impact of employees motivation on organization effectiveness

employee motivation

1. Impact of Employees Motivation on Organizational Effectiveness

2. Abstract  The purpose of this paper is to identify the factors that effects employee motivation and examining the relationship between organizational effectiveness and employee motivation. In this article we determine the effect of employee motivation and we also discuss the relationship between employee motivation and organization effectiveness.  When employees feel empowered and recognized, they want to work harder. This helps the company do better. So, when employees are happy and motivated, the whole company benefits. RQs What is the relationship between employee motivation and organizational effectiveness? How does an organization’s bargaining position reflect in its organizational effectiveness according to the systems resource model? How does the constituency model reflect the evaluative criteria applied by various constituencies involved with the organization being evaluated? ROs To determine the factors that increase employee motivation. To examine the relationship between employee motivation and organizational effectiveness. To understand the impact of an organization’s bargaining position on its effectiveness. To analyze how the evaluative criteria applied by various constituencies influence organizational effectiveness.

3. Organizational Effectiveness Imagine organizational effectiveness as the secret sauce that helps companies shine. It's like having a superpower that guides them through the ups and downs of business, helping them stand out and succeed. In a world where every company is striving to be the best, understanding organizational effectiveness is like having a treasure map to success.  Introduction  Definition  Organizational effectiveness is defined as a concept to measure the efficiency of an organization in meeting its objectives with the help of given resources without putting undue strain on its employees.  It is about how the company can produce the target quota of products, how efficient its process is, and how much waste is produced. It is also defined as the efficiency with which an association can meet its objectives. Hypothesis  Recognition and empowerment positively influence employee motivation within an organization. Employee motivation acts as a mediator between recognition, empowerment, and organizational effectiveness. Greater levels of recognition and empowerment lead to higher levels of employee motivation. Higher employee motivation positively correlates with improved organizational effectiveness. Overall, recognition and empowerment directly impact organizational effectiveness, both through their influence on employee motivation and through direct effects

4. Methodology  Research Design:   The study is designed based on the literature, linking factors of employee motivation with employee motivation and organizational effectiveness. The study has two sub-objectives To identify the factors that increase motivation of employees. To examine the effect of employees’ motivation on organizational performance. Data Collection:  Data was collected using surveys or questionnaires administered to employees within the selected organizations. The surveys included items related to employee motivation, organizational effectiveness, and leadership styles. 

5. Recognition  Recognition is a process of honoring employees for their level of service and is meant to encourage repeat actions by reinforcing the behavior the organization would like to see repeated. Recognition should ideally be timely and immediate, and if your company is new to recognition, you might need to remind people before it becomes a habit. Launching your program around a specific recognition focus event such as ‘Thank You Thursday’ or Employee Appreciation Day can be helpful Introduction  Definition  Rewards and recognition are essential factors in enhancing employee job satisfaction and work motivation which is directly associated to organizational achievement

6. Hypothesis  Recognition is working as an independent variable because it influences all other variables in this research topic.  Recognition and employee motivation  Recognition can positively influence employees' motivation. Explanation. When employees receive recognition for their contributions and achievements, they feel valued and appreciated, leading to increased job satisfaction and motivation. Recognized employees are more likely to be engaged, committed, and motivated to perform well in their roles. Recognition and Organizational Effectiveness Recognition can contribute to organizational effectiveness. Recognized employees tend to be more engaged, productive, and committed to organizational goals. As a result, recognizing employee efforts can lead to higher levels of performance, reduced turnover, and overall improved organizational effectiveness.

7. Methodology  Quantitative Method:  Surveys or questionnaires can be used to measure the frequency and effectiveness of recognition programs within an organization. Likert scale questions can assess employees' perceptions of recognition, including how often they receive recognition, the types of recognition received, and the impact of recognition on their job satisfaction and motivation. Qualitative Method:  In-depth interviews or focus group discussions can provide insights into employees' experiences with recognition. Open-ended questions can explore employees' perceptions of recognition practices, the value they place on recognition, and suggestions for improving recognition efforts within the organization.

8. Empowerment  Empowerment is the degree of autonomy and self-determination in people and in communities. This enables them to represent their interests in a responsible and self-determined way, acting on their own authority. It is the process of becoming stronger and more confident, especially in controlling one's life and claiming one's rights. Empowerment as action refers both to the process of self-empowerment and to professional support of people, which enables them to overcome their sense of powerlessness and lack of influence, and to recognize and use their resources. Introduction  Definition  Empowerment is defined as an approach to leadership that empowers subordinates as a main constituent of managerial and organizational effectiveness ( Honold,L , 1997) . Bowen & Lawler (1992) expressed empowerment as a site to permit employees to formulate decisions (Amin et al, 2010) . Empowering is giving authority and liberating potential of employees.

