Impact of Motivation on Work Performance

By: Shumailla Noureen

"Management is nothing more than motivating other people.

--Lee Iacocca

Motivation

Refers to the initiation, direction, intensity and persistence of behavior

Having the encouragement to do something

Types of Motivation

Achievement Motivation Affiliation Motivation Competence Motivation Power Motivation Attitude Motivation

Achievement Motivation

Drive to pursue and attain goals To achieve objectives and advance up on the ladder of success Important for its own sake and not for the rewards Similar to Kaizen approach of Japanese Management

Affiliation Motivation

Drive to relate to people on a social basis Perform work better Complimented for favorable attitudes and cooperation

Competence Motivation

Drive to be good at something To perform at high quality People seek job mastery Take pride in developing & using their problem solving skills Strive to be creative Learn from experiences

Power Motivation

Drive to influence people and change situations People wish to create an impact on their organization and are willing to take risk to do so

Attitude Motivation

Is how people think and feel Self confidence Belief in themselves Attitude to life How they feel about future How they react to past

"The whole idea of motivation is a trap. Forget motivation. Just do it. Exercise, lose weight, test your blood sugar, or whatever. Do it without motivation. And then, guess what? After you start doing the thing, that's when the motivation comes and makes it easy for you to keep on doing it." --John Maxwell

The Research

A number of researches have been conducted on Impact of Motivation on work performance, the one we are going to consult is Research and Best Practices conducted by International Society of Performance Improvement

Key Findings
Incentive programs Improve performance Engage participants Attract quality employees Long-term programs out perform short-term programs Executives & employees value incentive programs

Incentive Programs Improve Performance

With awards in the form of money or tangible awards increase performance by 22%
Team incentives can increase performance by 44%

Incentive Programs Engage Participants

Increase interest in work For completing a task, 15% increase Asked to persist toward a goal, 27% increase Encourage to thinking smarter, 26% increase

Incentive Programs Attract Quality Employees

Organizations that offer properly structured incentive programs can attract and retain higher quality workers than other organizations

Long-term programs outperform shot-term programs

Incentive programs that run for a year or more produce 44% increase Programs running 6 months or show 30% increase Programs of a week or less yield 20 % boost

Executives and Employees Value Incentive Programs

Both employees and managers highly value incentive programs 98% individuals complain about their implementation A programs success and return on investment obviously depends on how well its operated

 "People

often say that motivation doesn't last. Well, neither does bathing -- that's why we recommend it daily."
--Zig Ziglar

Conditions for Success

Current performance is inadequate The cause of the inadequate performance is related to deficiencies in the motivation The desired performance type and level can be quantified The goal is challenging but achievable The focus on promoting a particular behavior does not conflict with or override every day organizational goals

Thank You!