EMPLOYEE MOTIVATION AND INCENTIVES

Annotated Bibliography

Student’s Name

University Affiliation

Annotated Bibliography

Al-Belushi, F. Y., & Khan, F. R. (2017). Impact of Monetary Incentives on Employee’s Motivation: Shinas College of Technology, Oman-A Case Study.

The purpose of the study carried out was to investigate the impact of the monetary incentives which are given to employees. The study was based on Shina's college of technology, and 130 employees were involved in the research study. The study indicates that employees are highly motivated by the use of the monetary incentives to work diligently. Most of the respondents indicated that salary and the allowances they are given are the main sources of their motivation. The employees of the college, therefore, prefer to have these monetary incentives which will ensure that they have been able to work better and to improve their productivity. The respondents indicated that the monetary incentives could ensure that they can take care of their daily needs and they can also take care of their families. The monetary incentives are therefore more appreciated and preferred by the employees.

The monetary incentives also ensure that the employees are encouraged to remain in the organization and support the success of the organization. This is because the incentives indicate that the organization cares for their welfare (Al-Belushi, Khan, 2017). The motivation of employees is therefore highly determined by the salaries that employees are given. The employees feel that their salaries should be able to reflect the average salaries in the industry. The allowances should also be given to improving their participation in the activities of the organization. Low salaries demotivate employees.

Burton, K. (2012). A study of motivation: How to get your employees moving. Management, 3(2), 232-234.

Burton focuses on the definition of motivation and indicates that motivation is the process and act of getting someone to act in a situation. The study indicates that then employees have the responsibility to ensure that they have propelled their employees to work and work in the right way. The study takes into consideration the Maslow’s hierarchy of needs which indicates the various needs that people in the society has. The study indicates that every person in the society wants to go up the hierarchy of needs and satisfy most of their needs and most of them hope to do so through employment. When the organization is, therefore, able to aid its employees to achieve these needs, then the employee s will be motivated to work. Burton indicates that the management must ensure that the employees’ welfare has been taken care of. This is the only way that the employees will be motivated to act and solve the issues which the company is facing. The pauper also acknowledges that there are different ways of ensuring that employees have been motivating and these ways may offer from organization to organization.

The paper also focuses the four types of motivations which include the extrinsic motivation, the intrinsic motivation, introjected motivation and the identified motivation. The managers should be very creative to design how these motivations can be integrated to achieve the best results for the organization. The paper indicates that the management should be able to learn its workforce and understand what they need. This will help the management to be able to give financial and non-financial incentives which will increase motivation.

Frey, B. S., & Osterloh, M. (Eds.). (2001). Successful management of motivation: Balancing intrinsic and extrinsic incentives. Springer Science & Business Media.

The paper focuses on how the leadership of an organization can be able to balance the intrinsic and the extrinsic incentives. Frey, Osterloh (2001), indicates that the reward system of the organization will determine the performance and productivity of the employees. Since every organization wants to increase its profits to achieve growth and develop, the organization must be able to acknowledge the input of the employees towards the growth and achievement of its goals and objectives. The article indicates that managers and the human resources department should be able to sue both the intrinsic and extrinsic incentives to motivate their employees. The paper indicates that one of the ways to ensure that the intrinsic incentive is achieved is by acknowledging the employees who perform well. This makes employees feel good about themselves that they were able to do something good for the organization (Frey, Osterloh, 2001). This increases the internal motivation of a person to do good and to improve productivity and performance in the organization.

The extrinsic incentives are so many and diverse. Frey, Osterloh (2001), states that the salaries which are given to the employees should be fair and they should also help the employees to meet their basic needs. When the employees are happy in their personal lives, the happiness and motivation will be transferred to their workplaces, and they will be motivated to achieve the goals and objectives of the organization. The extrinsic incentives also involve rewards for the good performers in the organization. The employees should also be given sick leaves, paid holidays and even retirement benefits.

Webb, K. (2007). Motivating peak performance: Leadership behaviors that stimulate employee motivation and performance. Christian Higher Education, 6(1), 53-71.

The journal indicates that the leaders are in the best position to motivate employees to improve their performance. The journal discusses the different behaviors which the leaders should engage in to improve the performance of the employees. One of the behaviors includes the delegation of duties. Leaders should not do all the work, they should delegate some duties to their employees. This shows that the leaders trust and believe in the capability of their employees. The employees will, therefore, be motivated. Another behavior of the leaders which can lead to increased performance of the employees is the formation of teams. Leaders should be able to work with teams. These teams can perform different tasks for the organization, and the employees can sharpen one another and share knowledge which increases their performance.

The leaders are also expected to make decisions which will favor the welfare of the employees. The leaders should ensure that the reward system favors the welfare of the employees. A reward system which the employees agree with and recognize will increase their motivation and productivity. The reward system should lead to fair salaries, holidays, sick leaves and pension schemes. The leader’s behavior should also indicate hard work and commitment to the achievement of the goals of the organization (Webb, 2007). This makes the leaders a role model for the employees, and they motivate employees to also work hard towards achieving the vision and mission of the company. The journal concludes that these leadership behaviors lead to the improved motivation of employees which lead to improved performance and productivity in the firm.

References

Al-Belushi, F. Y., & Khan, F. R. (2017). Impact of Monetary Incentives on Employee’s Motivation: Shinas College of Technology, Oman-A Case Study.

Burton, K. (2012). A study of motivation: How to get your employees moving. Management, 3(2), 232-234.

Frey, B. S., & Osterloh, M. (Eds.). (2001). Successful management of motivation: Balancing intrinsic and extrinsic incentives. Springer Science & Business Media.

Webb, K. (2007). Motivating peak performance: Leadership behaviors that stimulate employee motivation and performance. Christian Higher Education, 6(1), 53-71.