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Employee motivation is an intrinsic and internal drive to put forth the necessary effort and action towards work-related activities. It has been broadly defined as the "psychological forces that determine the direction of a person's behavior in an organisation, a person's level of effort and a person's level of persistence". [1]
Expectancy theory posits employee satisfaction to be an outcome of performance rather than the cause of performance. However, if a pattern is established whereas an employee understands his performance will lead to certain desired rewards, an employee's motivation can be strengthened based on anticipation. [11]
High morale effects employee's motivation, their performance, and their willingness to adapt to organizational strategies. High morale will cause employees to put in extra effort, find ways to work more efficiently, and do higher quality work. [6]
Youssef & Luthans (2007) examined the effects hope, optimism, and resilience had in the workplace on employees’ job performance, job satisfaction, work happiness, and organizational commitment. [32] Hope and resilience had a more direct effect on organizational commitment whereas hope had a greater impact on performance.
The track of scientific research around employee recognition and motivation was constructed on the foundation of early theories of behavioral science and psychology. [3] The earliest scientific papers on employee recognition have tended to draw upon a combination of needs-based motivation (for example, Hertzberg 1966; Maslow 1943) theories and reinforcement theory (Mainly Pavlov 1902; B.F ...
Pay-for-Performance is a method of employee motivation meant to improve performance in the United States federal government by offering incentives such as salary increases, bonuses, and benefits. It is a similar concept to Merit Pay for public teachers and it follows basic models from Performance-related Pay in the private sector.