Preface
In the contemporary world, the market is characterized by intense competition that management has been forced to direct their attention to employee motivation. Employees form the most critical resource for every organization hence the need to motivate them to for the good of the company. When motivated, employees can work better which ultimately improves company’s productivity and profitability. The human resource can choose to adopt either intrinsic or extrinsic motivation factors to ensure that employees are motivated and satisfied with their current positions. Research has established that there is a significant relationship between employee motivation and performance. The paper is an annotated bibliography where six articles on employee motivators will be reviewed.
bbc.com (2017). Inspiring employees requires some simple steps, but many bosses fail to hit the right note. Retrieved from http://www.bbc.com/capital/story/20170604-the- right-and-wrong-ways-to-motivate-your-colleagues
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The website focuses on strategies used by employers to motivate employees. The article states that the use of threats and fear to get the staffs motivated is a recipe for disasters. The first step towards making employees motivated is to understand factors that get them demotivated. The manner in which the manager assign tasks and employ interpersonal skills to employees would ultimately motivate workers. Employees can be motivated when they are inspired to achieve their targets and grow. The website is credible because it was founded on well-researched information hence contributing significantly to the concept of employee motivation. The piece is important because it offers information on the significance of retaining core employees and how motivation theories help to achieve this.
(Chapter 9) ( Human Resources)
Based on chapter 9 of the text book, productive employees are the heart of human services organization. Motivation is one of the strategies that managers use to develop and retain the most productive employees. Better compensation and benefits are critical to motivate the employees. Further, training and development opportunities can also be utilized as part of motivating strategies and this would eventually result into increased profitability and productivity. Employee empowerment is one of the key strategies towards employee creativity which would ultimately motivate them. It is evident that the article is credible as it was based on factual and well researched information. The article is also relevant because it is written in an objective approach and uses well-researched argumentative information which is significantly related employee motivation.
Chiang, C. F., & Jang, S. S. (2008). An expectancy theory model for hotel employee motivation. International Journal of Hospitality Management , 27(2), 313-322.
The article tries to apply expectancy theory to the concept of motivation focusing on the hotel setting. From the survey conducted from 289 hotel employees, the results indicated that the modified expectancy theory characterized with five distinct elements including intrinsic instrumentality, intrinsic valence, expectancy, extrinsic valence and extrinsic instrumentality best explains overall process of motivating hotel employees. The authors further indicated that intrinsic factors are highly influential compared to the extrinsic factors when it comes to motivating hotel employees hence the need for the mangers to entirely focus on the intrinsic elements to better motivate their employees. The article is reliable based on the notion that it utilised primary research to gather data from employee based on their perspectives and ideas. The article is thus well-researched and contributed in-depth information on motivation factors in an organization.
Islam, R., & Zaki Hj. Ismail, A. (2008). Employee motivation: a Malaysian perspective. International Journal of Commerce and Management , 18(4), 344-362.
The article, “Employee motivation” primary focuses on identifying various motivating factors for the employees who were working in multiple companies in Malaysia. According to the authors, the productivity of the company demands more than customer service, process engineering and technology. The primary determinant whether these strategies will succeed will entirely depend on the motivation of the employees that are the task with the absolute duty of implementing them. The authors posit that the business environment has changed drastically and competition has intensively dominated the markets hence the need for the human resource to adopt useful motivator factors. The reliability of the article can be seen from the fact that the study used survey method to understand the perspective of employees. Survey questionnaire thus helped the researcher to collect information from employees on the aspects of motivations, motivator’s factors and their overall effectiveness. The article is relevant because it is written in an objective approach and uses well-researched argumentative information which is significantly related to employee motivators.
Lin, H. F. (2007). Effects of extrinsic and intrinsic motivation on employee knowledge sharing intentions. Journal of information science , 33(2), 135-149.
The article focuses on the significant impact of both intrinsic and extrinsic motivation on the employee knowledge sharing. The authors argue that motivational factors greatly facilitate sharing of knowledge in an organization. Both intrinsic and extrinsic motivators have been shown to play a vital role in the overall success of the company. When motivated, the company can easily retain top and highly competent employees which will enhance their productivity and profitability. The article is reliable and credible because it was founded on a survey conducted in a company in Taiwan which helped to generate primary information for the study. The research established that motivational factors including enjoyment in helping others, knowledge self-efficacy and reciprocal benefits were related to worker knowledge sharing. The article is a useful source because it will add in-depth information on extrinsic and intrinsic motivation and its impact on knowledge sharing.
Rynes, S. L., Gerhart, B., & Minette, K. A. (2004). The importance of pay in employee motivation: Discrepancies between what people say and what they do. Human resource management, 43(4), 381-394.
The article, “The importance of pay in employee motivation” seeks to understand how payment can be used to motivate employees in an organization. Most human resource professionals have emphasized the significance of pay on employee satisfaction and motivation. The authors discuss why payment has become a critical general employee motivator. There is overwhelming proof supporting the idea that finance is a vital motivator for the majority of people. However, the article has further shown that financial factors are not the only motivators and might not be the prime motivator for all employees hence the need to adopt non-monetary motivators. The authors conclude the study by stating that, the human resource managers should consider both financial and nonfinancial motivators to attract, motivate, and retain employees but should mainly emphasize on the financial rewards. The article is reliable since it was founded on well-researched and analyzed information. It is a useful source since it provides essential information on the significance of financial factors in motivating employees.
References
bbc.com (2017). Inspiring employees requires some simple steps, but many bosses fail to hit the right note. Retrieved from http://www.bbc.com/capital/story/20170604- the-right-and-wrong-ways-to-motivate-your-colleagues
Chiang, C. F., & Jang, S. S. (2008). An expectancy theory model for hotel employee motivation. International Journal of Hospitality Management , 27 (2), 313-322.
(Chapter 9) ( Human Resources)
Islam, R., & Zaki Hj. Ismail, A. (2008). Employee motivation: a Malaysian perspective. International Journal of Commerce and Management , 18 (4), 344-362.
Lin, H. F. (2007). Effects of extrinsic and intrinsic motivation on employee knowledge sharing intentions. Journal of information science , 33 (2), 135-149.
Rynes, S. L., Gerhart, B., & Minette, K. A. (2004). The importance of pay in employee motivation: Discrepancies between what people say and what they do. Human resource management , 43 (4), 381-394.
