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Recently Rated. In addition, students will learn technical writing guidelines, and strategies for keeping their own writing clear and concise. Discipline: History. So are you ready to hire one of our genius tutors? Get Started. The study concludes that the bishop Stuart University use differing ways of motivational tools in motivating its employees, that employees are motivated for many reasons like; helping them in organizations to perform their work as assigned, to maintain employees to employers relationship, to encourage employees performance their efficiently and effectively, to help employees solve their personal problems, to encourage team work as well as improving on the employees morale at their work places to perform better for improved organizations performance.

Still that there a relationship between motivation and employee performance of Bishop Stuart University. This was evidenced by the chi square calculated Xo2 that was Lastly, that effectiveness of salary motivation on performance of private firms in Uganda and the relationship between employee motivation and labour turn over in organizations are recommended for further studies.

The world is going through an enormous change. Globalization of businesses is increasing and information technologies are advancing Dockel, These major changes reshaping our significantly, for better and for worse Keritner, They lead to changes in the way business is done, the way employees behave and the way managers manager their employees.

For companies to remain successful, they are required to adapt to these changes Vercueil, The changes that are reshaping the world have altered the way organizations operate and have also led to changes in employee characteristics Robbins, According to Stoner et-alMotivation is a human psychological characteristic that contributes to a person degree of commitment in an individual behavior. The term motivation has been defined variously by different authorities in the study of Psychology, Management and allied disciplines.

According to Colemotivation is essentially about what drives a person to work in a particular way and with a given amount of effort. To Buford et almotivation is a pre-disposition to behave in a purposive manner to achieve specific needs.

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Lindner perceives motivation as a psychological process that gives behaviour purpose and direction. Obviously, there are divergences in these definitions, though some common threads seem to exist.

What is common to the foregoing definitions, among others, is that something has to trigger an employee to perform in an exceptional way. Motivation is operationally defined as a set of indefinite factors that cause a person [an employee to perform his or her duties in a special way.

The factors are described as indefinite because they constantly change with time, as pointed out by Kovach What is implicit in this definition is that an employee will not work in that special way if he or she is not encouraged [motivated to do so. An understanding of this definition depends on the appreciation of some existing theories of motivation. According to Greenberg dissertation university of arizona Barondefinition of motivation could be divided into three main parts. The first part looks at arousal that deals with the drive, or energy behind individual s action.

People turn to be guided by their interest in making a good impression on others, doing interesting work and being successful in what they do.

The second part referring to the choice people make and the direction their behaviour takes. The last part deals with maintaining behaviour clearly defining how long people have to persist at attempting to meet their goals. Motivation can be intrinsic and extrinsic. Praise or positive feedback, money, and the absence of punishment are examples of extrinsic or external rewards Deci, Intrinsic motivation is the motivation to do something simply for the pleasure of performing that particular activity Hagedoorn and Van Yperen, Examples of intrinsic factors are interesting work, recognition, growth, and achievement.

Several studies have found there to be a positive relationship between intrinsic motivation and job performance as well as intrinsic motivation and job satisfaction Linz, This is significant to bishop Stuart university in today's highly competitive business environment in that intrinsically motivated employees will perform better and, therefore, be more productive, and also because satisfied employees will remain loyal to their organization and feel no pressure or need to move to a different firm.

Deci and Ryan conducted and replicated an experiment that showed the negative impact of monetary rewards on intrinsic motivation and performance.

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A group of college students were asked to work on an interesting puzzle. The students that were not being paid worked longer on the puzzle and found it more interesting than the students being paid. When the study was brought into a workplace setting, employees felt that their behavior was being controlled in a dehumanizing and alienating manner by the rewards. It was discovered that rewards would seriously decrease an employee's motivation to ever perform the task being rewarded, or one similar to it, any time in the future.

Motivation is the force that makes people chooses a particular job, stay with that job, and work hard in that job. The early approaches to studying motivations focused on the different needs of people. These approaches suggested that people tend to be motivated to fulfill unsatisfied needs. In other worlds, people exert efforts hoping that their needs will be satisfied.

Employees are not simply need -based. Motivation is the driving force by which we achieve our goals. Motivation is said to be intrinsic or extrinsic.

The term is generally used for humans but it can also be used to describe the causes for animal behavior as well. This article refers to human motivation. According to various theories, motivation may be rooted in a basic need to minimize physical pain and maximize pleasure, or it may include specific needs such as eating and resting, or a desired object, goal, state of being, ideal, or it may be attributed to less- apparent reasons such as altruism, selfishness, morality, or avoiding mortality.

