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Name-Kanika Chand Student Number - 6561779 Lecture - 2 Campus - Sydney

Kanika Chand is a student with student number 6561779 attending lecture 2 at the Sydney campus. The document discusses different types of motivation for employees including intrinsic motivation which comes from internal fulfillment and extrinsic motivation which comes from external rewards. It notes that while companies have focused on extrinsic motivators like money, intrinsic motivators are also important for employee well-being and performance. Effective motivation programs focus on both individual employees and system-level factors over the long-term. Tangible rewards like money are preferred by some employees over intangible rewards like recognition, but a mix of motivators is most effective.

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103 views4 pages

Name-Kanika Chand Student Number - 6561779 Lecture - 2 Campus - Sydney

Kanika Chand is a student with student number 6561779 attending lecture 2 at the Sydney campus. The document discusses different types of motivation for employees including intrinsic motivation which comes from internal fulfillment and extrinsic motivation which comes from external rewards. It notes that while companies have focused on extrinsic motivators like money, intrinsic motivators are also important for employee well-being and performance. Effective motivation programs focus on both individual employees and system-level factors over the long-term. Tangible rewards like money are preferred by some employees over intangible rewards like recognition, but a mix of motivators is most effective.

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Oxford Assignment
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name- Kanika Chand

student number- 6561779


lecture – 2
campus – Sydney
introduction
Motivation describes the forces that influence the individual's course, strength and
consistency of voluntary actions(referencing). With the growth of workers, more and more
companies are heading towards a holistic approach to health that integrates system-level
thought about wellness. Companies focus on psychological risks of employee rather than
increases in the money (Wootten,2020). There are two types of motivation that is intrinsic
and extrinsic motivation. As employees are more interested in extrinsic motivation like
money rather than intrinsic motivation (S.Rajesh,2016,p.197). Such methods of inspiration
were tangible and intangible; tangible in the form of money and certificates. Intangible in the
form of gratitude, you are the best, excellent work(Alhassan&Greene,2020, p.16).
summary
Programs that are maintained over a period of time have long-term benefits, and to truly
make an effect. (Wootten,2020) it is important to concentrate on both programme factors
and individual employee factors. (Wootten,2020) states that occupational safety authorities
have been actively investigating into system-level causes, finding that improvements can
produce substantial results, such as decreasing a amount of lawsuits for insurance and the
time taken off work due to mental health issues. most of the businesses now are focus on
the building high capacity to employees rather than adding money to their pay. Previously,
organisations tended to identify areas of need and run a one-off program, thinking they could
say that issues such as employee stress had been addressed. Programs that are sustained
over a period of time have long-term benefits, and it's critical to focus on both system factors
and individual employee factors to really deliver an impact, (Wootten,2020) says there are
two factors that contribute to an individual's wellbeing that are individual factor and past
personal factors. Schreiber (2018, p.17) many employees prefer tangible motivation like
money and certificates rather than intangible because tangible things make them feel
appreciated. Intrinsic motivation is described as "doing an action for its intrinsic fulfilment"
(Ryan and Deci, 2000, p. 56). Motivation of employees to motivate them include intrinsic and
extrinsic motivation. London (2000, p.791) describes extrinsic motivation as "doing
something, as it leads to a different outcome"
Discussion
it is established that in the Avenue hospital Kisumu that the majority of employees are
female that is 63% and men are only 37% majority of employees were below age 40 and are
serving in company more than 2 to 5 years. There is strong influence of salary, employee
recognition, job satisfaction, job security and training & development on the performance of
the employee (Vroom,1964, p.33). Employees are using tangible and intangible methods to
enhance the performance of the employees but employees are more concern about the
tangible motivation but these mix strategy will Optimize better efficiency against a single
approach (Alhassan & Greene,2020, p.21). Work motivation is a process of deliberate and
intentional effect on employee motivation through the provision of resources and incentives
to meet their goals and the creation of values to achieve the objectives of the motivating
subject, taking into account the atmosphere on both sides of the process (Borkowska,2006).
Motivation mechanisms often have a major effect on people's actions in the company-they
influence the motivation of workers, jobs and superior attitudes, as well as reciprocal
relationships. The motivational factors motivate people to take on more ambitious projects,
boost the standard of the activities and skills of participants, avoid passive attitude and
accept engagement and ability to cooperate (Penc,1996). Increasing productivity and
performance can be accomplished, inter alia, by enhancing encouragement procedures
(Šciborek,2014). The origins of motivation of public service workers may be of the same type
as for private sector employees, but their structure and power can vary (Buelens,Van den
Broeck,2007). The research was conducted through the questionnaire in the university of
Warmia and Mazury in Olsztyn for academic staff in academic year 2016/2017. The
research finds that most influenced factor of motivation is remuneration and other said they
want safety and secure job. It is noted that respondents in the survey are asked the most
influenced intangible motivation indicator, few of people answered recognition rest of were
not interested that indicates that employees are more concern about the increasing
remuneration rather than appreciation in words (Stachowska et al,2019, p.589) Benabou and
Tirole (2003) states that intrinsic motivation have positive effect on the employees behaviour
and on its work. Workers are driven by a variety of factors including, but not limited to, the
emotions, feelings and values of workers, in addition to the interplay of various social
influences on the job.

conclusion

In conclusion, motivation is the essential thing in the organisation to take out work from
employees in an effective and efficient manners. motivation is thing which encourages
employees to work for the organisation with all their means. where there are some different
types of motivational influences or factors which effect employees working behaviour one of
the most influencing factor is tangible factor that s in the terms of money. The motivational
factors also have positive relation with the work and innovative behaviours. The motivation is
different on the basis of organisation and individual. Every organisation has its unique
method to motivate its employees. organisation build a capacity of employee in the terms of
well - being and productivity. It is very important to take care of employee not only giving
higher remuneration but by giving them moral support which makes them mentally healthy.
The results showed the highest positive and meaningful correlation between employee
appreciation and employee performance; this was closely followed by job security, then
employee training and development, salaries and benefits had a moderate correlation, and
lastly, job satisfaction had a small but definite correlation with employee performance.
reference
Amar Hisham Jaaffar, Yuvaraj Ganesan & Aerni Isa 2018, ‘Employees’ Motivation to
Undertake Entrepreneurship and Innovative Behaviour: UNITEN KSHAS’, Global Business
& Management Research, vol. 10, no. 3, pp. 782–796.
Alhassan, N & Greene, E 2020, ‘Individual Approach to Employee Motivation: Is It
Worthwhile in the 21st Century?’, International Journal of Global Business, vol. 13, no. 1, pp.
16–24.
Stachowska, S & Czaplicka-Kozłowska, IZ 2019, ‘Motivating Employees of the Higher
Education Instituton: Case Study of Academic Teachers’, Management Theory & Studies for
Rural Business & Infrastructure Development, vol. 41, no. 4, pp. 589–599.
Okoth, VA & Florah, OM 2019, ‘Motivation and Employee Performance at Avenue Hospital
Kisumu County- Kenya’, Business Management Dynamics, vol. 9, no. 5, pp. 20–36.
Singh Rajesh 2016, ‘The Impact of Intrinsic and Extrinsic Motivators on Employee
Engagement in Information Organizations’, Journal of Education for Library and Information
Science, vol. 57, no. 2, p. 197.
Wootten 2020,’Employers Conflating perks and well-being Strategies’,HR Daily.

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