Literature Review on Employee Motivation

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Chapter-2

Review of literature

Motivation:
Motivation is the reason or reasons for engaging in a particular behavior as studied in economics, psychology and neuropsychology. These reasons may include basic needs such as food or desired object, hobbies, goal, state of being or ideal. The motivation for behavior may also be attributed to less- apparent reasons such as altruism or morality. Motivation refers to the initiation, direction, intensity and persistence of human behavior.

Gray and Starke defined motivation as “the result of processes, internal or external to the individual, that arouse enthusiasm and persistence to pursue a certain course of action.”

Sayles defined motivation as “the processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal.”

R.M. Steers and L.W. Porter proposed that “how behavior gets started, is energized, is sustained, is directed, is stopped and what kind of subjective reaction is present in the organization while all this is going on”

Greenberg & Baron define motivation as, “The set of processes that arouse, direct, and maintain human behavior towards attaining some goal.”

Halepota defines motivation as “a person’s active participation and commitment to achieve the prescribed results.”

Steers proposed that “Never before and, some would argue, never since has so much progress been made in explicating the aetiology of work motivation”

Young suggested that “motivation can be defined in a variety of ways, depending on who you ask .Ask some one on the street, you may get a response like “its what drives us” or “its what make us do the things we do.” Therefore motivation is the force within an individual that account for the level, directio...

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...stablish the emotional connect to the cause of the role are likely to get more productivity.
4. Challenge them
When you challenge people, they respond with a vengeance. Ask people for better customer serving ideas, improving processes in manufacturing companies or even how to increase their day-to-day response time. Several companies have cross-functional teams to create and throw such challenges and it really works well for them.
5. Manage employee stress levels
Organising health-related conversations with experts and activities — ranging from group trekking, going for walks over weekends with colleagues and families, encouraging employees to participate in mass marathons — help in building bonds and de-stress employees. This in turn increases productivity. Wellness and productivity has become a key practice area for us as a result of growing interest of companies.

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