9. Hypothesis  Empowerment and Employee Motivation: Empowerment can positively influence employees' motivation. When employees are empowered with decision-making authority, autonomy, and resources, they feel a greater sense of control and ownership over their work. Empowered employees are more likely to be intrinsically motivated, as they have the freedom to pursue meaningful goals, make decisions, and contribute to the organization's success. Empowerment and Organizational Effectiveness: Empowerment can contribute to organizational effectiveness. Empowered employees are better positioned to respond to challenges, adapt to changes, and innovate in their roles. By granting employees the authority and autonomy to make decisions and take ownership of their work, organizations can foster a culture of innovation, collaboration, and continuous improvement, ultimately leading to improved organizational effectiveness.

10. Methodology  Quantitative Method:  Surveys or scales can assess employees' perceptions of empowerment within the organization. Questions can evaluate the extent to which employees feel empowered to make decisions, the level of autonomy they have in their roles, and their access to resources and support for taking initiative. Qualitative Method:  Interviews or focus groups can delve deeper into employees' experiences with empowerment. Qualitative methods can uncover specific examples of empowerment practices, how empowerment impacts job satisfaction and motivation, and employees' suggestions for enhancing empowerment within the organization.

11. Employee Motivation Employee motivation is the driving force behind an individual's willingness and commitment to perform tasks effectively within an organization. It encompasses the psychological factors, incentives, and rewards that inspire employees to strive towards achieving both personal and organizational goals. Motivated employees are more engaged, productive, and likely to contribute positively to the overall success and effectiveness of the organization. Introduction  Definition  Employee motivation refers to the prospect of the employee about the organization and his approaches frontward his services. It also refers to the level of energy, commitment and creativity that company workers bring to their job. 

12. Hypothesis  There is a positive relationship between employees' motivation and organizational effectiveness. Is one variable (employee motivation) increases, then the other variable (organizational effectiveness) also increases. In other words, there's an expectation that higher levels of employee motivation are associated with greater organizational effectiveness within the specified sectors like telecommunications and banking sectors of Pakistan. Employee motivation is working as a mediator between recognition and empowerment, and organizational effectiveness.  Here’s how it works: Recognition and empowerment can directly influence employees' motivation. In turn, employees' motivation can affect their behavior, engagement, and performance within the organization. Ultimately, the level of employees' motivation can impact organizational effectiveness through increased productivity, satisfaction, and retention rates. So, employees' motivation serves as a mediator because it mediates the relationship between recognition/empowerment and organizational effectiveness by influencing how employees respond and contribute to the organization. 

13. Methodology  Research Design:  The study employed a correlational research design to examine the relationship between employee motivation and organizational effectiveness in the telecommunication and banking sectors of Pakistan. Sample:  A sample of 103 respondents from the telecommunication and banking sectors of Pakistan was selected for the study. Data Collection:  Data was collected using surveys or questionnaires administered to employees within the selected organizations. The surveys included items related to employee motivation, organizational effectiveness, and leadership styles. Data Analysis:  Pearson correlation analysis was used to assess the relationship between employee motivation and organizational effectiveness.

14. Limitations Measurement Challenges: One limitation is the difficulty in accurately measuring variables such as recognition, empowerment, and motivation. Surveys or questionnaires may not fully capture the nuances of these constructs, leading to potential measurement error. Causality Issues: Establishing causality can be challenging in observational studies. While researchers can identify associations between variables, they cannot definitively determine causation without experimental designs, which may not always be feasible in organizational research. Generalizability Concerns: Findings from studies conducted in one organization or industry may not be generalizable to others due to differences in organizational culture, size, and context. This limits the broader applicability of research findings. Social Desirability Bias: Participants may provide responses they perceive as socially desirable, particularly when asked about sensitive topics like recognition or empowerment. This can affect the validity of self-reported data.

15. Implications  Organizational Practices:  Understanding the implications of recognition, empowerment, and motivation research can inform organizational practices. Companies can use insights from research to design and implement effective recognition programs, empowerment initiatives, and motivational strategies tailored to their workforce. Employee Engagement:  Recognizing and empowering employees can enhance engagement and commitment. Organizations that prioritize recognition and empowerment are likely to have more engaged employees, leading to higher levels of job satisfaction, retention, and productivity. Leadership Development:  Recognizing the importance of empowerment and motivation can guide leadership development efforts. Organizations can train managers to effectively recognize and empower their teams, fostering a culture of trust, collaboration, and innovation. Strategic Decision-Making:  Recognizing the impact of organizational factors on employee motivation and effectiveness can influence strategic decision-making. Organizations may invest in initiatives to improve recognition, empowerment, and motivation as part of their broader efforts to enhance performance and competitiveness.

16. Thank you Do you have any question?