Conceptually, motivation should not be confused with either volition or optimism. Dissertation staff turnover universities of uganda J. Intrinsic motivation refers to motivation that is driven by an interest or enjoyment in the task itself, and exists within the individual rather than relying on any external pressure.

Intrinsic motivation has been studied by social and educational psychologists since the early s. Explanations of intrinsic motivation have been given in the context of Fritz Heider's attribution theory, Bandura's work on self-efficacy, and Deci and Ryan's cognitive evaluation theory. Reiss StevenExtrinsic motivation comes dissertation university of arizona outside of the individual.

Common extrinsic motivations are rewards like money and grades, coercion and threat of punishment. Competition is in general extrinsic because it encourages the performer to win and beat others, not to enjoy the intrinsic rewards of the activity.

A crowd cheering on the individual and trophies are also extrinsic incentives. Reiss Steven Denise M. Rousseau who is a professor of Organizational behavior at Carnegie Mellon University wrote an article on the Academy of Management Executive about her current research on motivation. She believes that modern organizations cannot succeed if the people they employ agree to contribute to their mission and survival. This is called a psychological contract in which beliefs are based upon expressed promises.

A psychological contract motivates employees to fulfill commitments made to employers when employees are certain that employers will give in return and carry out their end of the bargain. Professor Rousseau said, "Agreement between worker and employer on what each owes the other is critical to the employment relationship's success.

Managers who feel poorly dna research papers by the employer are less likely to make extensive commitments to their workers or to signal that the employer is trustworthy. It will emphasize that the degree of importance of each motivational factor depends on the type of motivational theory that is adopted.

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The study will be established that both the employer and the employee must establish a mutual relationship by working together to agree on the best way to motivate the latter. Emphasis is placed on avoidance of inequities among staff of the same rank. In as much as inequity exists, some workers would always be aggressive. For example, absenteeism and tardiness on the part of aggrieved employees, and their low level of cooperation with the authorities can cause far reaching problems.

Whyte, Cassandra Dissertation university of miami. Employee performance refers to the output in terms of quantity and quality that helps the organization to realize its set objectives. Employee performance management is a process that organizations like Bishop Stuart University use to ensure their employees are contributing to producing a high quality product or service.

Employee performance management encourages the employee to get involved in the planning for the company, and therefore anticipates by having a role in the process the employee will be motivated to perform at a high level. Kreisman, B. Bishop Stuart University BSU is a private, not-for-profit Educational Institution established by Ankole Diocese of the Province of the Anglican Church of Uganda to provide higher education, training and Research for the expansion of God's kingdom, human knowledge and betterment of society.

The main emphasis is on quality and experience of academic and administrative staff employed. Workers in Bishop Stuart University or any other organisation needs something to keep them working.

Most times the salary of the employee is enough to keep him or her working for an organization. However, sometimes just working for salary is not enough for employees to stay at an organization.

An employee must be motivated to work for a company or organization. Hence, the declaration by Lindner is justified to write that of all the functions a manager performs, motivating employees is the most complex, as employee motivation is a never ending challenge. Heads of institutions thus face difficult challenge of motivating and retaining employees especially in an environment of increased uncertainties like a university where groups of workers usually deliberately stop working because of disagreement about pay and conditions of service.

One of the traditional components of management along with planning, organizing, and controlling, is motivating. Many managers do different things for example: contests, ranking of people, plants, shifts, teams, and departments, performance appraisals, performance, production, sales quotas and commission dissertation university of miami.

All these systems are implemented in the belief that they drive performance. Some researchers think it does the opposite.

Instead of trying to use extrinsic motivators something outside of the work itself such as promised rewards or incentives to get higher levels of performance from people, management will be better served by studying the organization as a system. Employers demand results. Without results the organization will not survive.

Managing motivation is a requirement for productivity. Thomas It can be a result of intrinsic rewards, which includes satisfaction, feelings of achievement, punishment, or goal achievement any many others. Lewis, Organizations motivate employees in many ways like provision of motor vehicles, transport, lunch allowances, provision of bonus scheme, shelter, Insurance and medical allowances among others.

Despite of the above ways of motivating employees, performance in organization is still poor in form absence at work, late coming, and insufficient construction of responsible employees among others.

Therefore this forced a researcher to investigate on motivation and employees performance in organization. Whereas human beings are the important determinants of the success or failure of the organization in achieving the output, it is not clear to define what it takes to have employees produce to the utmost potential.

