The thesis statement that can be identified after going through the entire article is that motivation is an important tool for the development of the efficiency of employee and also helps to increase the productivity and different managers should therefore use different types of motivational tools for different categories of employees for bringing out the best outcome in the organizations.
Strength of the article is that the author has chosen a topic of discussion which is finding great importance in the present day business administration. Employees are one of the most important components of the organization and therefore motivation can help them to excel in their career. Secondly, another important strength of the article is that the author has provided a wonderful literature review that has helped to shed a light on the topic of discussion. In the literature review the author that correctly described each and every component of motivational strategies. This can be learnt by the managers which would ultimately help them in guiding the employees and they help them in developing perfect motivational tools which would help them to bring out the best performance. The author had systematically proceeded with the literature review by first defining the term efficiency in a variety of ways as put down by authors over the years (Lazaroiuou 2015). This discussion has followed the wonderful linking of the word motivation with efficiency and has helped the readers to understand how motivation works for increasing the efficiency and productivity of the employee. Not only that, the paper have also provided a good amount of information for helping managers in order to understand the benefit of motivation on efficiency and productivity in the workplace. For better understanding of the concept of the utility of motivation the author had correctly utilize the bullet points for explaining the benefits so that a clear understanding of the concept can be developed by the reader . It also described the different types of behaviors which should be harbored by the managers for motivating the employees like Listening to Employees attentively, providing them with effective feedback, behaving with them with warmth, expressing concern for the employees, helping them formerly as well as informally and many others. This is one of the strength of the article because it to be helping the managers to understand how they would modify their behaviors in order to bring the best outcome for the employees (Njoroge and Yazdanifard 2014). Moreover another interesting feature of the article is that in order to support the discussion the author had taken into consideration and number of theories which are helping in providing a strong discussion of the utility of motivation. While discussing the theories, the author had written the important principle of the theories within brackets so that the readers can easily understand and link the theories with the present discussion. Therefore it is seen that the author had put put a much greater effort in researching on the topic and give a detailed overview of the importance of motivation for employees in workplace for the readers to understand.
The main weakness which has been found in the paper is that it does not follow a sequential procedure for conducting the research. As statistical test which is not discussed properly in the methodology section, it becomes very difficult for the readers to develop an idea from the statistical test. The tests have been represented in a very complicated manner which is not at all reader friendly. It is saying that the author had taken in consideration of three different categories of motivational tools like the economic tools, the psychosocial tools and the organizational tools but they have not mentioned specifically about the different kinds of motivational techniques present in each of the categories of tools. They have made the calculation section extremely difficult for the readers to understand. There is also no proper discussion about the findings of the paper and therefore it does not give the detail of clear idea about the importance of each of the components of the findings. The author should have discussed it off the result in details so that the readers can connect the findings with the main theoretical approach in the real world (Noe et al. 2014). The conclusion part has been provided the results of the findings but they have not concluded the entire discussion which is very necessary for the reader to develop an understanding of the entire paper. Therefore the discussion and conclusion part of the papers are not supporting the main purpose. It is also see that the research part has a very difficult language and extensive long sentences which makes it difficult for the readers to understand the meaning of the sentence. It can be explained with the help of examples such as “Similarly, it has been observed that, the psycho-social tools motivation level of the low income segment is validly high in terms of statistics than the high income segment and the organizational & managerial tools motivation level of the middle income segment is validly high in terms of statistics than the high income segment. It is easier for the low income segment to accept and be motivated by the present motivation tools and opportunities, than of the high income segment”. A large amount of information has been provided by a single sentence which somehow clouds and overwrites the ideas on to one another and thereby does not provide a clear picture. The author should have provided the information in a tabular chart form so that the readers can easily understand it at one go.
The idea provided by the article is indeed very helpful. Different employees often lose enthusiasm to work in their workplace and tend to lose focus over time. Therefore it becomes extremely important for the managers to come out with different strategies so that they can motivate the employees and also at the same time increase the productivity as well as the efficiency of the employees. Increasing the efficiency of the employees automatically increase productivity and therefore different managers should come out with important Strategy which helps in meeting the organizations missions (Pinder 2014). An important correlation exists between employee motivation and their performance and the managers who are likely being able to motivate their employees with higher benefits in comparison to those who do not motivate employees. Motivation can be provided in different ways and managers should go through important articles to find out the evidences about how their behavioral modifications and also how different innovative strategies they can apply in the workplace in order to make the workers motivated and enthusiastic in their work. This will help them to achieve the goals (Schultz 2014).
An important article has been put forward by authors like to Chukuwuma, Maduka and Okafar in the year 2014. They had mainly conducted a questionnaire survey in order to understand the perceptions about the managers as well as the junior staff about the benefits of motivation. In the article, the authors have supported the view that motivation is very much beneficial for developing the efficiency of the employees and states that he has found out through his study that overtime allowance, holiday, as well as different types of salary increases act as a motivational tools for employees. It has also been stated that the junior stuff usually prefer financial incentives in comparison to any sort of non financial incentive and therefore the managers should strategize their plans in a form which would help them to provide financial incentives to make the best outcome. Another article which was published by Osabiya as well as Joseph in 2014 has stated that when the employees remain highly motivated, they perform function which remains characterized by responsibility, humility as well as efficiency. The authors have also stated that workers who are highly motivated have a greater sense of belonging, achievements as well as recognition in the organization. In such a scenario they are ready to strive more so that they can be sure that they are identified with the organizations’ Vision and Mission. Seminars, periodic performance reviews workshops as well as basic recognition up on systematic evaluation can be taken up by the managers to motivate the workers in different ways. An article which was published by Wang and Noe in 2014 has stated that incentives can act as an important economic tool as well as accountability can be used as an important organizational motivational tool which can help the employees to get motivated. Employees who have personality traits would show less desirable behaviors like they would be low in conscientiousness and high in neuroticism. However motivational tools assess the personality traits of such employees and would help them to facilitate knowledge sharing and bring possible outcome Also stated that reward system can also be used which would help them to be motivated and increase the concentration and decrease their impatience thereby increasing open-mindedness.
From the entire discussion, it was seen that the author of the article provided the important information which can be followed by budding managers in order to manage the performance of employees. Motivation is now been used as an important people in enhancing the skill and knowledge of people and also helping them to surpass their capacity and reach the organization’s goals and also result in development of a sense of accountability and perform better. It is very important for the managers to correctly use the right motivational tools for different types of employee so that the highest benefit can be achieved. All these would help the organization to reach the zenith of success.
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