Relationship Between Motivation And Motivation

This study is focused on investigation of the relationship between rewards and motivation among permanent government employees. Motivation in this case will be our dependent variable while intrinsic and extrinsic rewards become our independent variables. The framework therefore proposes the following hypothesis as dictated in the literature review:

H 1: There is a relationship between rewards and motivation on permanent government employees

H 2: There exists a positive relationship between intrinsic rewards and motivation

H 3: There exists a positive relationship between extrinsic motivation and rewards According to Antoni et al., 2017, there are current issues that appear to be so special and which contribute to a detailed research on rewards

The study insisted that there was indeed a great significance of intrinsic motivation to employee performance. Presentation of incentives to employees strongly impacted on their performance. The study further explained the role of salient incentives in that these could assist in estimating the validity of extrinsic motivation and that serves as a predictor of performance. An example of salient incentive in this study was the “crowding out” of fashion that led to an intrinsic motivation but that was not so significant to the performance. Further, this study concluded that, on the basis of performance both intrinsic motivation and incentives did not appear to be antagonistic but would best work if put in action simultaneously. As a result, this research recommended that there was need to use a non-performance criterion method in checking the relationships between rewards and employee motivation. Among the recommended nonperformance criterion were the wellbeing of an employee and the level of job satisfaction an employee

In this case, there was a need to perform a correlation that study that investigated the relationship between motivation and performance. This would assist many other organizations to become successful. Several factors had a great significance to the performance of employees. These included the level of skills each employee had and the willingness to take the roles assigned to them. More importantly, the study linked a tight rewards to employee motivation. Details of the study indicate that provision of rewards to the employees increased the willingness to work. In addition, this study stated that employee performance was a result of only motivation and skills possessed by employees. This study used different methods in a bid to achieve its set objective. In incorporated a documentary study, questionnaires and a survey. From the results of the study, it was concluded that motivational tools had a great impact on employee performance. Many employees have the skills but are not willing to engage all the skills top increase their performance. In order to utilize this skill full, an organization had only to motivate its employees. This was possible through the provision of rewards either directly or through the creation of reward systems to the