Employees in every organisation like Bishop Stuart University need motivation for their proper performance but it is important for organizations to find other ways to motivate.

This involves getting to know their employees and what drives them. When appropriate motivation techniques are used, employee performance will improve. When employees are not motivated it results into absence from work, little work done which affects the performance of the organization. From this angle, the researcher therefore seeks to find out how employee motivation affects their performance in organizations.

The purpose of the study was to examine the relationship of motivation on the performance of employees in organizations like Bishop Stuart University. It was guided by the objectives; how organizations motivate their employees, the role of motivation on the employee performance in an organization and the relationships between motivation and employee performance in an organization or institution.

The university has two campuses; the main campus is located in Kakoba-Mbarara on It has a beautiful site of hills Mbarara and River Rwizi meandering below it. It has a very attractive location with medical services around.

It is very conducive for different types of people especially students on evening degree and diploma programmes from around Mbarara town and neighboring areas. It is one of the Private Universities in Uganda. This period was chosen because a range of seven years is enough to help the researcher determine the relation of motivation on the employee performance. The study was highlighting the benefits and how they subsequently influence employee output this means that it will be a basis for knowledge.

The study was relevant to other scholars who were presented with factual information on the relevance of employee output or productivity. This proposed study was to improve employees' performance at the workplace, to retain employees and to help companies establish a good image as required by the government of Uganda.

If a company's employees do not acquire this motivation then the company could lose large amounts of money, customers or even go out of business.

On the other hand if that company's employees are well trained and motivated by their employers it could have great income potential, keep loyal customers and gain a lot of market share.

This study was helpful to many managers and leaders in our society to identify the things that they need to do in order to successfully motivate their employees to perform at their best. As a leader this knowledge was therefore help me to understand what new strategies I could implement in order to motivate employees to achieve optimal business results.

It is evident that there is a need for this study because of the many companies that are constantly spending money on various ways to increase employee motivation. Lack of motivation in return affects productivity. A number of symptoms may point to low morale: declining productivity, high employee turnover, increasing number of grievances, higher incidence of absenteeism and tardiness, increasing number of defective products, higher number of accidents or a higher level of waste materials and scrap William Day A motivated employee is a loyal employee and to be loyal implies that the employee supports the actions and objectives of the firm.

Improving employee website evaluation essay can increase productivity and profitability while also reducing employee absenteeism and turnover.

Herzberg claimed that positive hygiene factors such as work conditions and salary simply satisfy basic employee needs, whereas motivators such as achievement and recognition encourage employees to work above and beyond the minimum requirements. He suggests that achievement, affiliation, competence and power are four types of motivational drives that are found in individuals that are self- motivated and this may be the case for many construction workers.

Motivation plays a part in enhancing construction labor productivity Smithers and Walker, and forms the basis for identification of the work environment factors. Organizational Influence is the main factor in employee motivation. However, no organization or employee is an island, and both are also affected by the community dissertation staff turnover universities of uganda which they exist, such as family, friends, community members and local issues affecting the lives of people.

It can be argued that National Influence affects both the organization and the employee evenly. As the organization must conform to social, political, economic and legal requirements on a national level, the employee must also do the same in order to exist.

This open exchange of concepts and knowledge set the perimeter dissertation university of arizona our expectations from us as well as others. Global influence moulds the national influence which, in turn, affects the community. The organization and the employee must deal with this interplay and tension between the different spheres of influence that affect them, Emmens, B, et al, Globalization of the market has created a high demand for common work ethic and practices in the developed and developing countries.

Despite questions about the validity of western theories of motivation distribution center manager resume the developing world, globalization has been rapidly blurring the difference in work cultures and environment both in the East and the West. Oppressive organizational environment, however, can dampen the human spirit and enthusiasm making an individual incapable of generating any personal drive.

This can be detrimental both to an employee and the organization. The organizational loyalty now-a-days are transient and does not guarantee long employee tenure. The obvious reason is that high performers are in great demand in the employment market and can be enticed away with higher challenges and benefits both financial and non-financial. In practice, organizations have their own way to deal with employee motivation.

This is due to the fact that unwritten psychological contracts between the employees and the employers are dealt with differently within the organizations depending on the particular organizational culture and management style, Laming, Because each organization has a distinct personality, managers should try and remove barriers from their organization that cause job dissatisfaction and are a detriment to motivating employees.

