A Literature Review Of Employee Motivation
Proceedings of ICGET 2018YupingA Literature Review of Employee MotivationWu Yuping*1Faculty of Management, University Technology Malaysia, Malaysia* 1615682474@qq.comAbstract----With the development of globalization, there are many companies meet new challenges, employee workinefficiency, high turnover rate, which result in whole organization fall down. Motivation is very important factors thatmake employee work efficiency. So learn how to motivate employee is becoming more and more important. This articlemainly talk about the importance of motivate employee. According to literature review and related theory, make acontribution for company how to motivate employee and conclude better suggestion, give some critical comments in orderto support some advise to some companies.Key words: INTRODUCTIONMotivation play an important role in an organization,which have many different styles, ways, theories guideindividual, group as well as organization have a highperformance and effective work. In the modern society,more and more people work in the different styleorganization, and with a rate competition, the most ofpeople still have high passion to work within highpressure and tension work environment Motivation.However, the one who work hard maybe so exhausted thatbad for their health and sacrifice themselves. So the mainreason is they will continue to work hard and don’t careabout their growth of body and mind. In this article,I willreview others article and have the conclusion about themotivation .Firstly, I will find the definition and mainlydescribed the introduction about motivation, whichincluding the reason why motivation is indispensable inpart of organization; secondly, I reviewed relevant articleabout motivation and conclude the main point, comparedwith each other and come to the difference among thosearticle. Thirdly, I listed several motivation theory in orderto go a step further in understand the importance ofmotivation. Finally, I make a conclusion for thosemotivation standpoint and give my critical analysis of howto improve employee’s work efficiency. Through reviewthese motivation articles,I could better understand theprocess and importance of motivation as well as whichway is correct way to motivate the employee inorganization. And I will have more new view aboutmotivation and more significant for my further study.1DEFINITIONMotivation has different definition in different researchfiled. Psychology is generally considered to involve thebeginning, direction, intensity, and continuity ofbehavior.In organizational behavior, motivation mainlyrefers to the psychological process of stimulating people’smotivation. By stimulating and encouraging, people cancreate an internal driving force and make them movetowards the desired goal. Its the power that drives peopleto act. And the motivation is to promote people to engagein certain activities, and the internal power towards onedirection. The reason is the action to achieve a certainpurpose. Motivation is the internal process of individualbehavior, behavior is the performance of internal process.Internal conditions caused by motivation is the need,motivation caused by external conditions is the externalfactors driving organism incentive. Motivation is thereason for people's actions, desires, and needs. Motivationis also one's direction to behavior, or what causes a personto want to repeat a behavior. A motive is what prompts theperson to act in a certain way, or at least develop aninclination for specific behavior. According to Ruth Kanfera(2016), "Motivation is a word that is part of the popularculture as few other psychological concepts are."All the definition of motivation referred psychologicalactivities, including desire, action, needs and theninfluence people’s behavior. So motivation is veryimportant, which can effect human’s behavior frominternal factor.3IMPORTANCE OF MOTIVATIONMotivation has three functions to human action, the firstone is activating function, which guide people’s action andleads to a certain action. Especially in a group ororganization, the leader play an important role in how toguide employee to have high passion work hard. Thesecond one is strengthening function; motivation canmaintain and adjust this action; when some employee havehigh stress or encounter frustrate,and don’t have bettermotivation to work, then the manager could take measuresto make the employee keep their motivation for work. Thelast one is pointing function, that lead the action toforward a certain goal under the influence of motivation.Therefore, motivation can make employee more activityand strengthen their motive during the work. Motivationis very meaningful in whole work process.According to Stefania Zlatea (2015), First of all, duringthe management process, motivation is a vital part of thegeneral management process and the integratingcomponent of the performance management. Sometheories offers to managers more clues concerning people'smotivation. Some managers pay attention to finding207
Proceedings of ICGET 2018appropriate methods based on these tips to motivate theworkers. When we have these ways of motivatingemployee, and this situation also applies to educationalorganizations which play an important role fordevelopment of the community. Secondly, educationalorganizations have a quite importance for the countries.And studies on the relationship between education anddevelopment also show that education has an importantrole in the development of countries. The employee’smotivation have related with education. Hence the onewho keep the workers have good motivation couldprovides quality and efficient operation for theseorganizations, which laying good foundations for futureeducation development. Further more, entire educationmanagers from Minister of Education to the schoolprincipals have an important role. They expected torecognize the various aspects of the workers of theeducational organizations identify their needs anddetermine their motivation conditions and provide theseconditions in the light of domestic and foreign scientificresearches, the most important is that they supply thecondition