MOTIVATION AND ITS IMPACT ON JOB PERFORMANCE

Motivation and Its Impact on Job Performance

 

Rationale of the Study

            This study seeks to investigate the beneficial and detrimental effects of motivation on employee’s performance.            In making sense of motivational, the forces must converge in order to form a closed-loop process. It must be two way either top-down or bottom-up. There are themes unique to the three motivational techniques: individual performance and productivity as vehicle for organizational performance and productivity; the role of the workplace environment and that organizations are ever-changing and dynamic by nature. The premise is that depending on the levels of motivation of the people it will cause outcomes and will yield to either productive or counterproductive practices especially in the workplace.

             (2008) defines motivation as the combined effect from three choice behaviors—choice to expend effort, choice of level of effort to expend, and choice to persist in the expenditure of that level of effort. It reflects the direction, As such, work experience, physical work conditions, lack of control over work content and processes, unrealistic demands and lack of understanding by the management are the underlying conditions. These resulted in alteration of working conditions and processes and strong control from the management, all of which contributes to the performance of the employees. There is the necessity then to explore motivation and how it impacts job performance. Job performance is one of the most misunderstood concepts in management. Motivation, according to (1990), is a precursor of effective job performance.

            The issue is decided to be investigated upon because of the many issues surrounding the correlation between motivation and job performance is an inconclusive ideology and that there are no established direct causality. Within the workplace, motivation will serve as the driving force in building and establishing relationships, persistence in accomplishing individual objectives, accomplishing difficult tasks and meeting deadlines at the very least.

            There is a drive then to ascertain the various effects of motivation on the ability of an individual to perform well on the job. Job performance is not predicted by cognitive ability alone but creativity, leadership ability, integrity and cooperation as well. As such, job performance could be further by the ‘Big Five’: extraversion, agreeableness, conscientiousness, emotional stability and openness to experience. All of which require enthusiasm and the drive to pursue.

Objectives of the Study

            The study will address key general-specific objectives. They are the following:

1. To distinguish causality [or non-causality] between motivation and job performance
2. To conduct meta-analysis of the literature and to recommend actions for intervention
3. To determine the correlation between motivation and outcomes and to discern the heterogeneity of motivation and how it affects work performance
4. To established the perceptions of the people regarding their impetus when applied to work and to create framework effective job performance

Methodology

The research strategy that the research will utilize is the exploratory method. Exploratory researches are used to acquire a deeper understanding of an existing phenomenon. As a flexible and dynamic method, the exploratory method seeks to find new insights by asking questions to experts or conducting focus group interviews. It can also utilize the wealth of the literature to further explore the subject. In addition, exploratory research requires an initial research in order to clarify and define the nature of the problem, does not provide conclusive evidences and presents both quantitative and qualitative data.

            In this study, primary and secondary research will be both incorporated. The primary data of the study will be represented by the results of experience surveys and focus group interviews. Experience survey is the process asking individuals regarding their experiences in reaction to the subject. The researcher may or may not use questionnaires but it is suggested that probing and hypothesizing questions could be use in order to explore emerging ideas from the interview. Focus group interviews refer to an unstructured, free-flowing group interview that starts with broad topic and focuses on specific issues.   

            The secondary sources of data will come from published articles from psychology journals, theses and related studies, magazine and newspaper articles. In addition, the Internet and books will also be explored. The literature reviews will represent the secondary data of the study. For this research, the researcher will conduct a secondary data analysis. Secondary data analysis refers to the process of collecting data intended for the purpose of the research. As an economical process, data gathered will be subjected to thorough analysis to extract general themes and annotations.