Another theory related to employee motivation is the equity theory. This theory suggests that individuals compare their performance and compensation against their co-workers' performance and compensation and act to correct any inequities. For example, two workers are paid an hourly rate for the same task; however, worker A is paid more per hour than worker B. Thus, worker B may act to correct this inequity or just continue to perform below his or her potential. Researchers suggest that management exercise flexibility when confronting a diverse workforce.

For example, different groups of workers have different needs. 4 paragraph essay outline template single mother may need daycare or a second job and therefore require specific motivators. Research also suggests that tailoring rewards to the individual worker can be research paper cover page highly motivational tool.

Pay-for-performance plans are designed to link specific performance goals with employee compensation. Since most individuals work to obtain the amount of money required meeting their needs and wants, these dissertation university of miami of plans can be highly motivating since they positively relate the amount of pay with the amount of work effort.

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Pay-for- performance programs compensate employees based on some pre-determined performance measurement objective. Examples include piece-rate pay plans, wage incentive plans, profit sharing, and bonus plans.

Performance measurements may include individual or team goals, departmental objectives, or overall organizational profit. Some organizations have management incentive programs under which managers and executive managers. And compensation is granted according to the organization's results of operations for the year.

These programs work well for management; however, as only a targeted group of employees are allowed to participate, the overall success is debatable.

In this program, employees are encouraged to submit cost savings ideas, and an appointed TIP committee researches every idea to determine the cost savings, if any, that are applicable.

The idea program awards are granted on a quarterly basis, and the amount up to a certain dollar amount is based on the projected cost savings. Employees should be recognized at the state-of-the-company meeting and in the company newsletter. They also might receive a plaque for their idea.

According to Douglaspeople have needs and those needs are satisfied at work. He described two sets of assumptions about people that he labeled Theory X and Theory Dissertation university of miami Bruce,The assumptions of Theory X are that most people will avoid work because they don't like it and must be threatened or persuaded to put forth adequate effort. People have little ambition and don't want responsibility. They want to be directed and are most interested in job security.

The assumptions of Theory Y are that work is very natural to people and that most people are self-directed to achieve objectives to which they are committed. People are ambitious and creative. They desire responsibility and derive a sense of satisfaction from the work itself which in my view motivate them to perform well. According to Hertzbergan individual will be moved to action based on the desire to avoid deprivation.

However, this motivation does not provide positive satisfaction because it does not provide a sense of growth. Quick, Although salary is considered a hygiene factor, it plays an indirect part in motivation as a measure of growth and advancement or as a symbol of recognition of achievement. To me, salary seems to be a motivator too many workers as it commits employees to perform in order to meet their set targets Smithers and Walker, stressed that individuals tend to develop certain motivational drives on the cultural environment in which they live and these drives affect the way people view their jobs.

According to McCoyboth incentives and recognition provide a reward; however, incentives drive performance while recognition is an after-the-fact display of appreciation for a contribution. Financial rewards are certainly important in compensation programs. Social recognition provides employees with a sense of self-worth by acknowledging the contributions they have made. This recognition could be given in the form of a ceremony that helps to validate and is an important compensation and one that dissertation university of arizona costs a company very little in relationship to the benefit to employees.

In my view, recognition seems to motivate employees to perform which the study will verify. McCoy, The most obvious form of motivation is coercion, where the avoidance of pain or other negative consequences has an immediate effect. Extreme use of coercion is considered slavery.

While coercion is considered morally reprehensible in many philosophies, it is widely practiced on prisoners, students in mandatory schooling, within the nuclear family unit on childrenand in the form of conscription.

Critics of modern capitalism charge that without social safety networks, wage slavery is inevitable. Successful coercion sometimes can take priority over other types of motivation. Excessive employee turnover rate is detrimental to organizations. Indeed, the organisations recognise that their success is highly-dependent upon the quality and effectiveness of this dimension. There are two main functions that leaders are bounded to perform.

Dissertation leadership development can also 2000 word essay in one night decisions about employers by using the internet to search important information about the organization. For example, applicants can research the organizations turnover rate, partnerships as well as the mission and vision statement.

If the applicant receives an interview from the employer, they will be able to use this information during the interview and use it to their advantage. Challenges One of. The study. Proposed study will use different research articles to develop a model which shows that employee satisfaction, employee motivation and employee involvement has an impact on employee turnover.

Five reasons due to …show more content…. However, this is not a factor for everyone. There are those who are satisfied to do the same thing even after ten years. The condition of the organization could also be a factor.