of promote motivation in order to play anpositive role in education. Whatever country orindividuals, groups, organizations, education is anindispensable part of life, so focus on the development ofeducation and know the conditions of motivation, which isgood for work quality.4. LITURATURE REVIEWIn Ruth Kanfer (2016) ,this article mainly talk about themotivation in organizational behavior reviewed early thehistory of motivation and advances as well as prospects,.What is the motivation during the process of choosing andestablishing goal, based on this question the article choosethe most impactful articles and and summarize researchprogress in order to better understand this question andalso referred the macro-level trends in motivation research,including the core theories of work motivation, examinekey micro-regulatory processes involved in goal decisionsand goal pursuit and look forward to concluding withdiscussion of promising future research directions.Jim Naylor and George Briggs(1996),introduced thepurpose of organizational behavior and humanperformance as a journal aimed at publishing significantresearch that contributes to our basic knowledge of humanperformance.Over the past 50 years, the journal haspublished seminal papers on the determinants,mechanisms, and outcomes of motivation related todecision-making and performance in work andachievement settings. Another theory including Ajzen’sTheory of Planned Behavior (1991), Deci’s CognitiveEvaluation Theory (1972), Hackman and Oldham’s JobCharacteristics Model (1976), and Locke’s Goal Model(1968). Other articles provide incisive reviews andcritiques. As the 20th century drew to close,the motivationresearch promote a broad reorganization of findings,motivation as an umbrella term that encompasses both thepurpose and reasons underlying decision processes andgoal selection.YupingAccording to M.ZAKERI*(1997), this article mainlyreview science through conclude basic principles ofmotivation, described OBHP review progress byorganizing theory and research around four principalquestions that have long-driven scientific efforts inmotivational psychology; finally discuss the representationtheory and research for the journal. Modern viewstypically portray motivation as a time-linked set ofrecursive and reciprocal affective, behavioral, andcognitive processes and actions that are organized aroundan individual’s goals. The result network structure of goalscontributes to both the stability and heterogeneityobserved in motivated action. Over the past half-centurythere have been numerous accounts of work motivation,the most prominent theories of work motivation addressthe proximal, internal individual psychological forces,mechanisms, and processes that determine goal choice andaction. About the describe of motivation may be tracedback to early 20th century work on the identification ofuniversal human motives and tendencies. Beginning in the1950s riveted research attention on the ‘‘how” question,including for example the cognitive processes by whichexpectancy and outcomes are integrated, and how best toconceptualize and assess affect. By the mid-1960s,however, motivational theorists began to question basictenets of expectancy-value models and their applicabilityfor predicting performance on new, difficult, prolonged, orill-defined career and task goals. During the 1970s, socialcognitive theories and theories of action regulationemerged that addressed the gap between an individual’sgoals and performance. As‘‘what” approaches gainedtraction during the late 20th century, motivation anddecision-making researchers focused on increasinglydifferent topics and questions. Motivational scientistswithin the broader organizational behavior domainfocused on the processes by which goal attributes and theindividual’s construal of the goal influenced planning andself-regulatory processes during goal pursuit andperformance accomplishments.About the “why” questionof motivation is typically studied from a person-centricperspective,more focuses on the needs,motives wants andlikes of individuals.During the mid-20th century, Maslowtheory solve the two questions about how to describehuman’s hard through organize the numerous motives andwhat bring different needs as the driving force forbehavior.According to the different time and various theorydescribed when start to propose the concept of motivationand how to better establish motivation system as well assome critical theory ,which make me better know thehistory of motivation and have a critical analyse.About motivation and performance in high educationthis article mainly described people don’t have betterperformance until motivation mechanisms exist. StefaniaZlatea (2015) in this article talk about the manager of higheducation should achievement their management goal208
Proceedings of ICGET 2018through the members. So the strategy of motivate studentsis the representation improve the organization for higheducation manager. During the process of motivation, theneeds, aspirations and interests of university is relatedwith people attain their target and realize their objectives,but responsibilities and competencies attributed to them.Motivation is very important in education area, fullyunderstand what the motivation and best way to achievemotivation. As a manager know the ways to motivate theemployee is a basic skills and also apply to another area.Motivation referred to the different aspects. Theconcept of motivation is abstract, but it’s very useful andimportant with specific workplace. This article is about thefactors of motivate employee, to be specific, take exampleas Iranian, collect the date through a structuredquestionnaire survey. The result showed employees havefive important motivation factors including “fairness ofpay’, “incentive and financial rewards”, “on-timepayment”, “good working facilities”, and “safe”. Thisfactors sustain the drive for high construction productivityin Iran, M.ZAKERI*p(1997).According to Ramona Todericiua (2013), employee arethe bracket in a company, the employee who havemotivation can make the company have high efficiencyand good relationship each other. At the same time, thebest