Impact of Employee Motivation on Performance †MyAssignmenthelp.com

Question: Discuss about the Impact of Employee Motivation on Performance. Answer: Introduction The rational decision making is one of the most important issues in the organizational context. Many problems can arise for the organizational managers or the supervisors when the organizations go through a bad patch. It is the responsibility of the managers to sort out the problems effectively (Lazaroiu, 2015). They will have to sort out the problems by implementing the rational decision making process. The work related problems have to be found out by the managers and resolve those issues within the organization only. The decision making will have to be properly carried out by the managers. This will lead to the betterment of the organizations in the best ways. In this scenario, the decision making framework will have to be discussed. The decision making framework has six stages. These six stages have to be followed in order to get the best results for the problem that has been identified. The six stages in the rational decision making framework are problem identification, choosing the best decision process, developing other alternative processes, choosing the best solution for the scenario, applying or implementing the decision and evaluating the entire process (Lazaroiu, 2015) This rational decision making framework will have to be followed since the problems in the organization should be mitigated (Dobre, 2013). The work related problem that has been the lack of motivation in the organizations for the employees. The employees need the proper motivation for the works they do in their work organizations. This is why they have to improve upon their morale so they can prosper in their professional careers. If the employees suffer from the lack of motivation in their workplaces, the organizations will suffer in terms of mass production and the profits they make from their industry (Dobre, 2013) Here in the first step of the problem identification, the lack of motivation has been considered as the main problem for the employees. It has been confirmed that some of the employees do not get the proper motivation from the managers at the right time (Chaudhary Sharma, 2012). If the employees do not get the proper information at the proper time, they will serious problems in completing their assigned projects. If the employees do not possess the proper job skills for their job role and the proper experience, they will need to upgrade their qualification or they will suffer from several issues in the future in the organization (Chaudhary Sharma, 2012) In the second step it is very important to choose the best decision process. This will help the organizations to cope up with the problems that have been discussed (Shields et al, 2015). The employees are needed to be motivated so they will have to sort out the matters for themselves. The organizational managers should find some ways by which they will cope up with these problems (Anitha, 2014). They will need to mitivate the employees in various ways. One important way is to provide them with the rewards and recognitions for the works they do within the organization. This is how the employees can be motivated. If the employees do not love their work and they do not get anything in reward as a token of appreciation, they will feel very de motivated indeed (Anitha, 2014). In the third step, the alternative steps can be discussed. These other alternative processes are the things that organizations need to focus about to cheer up their employees. The employees can also be motivated by various things like taking an emotional approach towards the issues and telling them to improve their performance by giving them the necessary chances that they will require to overcome them (Karatepe, 2013). The managers must provide the space to the employees so they can feel very much motivated indeed. If the employees feel they are stressed out just because of overwork they will need to consult with the other employees. The managers will also have to set some goals before the employees who have to achieve those goals positively (Brown, Setren Topa, 2016) Thus the employees will feel strive within themselves that will boost them up for performing better. The managers can also increase the benefits and facilities that they are given. They can also arrange some referral programs for the employees as well. This will probably boost up the employees (Karatepe, 2013). In the fourth step, the choosing of the best solution will increase the chances of motivating the employees positively. Thus the employees will need to be motivated if the organizations provide them with the rewards and recognitions. This will probably help the employees to perform better against all the difficulties. The employees can work for more hours if they know they will get some rewards and monetary benefits for their work. They will also get some appreciation from the higher management (Brown, Setren Topa, 2016). In the fifth step, it has been noticed that the rewards and recognition system can be implemented very successfully indeed. If the employees want to get better position in the organization and more respect, they will surely be giving their best efforts. This will be helpful for the organization as well (Rajhans, 2012). In the sixth step, the entire process has to be evaluated. The employees will go through the steps of being motivated by their managers in different ways. They get to know that they will get extra benefits for their extra efforts. Only then they will strive for more and get on the race for achieving the organizational success. The sales and profit of the organization will go up if the employees work with motivation and show a positive attitude towards their work. Conclusion This paper can be concluded by saying the work related problem has been effectively discussed here. The important issues have been highlighted and the rational decision framework has been discussed here. The important issues have been discussed along with the various things that could be treated as the alternate processes. Thus the best solution has been addressed as well. References Anitha, J. (2014). Determinants of employee engagement and their impact on employee performance.International journal of productivity and performance management,63(3), 308. Brown, M., Setren, E., Topa, G. (2016). Do informal referrals lead to better matches? Evidence from a firms employee referral system.Journal of Labor Economics,34(1), 161-209. Chaudhary, N., Sharma, B. (2012). Impact of employee motivation on performance (productivity) in private organization.International Journal of Business Trends and Technology,2(4), 29-35. Dobre, O. I. (2013). Employee motivation and organizational performance.Tabel of Contents. Karatepe, O. M. (2013). High-performance work practices and hotel employee performance: The mediation of work engagement.International Journal of Hospitality Management,32, 132-140. Lazaroiu, G. (2015). Employee motivation and job performance.Linguistic and Philosophical Investigations,14, 97. Rajhans, K. (2012). Effective organizational communication: A key to employee motivation and performance. Interscience Management Review,2(2), 81-85. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... Plimmer, G. (2015).Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press.