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For any organization to be successful in its operations, managers should ensure maximum engagement of their workforce. Motivating is a prolific approach of increasing employee engagement. Several studies reveal that organizations which motivate their employees have realized massive success in their operations. This paper summarizes three journals articles on the topic of motivation. It further evaluates the expectancy theory.

. Vol. 7(4), 62-75. Journal of public Administration and Policy Research
The effect of employees’ motivation on organizational performance.Obisaya B. J 2015,

The author conducts a study that evaluates the impacts of employee motivation on organizational performance. The article records that the success of any business organization depends directly on the engagement level of the worker. Engaged workers are likely to actively take part in their activities leading to ultimate success. Obisaya (2015) argues that motivation is the key to retaining workers and improving their performance.

The author discusses various types of motivation theories. Extrinsic motivation is related to tangible rewards such as promotions, salary increment, working environment, security and conditions of service. These are what employees need for them to function appropriately within the organization. Intrinsic motivation is related to various psychological rewards, for instance, ability to utilize the ability of an individual. Receiving appreciation, being treated fairly and in a considerate way and being recognised positively affects the operations of the employees (Obisaya, 2015).

The article also explains other theories which attempt to explain employees’ motivation. They include the content theories and process theories. The content theories include Maslow’s need theory; Alderfer’s modified theory, McClelland’s achievement theory and Herzberg’s two-factor theory. Process theories are also known as cognitive theories since they are mostly concerned with how individuals perceive their working environment. They include; goal theory, equity theory and the expectancy theory (Obisaya, 2015).

Expectancy theory focuses on the individual’s belief of the relationship among effort, performance and rewards. The theory is centred on the notion that individuals desire certain outcomes from their performance over others. Additionally, de-motivational leads to the decline of employee’s productivity, the organization need to find several ways of motivating employees in order to be successful in their operations (Obisaya, 2015).

Quratul A. M 2015, Impact of Employees Motivation on Organizational Effectiveness.
European Journal of Business and Management. 3 (3).

The journal article attempts to identify various factors that impact workers motivation and investigating the relationship between employee motivation and organizational effectiveness. The journal records that recognition and empowerment have a positive effect on improving employee motivation. In organizations where employees are empowered and recognised more, the employees are motivated more to undertake their activities. Additionally, there exists a positive relationship between organization effectiveness and employee motivation. The more the employees are motivated to perform their Tasks, the more the organization is likely to realize massive success (Quratul , 2015).

The article explores motivation of employees and attempts to provide certain factors that affects employee’s motivation. It records that employees do not work for free and need better pay failure to which, the employees are likely to be motivated leading to low productivity. Employees need to be rewarded effectively and proper leadership can improve their workplace engagement. Additionally, employees need to be empowered and trusted in all that they do, through this, the organization is capable of improving employee’s productivity.

Finally, the journal concludes by providing future implications. The journal centres on the observance and practice of two key factors that is employee recognition and empowerment for improving workers motivation and achieving organizational success. The journal recommends that, the organization need to design their policies, rules, and structures that enable employees to work effectively and appreciate the employees for all accomplished tasks. Through this, the organization is capable of realizing massive success in its operations (Quratul , 2015).

, 15(1),p 90-92.International Journal Of Management, Business, And Administration
Expectancy Theory of Motivation: Motivating by Altering Expectations. Lunenburg F., 2011,.

The article offers Vroom’s expectancy theory and how it leads to motivation of employees. Expectancy theory differs from various content theories of motivation. The theory does not offer direct suggestion on how employees are motivated. Instead, expectancy theory offers a process that replicate workers difference in job motivation. Expectancy theory is vital in motivating employees. The theory discovers vital things that can help motivate workers.

The theory is based on four different assumptions. The first assumption is that individuals join organizations with different expectations about their motivations, needs and past experience. These factors affect the reaction of individuals in the organization. The other assumption is that, a person’s behaviour is due to their conscious choice. The third assumption is that employee’s needs different thing from the company, for instance, job security, good salary and advancement. The last assumption is that individuals are likely to choose among alternatives for them to optimize various outcomes. Additionally, the theory has three main elements, that is expectancy, valence and instrumentality. Individuals are motivated to a point that they believe that their effort will result in satisfactory performance (expectancy), their performance is likely to be rewarded (instrumentality) and the rewards are positive and high (Valence).

The journal provides ways the organization can use to motivate their employees. The managers need to improve the expectancy of their employees by employing employees with necessary skills and who are capable of performing their tasks effectively. They should clearly state that good results will possibly lead to good rewards and describe clearly the kind of reward to be given to employees. Finally, the organization should increase the value of rewards given to employees due to good performance. Through this, the organization is capable of improving their employees’ productivity and realizes success in all their operations.

In conclusion, it is evident that motivated employees makes the organization to be successful I their operations. Three journals agree that motivated employees feel more comfortable at work place and take their work more seriously. Thus organizations should realize they motivate their employees for them to be competitive in the global market.


International Journal Of Management, Business, And Administration Volume 15, Number 1.Expectancy Theory of Motivation: Motivating by Altering Expectations. Lunenburg F., 2011,.

Journal of public Administration and Policy Research. Vol. 7(4), 62-75. DOI. 0.5897/JPAPR2014.0300SThe effect of employees’ motivation on organizational performance.Obisaya B. J., 2015,.

Quratul A. M., 2015, Impact of Employees Motivation on OrganizationalEffectiveness. European Journal of Business and Management. Vol 3, No.3.