Motivation and Performance Set Goals

Question: Discuss about the Motivation and Performancefor Set Goals. Answer: Introduction Finally, employees of any company need motivation for them to remain focused on the goals and objectives of the firm. The management should put up policies to motivate their employees at specified periods. It would be better for the organization to motivate all employees. However, the motivation must be based on performance such that those who have done better get high rewards than others for their efforts. The motivation of all employees makes them feel a sense of belonging to the organization and avoids conflicts which may results when some employees feel neglected by the management (Cerasoli, Nicklin, Ford, 2014, pp. 980). Firms have set goals and objectives which they strive to achieve. The management has an obligation to ensure that the organization meets the set targets. Employees are the people who carry out the activities of the organization, and they are monitored by the managers in the execution of their duties. Firms must have guidelines to ensure success in the market by having a competitive edge over their competitors (Kuratko, Audretsch, 2009, pp. 1-17). Competition is inevitable and cannot be avoided but only managed not to be a threat to the survival of the organization. Company performance is the results the firm gets from engagement in business activities and it may be right or wrong. Good performance is not easy to be achieved but there various factors that ensure a firm survive in the market. These factors are the ability of the workforce to do well as required hence enabling the businesses to meet the targets. Environmental factors such as support from other stakeholders, reliable in formation on the markets and resources to ensure execution of activities. Finally, motivation is a key to providing excellent organization performance. Motivation is the ability to recognize the efforts different stakeholder put on the job activities through increasing their salaries, job promotion, etc. they serve to give morale the concerned parties to continue with the great efforts. Therefore, motivation is one of the forces that help in better organization performance, and managers must put the emphasis of motivating the stakeholders who do great work (Manzoor, 2012, pp. 1). Employees are the external firm stakeholders, and their productivity helps make a company successful thus managers should find ways to boost their morale towards work. This paper looks how motivation and performance are related in an organization (Renee, 2008, pp. 309). Motivation and performance of employees are directly proportioning as they are dependent. The performance of the employees is determined by their view, morale, and commitment towards the tasks assigned by the managers. Employees go to works for different reasons. Some got works to reach the set targets by management and get greatness while others go to work to count time. These means some have the motive to do quality work while others are after the money to satisfy their needs. Therefore, the management should look for ways to enable employees to focus on work only. Motivation is crucial for employees focus on their primary duty at work as it makes them feel part of the firms. Managers recognizing the effort of the workers regardless of how small they are them feel a sense of belonging and appreciation on what they do. These make the employees work hard for recognition. Several theories explain motivation of employees (Lai, Chang, 2010, pp. 490-496). Maslow's Hierarchy of needs stipulates that employees as other human have five needs that they strive to satisfy during their work. These requirements are physiological needs, safety, social needs, esteem and the self-actualization needs. Physiological needs are the basic needs like food, water, and shelter which are crucial for survival. Security requirements are the needs to avoid danger, pain and future uncertainties of life. Social needs of employees are the ability to relate with others well in the environment without conflicts or disagreements. Esteem needs to focus on the desire for the workers to feel respected, appreciated and important in the society. Self-actualization is the ability of the employees to achieve the best for themselves in the job markets. This theory ranked the needs of people as shown above. The needs are the main reasons why people work hard to get money and meet them. When workers needs are not fulfilled their morale to work is low as well as their job p erformance. Managers' salary increment to employees enables them to meet their needs, and this motivates them to work hard (Poston, 2009, pp. 347-353). ERG theory of motivation stipulates that employees work for three reasons; existence, relatedness, and growth. However, these elements were a summary of the Maslow's Hierarchy of needs. Survival needs were made of the physiological and safety needs of the employees. Relatedness needs were made of the social needs whereas the growth needs were composed of the esteem and the self-actualization needs. The difference in the ERG theory from Maslow's theory was that people work hard to satisfy their higher requirements in the rank, but if they are unable, they return to fulfill the prior need. This act was called frustration-regression (L?z?roiu, 2015, pp. 97-102). The two-factor theory of motivation also tried to explain how the organization could satisfy employee's needs. The argument noted that the environmental aspects that meet people in the job place are very different from the ones that dissatisfy them. The factors that this theory saw to satisfy workers were hygiene factors and motivators. The hygiene factors included; company policies regarding the working of employees, supervision of the workers, working conditions and their security. If the factors were poor, the workers would not be motivated to execute their duties well in the organization. The motivators factors included; achievements of the employees, recognition by the management, impressive work, increasing responsibility and advancement and growth. Employees are motivated when they see progress in the work they are doing. Difficulties in their work may make them lose the morale to work. Workers are human beings, and they like recognition, when the management recognizes employe es by mentioning them as they give a speech, appraise them for their achievements' etc. makes them feel appreciated for their work. When the employee's work is impressive, and they are getting more responsibility, these makes them motivated to move to higher levels of responsibility (Furnham, Eracleous, Chamorro-Premuzic, 2009, pp. 765-779). References Aguinis, H. (2009). Performance management. Upper Saddle River, NJ: Pearson Prentice Hall. Cerasoli, C. P., Nicklin, J. M., Ford, M. T. (2014). Intrinsic motivation and extrinsic incentives jointly predict performance: A 40-year meta-analysis. Psychological bulletin, 140(4), 980. Furnham, A., Eracleous, A., Chamorro-Premuzic, T. (2009). Personality, motivation and job satisfaction: Hertzberg meets the Big Five. Journal of Managerial Psychology, 24(8), 765-779. Lai, W. H., Chang, P. L. (2010). Corporate motivation and performance in RD alliances. Journal of Business research, 63(5), 490-496. L?z?roiu, G. (2015). Employee Motivation and Job Performance. Linguistic and Philosophical Investigations, (14), 97-102. Manzoor, Q. A. (2012). 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