Impact of motivation on employee productivity
Employees are motivated differently, and it takes human resource initiatives to ensure all workers are
motivated. When employees are motivated, their performance is high and leads to the fulfillment of
organization objectives (Nitin and Boris 2010). Through motivation, it is possible for HR managers to find
employee motives for work and come up with ways to improvise. The problem that leads to doing the
research is high-employee turnover in public sector industry.
Please review the General Format of an Annotated Bibliography. For each entry, be sure to address the
following as a minimum:
� Include the full APA citation
� Discuss the scope of the resource
� Discuss the purpose and philosophical approach or methodology
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Impact of Motivation of Employee Productivity
� Discuss the underlying assumptions
� Relate the resource to the body of resources you have consulted in this course
� Discuss any evident limitations and opportunities for further inquiry
Impact of Employee Motivation on Employee Productivity
Anar Nesibov (2015). Impact of employee motivation on productivity
The author talks about the challenges faced by business in the competitive market. Managers are
called to effectively manage all the factors of employee retention and production such as the
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Impact of Motivation of Employee Productivity
machines, men, and materials. Human resources, unlike other factors of production, need control
of emotions and thoughts for productivity. Successful organizations have motivated employees.
The challenge faced in motivating the employees is how to integrate the different employee skills
with the other factors of production without interfering with the goals of an organization thus the
author explores all other factors related to employee motivation.
Barbra, (2011). The effect of motivation on productivity
According to the author, there are different factors that lead to employee motivation and being
motivated an employee’s choice. Motivation is internal, and if an employee is motivated, they
end up being more productive in an organization. Instead of bringing up motivational speakers,
firms should concentrate on the specific factors that make an individual motivated since they
differ. When organizations understand what motivates employees, it can make them productive.
The article discourages use of motivational speakers, yet some of the employees are encouraged
through them. The author notes the limitation of motivational speakers and comes up with other
strategies.
Carla Valencia (2015). Motivation and productivity in the workplace
Motivation has been an issue for organizational leaders since unmotivated employee is
unproductive, do not like being in the workplace, run from their jobs, and produce low quality.
The author noted that employees are motivated differently, and it’s up to the leaders to get to
know their employee well to know their needs and wants that will make them motivated for high
production. The main limitation is in understanding the needs of employees since they are many
hence the author uses one industry as a case study.
Sherrie Scott (2014). Motivation and productivity in the workplace
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Impact of Motivation of Employee Productivity
Employees need to feel good about their work to perform well. Some of the employees are
motivated through recognition while others are motivated through incentives. For whatever
reason that make employees motivated, for as long as they are motivated they tend to be
productive. The author notes that employees are different and brings up the aspect of
diversifying motivation.
Todd Vernon (2014). Four ways to keep employees motivated and productive
The authors talk about start ups and the challenges they have to face before establishing
themselves in the market. Managers are known to use disciplinary actions and to use long
working hours to increase motivation, but it’s never the case. Managers are encouraged to treat
their employees as investors and use timelines instead of dashboards. The author assumes that
employees have the best interest of the organization.
Mark Panay (2015). Five psychological theories of motivation to increase productivity
The author narrates about the theories that lead to employee motivation. Hertzberg two-factor
theory, Maslow hierarchy, and Hawthorne effect are some of the applicable theories to motivate
employees. The theories suggest employees inner needs together with being mindful of their
outside affairs as the main motivating factor for productivity. The conducted studies do not
exhaust all factors that lead to motivation making the theories limited in their scope but uses
different examples for each of the theories.
Charles Foster (2015). Motivational case studies exercise
The article talks about the Hellespont Swim as an exercise is done by employees for self and
group motivation. Through the case study, several aspects of employee motivation are
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Impact of Motivation of Employee Productivity
demonstrated: communications, team work, team building, inspirations, role model, and fun. All
these factors aim at making employees more productive. In the case study, time factor and
financial constraints are not considered since organizations do not have the same capital
resources.
ICM (2010). Motivation: A short case study
The article is about how different employee engagements encourage or discourage productivity.
While an employee feels inspired by his senior, other employees, who do not like the senior
managers discourage the other making him lose his motivation and hence productivity. However,
the article does not talk about the employees who encourage others making it biased. Negative
motivation is also motivation so it should not be discouraged but should be used professionally.
Chris Johnson (2012). Impact of employee motivation in the banking industry
The author explores the banking sector and notes that the staff in banks the least motivated due
to the public notion that banks provide the best incentive and working conditions. The
management in banks has become sluggards in enticing their employees leading to low
productivity especially in the sales department. The author noted that the banks that encouraged
their employees were more productive than those who did not motivate employees. The study is
only carried out in banks to remove biasness.
James (2015). The importance of employee motivation: Wetherspoon
Other than understanding the market and ways to make its product attractive, a successful
business knows how to recruit, train, and motivate employees. The company operates in various
regions and in all the branches the employees are considered as the main factor for productivity.
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Impact of Motivation of Employee Productivity
The friendly and confident employees found in the pubs are as a result of motivation though
incentives and training. The study was not carried in all the company’s branches but assumed
that all the outlets behave the same hence did not cover all the aspects of motivation.
Wall Street Journal (2011). Motivating employees
The Journal talks about the different relationship within an organization and how they reveal the
culture of an organization. To motivate employees, the author suggests using the frontline
employees to make decisions regarding strategies to improve the operations and satisfy
customers. Employees are encouraged to come up with new ways of doing business by
challenging the existing practices. By doing so, employees feel part and parcel of the
organization making them motivated and hence become more productive. The author assumes
that employees have the same goals as the organization which is not necessarily the case.
References
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Impact of Motivation of Employee Productivity
Anar Nesibov (2015). The impact of employee motivation on productivity.
