. Positive motivation
4. Negative motivation

Consequently, a company should acknowledge that its employees are not robots, but individuals with distinct traits. To successfully encourage your employees, you must first understand the many types and techniques of motivation.

Intrinsic Motivation

Intrinsic motivation is the motivation that comes from inside a person. They strive to succeed at their job because the results are congruent with the belief structure. Consequently, a person's core beliefs are typically the most effective motivators.  " Acceptance, curiosity, dignity, and a desire" to achieve characterize these individuals. Employee satisfaction feedback and appreciation have been shown in research to increase intrinsic motivation. So, if you are in management, director, or a leadership position, please be thoughtful in your remarks or expressions of thanks. Keep them motivated, and ensure that all employees recognize the requirements.

Extrinsic Motivation

On the other hand, extrinsic motivation refers to an individual's motivation being boosted by external variables such as incentives and recognition. As a result, some individuals may never feel driven inwardly, and only outside stimuli will help them complete their duties. Furthermore, research indicates that extrinsic incentives might occasionally increase a person's motivation to acquire a new skill set. Moreover, prizes like bonuses, trophies, and so on may inspire individuals or offer practical feedback.

Positive Motivation

In truth, motivation is associated with logical reasoning. This type of motivation encourages individuals to do their utmost and present themselves in the most effective manner they can. This concept offers enhanced workspaces as well as incentives for more excellent performance. These advantages and disadvantages could be either financial or non-financial.

Negative Motivation

This method of motivation aims to manage the job’s bad aspects and instill fear in the employee, forcing them to suffer in the absence of outstanding performance. It is predicated on the idea that they should be dismissed if a person does not provide the expected outcomes.

Reference List

Kuranchie-Mensah, E. B. & Amponsah-Tawiah, K., 2016. Employee motivation and work performance: A comparative study of mining companies in Ghana. Journal of Industrial Engineering and Management (JIEM), 9(2), pp. 255-309.

Latham, G. P., 2011 . Work Motivation: History, Theory, Research, and Practice. 2nd ed. s.l.:SAGE Publications.

Ochola, G. O., 2018. Employee Motivation, An Organizational Performance Improvement Strategy (A Review on Influence of Employee Motivation on Organizational Performance). JOJ Sciences, 1(5), pp. 120-125.

Varma, D. C., 2017. Importance of Employee Motivation & Job Satisfaction for Organizational Performance. International Journal of Social Science & Interdisciplinary Research, 6(2), pp. 10-20.
Vindhya, M., 2019. A Study on Employee Motivation. Journal of Engineering Sciences, 10(2), pp. 145-147.