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Employee motivation is an intrinsic and internal drive to put forth the necessary effort and action towards work-related activities. It has been broadly defined as the "psychological forces that determine the direction of a person's behavior in an organisation, a person's level of effort and a person's level of persistence". [1]
It also affects employee performance and overall business success. [150] Lack of motivation can lead to decreased productivity due to complacency, disinterest, and absenteeism. It can also manifest in the form of occupational burnout. [151] Various factors influence work motivation.
While motivation can often be used as a tool to help predict behavior, it varies greatly among individuals and must often be combined with ability and environmental factors to actually influence behavior and performance. Results from a 2012 study, which examined age-related differences in work motivation, suggest a "shift in people's motives ...
Because of motivation's role in influencing workplace behavior and performance, many organizations structure the work environment to encourage productive behaviors and discourage unproductive behaviors. [113] [114] Motivation involves three psychological processes: arousal, direction, and intensity. [115] Arousal is what initiates action.
Intrinsic Motivation- This behavior happens out of the pure thought of an individual’s need. Not as compensation. This behavior is used out of the pure need of self-motivation. It is the need to prove one’s self worth. Extrinsic motivation is triggered by external rewards. Meaning, the need for a reward outside of themselves feeling ...
Theory X and Theory Y are theories of human work motivation and management. They were created by Douglas McGregor while he was working at the MIT Sloan School of Management in the 1950s, and developed further in the 1960s. [1] McGregor's work was rooted in motivation theory alongside the works of Abraham Maslow, who created the hierarchy of needs.
Job performance assesses whether a person performs a job well. Job performance, studied academically as part of industrial and organizational psychology, also forms a part of human resources management. Performance is an important criterion for organizational outcomes and success.
Human performance technology (HPT), also known as human performance improvement (HPI), or human performance assessment (HPA), is a field of study related to process improvement methodologies such as organization development, motivation, instructional technology, human factors, learning, performance support systems, knowledge management, and training.