Employee motivation

Researches indicate that the main reason for an employee to leave an organization is the ill luck of the organization to acknowledge the employees run low. Rewarding the employees for their work is quite consequential as motivation is the key element required for the victory of an organization.

Nowadays, more organizations recognize that employees are not motivated just by money and employee behavior is tie-ined to their attitudes (Dickson, 1973). Staffs attitudes everlastingly link to the following point of views: interesting work, full appreciation of work done, concern security, good working conditions, promotions, and personal loyalty to employees

Theoretically, there are two aspects to motivation techniques intrinsic and extrinsic. Extrinsic relates to literal rewards, such as salary, promotion, work environment and working conditions. race believe that these tangible rewards are decided at organisational level and are therefore outside the control of exclusive managers. Intrinsic relates to what has been described as psychological rewards, such as the fortune to use ones ability, a sense of challenge and achievement, receiving words of appreciation. These always determined from the actions and the behavior of individual managers. (The art of motivating employees)In addition, correspond to Mullins needs and expectations can be distinguished in sparing rewards, intrinsic expiation, and social births.



Economic rewards such as pay, flush benefits, and material goods are an instrumental taste to work. Intrinsic satisfaction is provided by the work itself like interest in the job itself, personal growth and development which represents a personal orientation to work. Friendships, teamwork, and the need for affiliation are part of the social relationship that constitutes the relational orientation to work. In general, there are many motivation theories, and have been divided into tow contrasting groups: glut theories, which concentrates on what peoples needs and pursue those strengths in value to come across those needs; and process...

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