competitive advantages that one organization couldhave,since all the other resources could be imitated.Consequently, motivated employee are easy to make theorganization success and keep pace with market force.This articles take Sibiu as example aim at find themotivation ways in which knowledge workers. Reviewingthe correlative researchers articles and give someguidelines for identifying the complex problems in orderto motivate precious resources and further research.5 MOTIVATION THEORY5.1 Maslow's Hierarchy of NeedsMaslow'shierarchyofneeds isatheoryin psychology proposed by Abraham Maslow in his 1943paper “A Theory of Human Motivation” in PsychologicalReview. Maslow used the terms "physiological", "safety","belonging" and "love", "esteem", "self-actualization", and"self-transcendence" to describe the pattern that humanmotivations generally move through. The goal of Maslow'sTheory is to attain the sixth level of stage: self transcendentneeds.In my opinion, the development of Maslow'shierarchy of needs coincidence with majority of peopleneeds, because the first needs for most of people is meettheir physiological needs ,which is basic needs whenpeople have nothing, they desire to have full food, waterand sleeping, and then they have the basic ability ofsurvive. The second one is safety, belong ,love esteem, forthis factors, people will pursuit the higher needs whenthey have good quality of life. However, Maslow theoryYupingdescribed the human’s behavior’s need as a whole, butdifferent people have their own different character,children are easy to tend tasty food ,different kind of waterand like to sleep. Young adults had the highest selfactualization level, the esteem need was highest among theadolescent group, and old age have high levels security,because they are old and out of health. So it depends ondifferent age’s people. On the other hand, some one whoare rich and knowledge , money is not important for them,because they have good family and give them high qualityof life as well as best education, they no need to care theirfamily and children with money to make them getsatisfactory. When they work in a company, they still workhard and have high effectiveness compared with the onewho want to meet their physiology needs to work. Themost important reason is they want to achieve their valueand get the approval of the company and then have ameaningful life. So not only depends on their age, but alsodepends on someone have good family environment, somechildren have good education, good life and good familybackground, so it’s not important for them to make moneyfor survive. They want to achieve belonging and loveneeds even higher. On the other hand, different economiclevel’s people still have different needs, according to Imentioned, the one who are poor family ,they need towork hard and support family and children ,so what theywant to pursuit the first one is physiological needs andthen on by one.Milota Vetrakovaa(2015).5.2 Intrinsic Theories: Intrinsic and Extrinsic MotivationIntrinsic motivation is the self-desire to seek out newthings and new challenges,to analyze one's capacity,toobserve and gain knowledge .It is driven by an interest orenjoyment in the task itself,and exists within theindividual rather than relying on external pressures or adesire for consideration. Intrinsic motivation is a naturalmotivation tendency and is a critical element incognitive,social,and physical development.Extrinsic motivation refers to the performance of anactivity in order to attain a desired outcome and it is theopposite of intrinsic motivation.Extrinsic motivation comesfrom influences outside of the individual. In extrinsicmotivation, the harder question to answer is where dopeople get the motivation to carry out and continue topush with the persistence. Usually extrinsic motivation isused to attain outcomes that a person wouldn't get fromintrinsic motivation.Intrinsic motivation pay more attention to intrinsicactivities itself compared with extrinsic motivation. Forexample, students learning refers to the students’ learningis to point to their learning activities, which make studentget emotional satisfaction and result in the sense ofsuccess. Intrinsic motivation supply nature power topromote learning and development, which don’t haveexternal reward and pressure, Stefania Zlatea(2015). Whenindividual want to do something because of individual209
Proceedings of ICGET 2018evaluation in a particular activity or love interest, andmeasure whether would like to do the activity. However,for extrinsic motivation, individual prefer to affected byreward or punishment. To be specific, when individual gotreward, punishment , language encourage during yourwork and so on , and then they will have high motivationto do work.Common extrinsic motivations are rewardedfor showing the desired behavior,and the threat ofpunishment following misbehavior,Duminica Delia(2013).5.3 Push and Pull MotivationPush motivations are those where people push themselvestowards their goals or to achieve something,such as thedesire for escape,rest and relaxation,prestige,health andfitness,adventure, and social interaction.Pull motivation is the opposite of push.It is the type ofmotivation that is much stronger, some of the factors arethose that emerge as a result of the attractiveness ofdestination as it is perceived by those with the propensityto travel.They include both tangible resources.Pullmotivation can be seen as the desire to achieve a goal sobadly that it seems the goal is pulling us toward it.That iswhy pull motivation is stronger than push motivation.It iseasier to be drawn to something rather than to pushyourself for something you desire, Meltem Caber* , TahirAlbayrak (2016).In my opinion, I think pull motivation is moreeffective than push motivation. Pull motivation meanssome goals attractive individual to achieve it, and easy tohave high motivation, because the factors of effect themotivation is not the extrinsic factors , so intrinsic factorshave good effect .5.4 Cognitive Theories5.4.1 Goal-setting TheoryGoal-setting theory is based on the notion that individualssometimes have a drive to reach a clearly defined endstates.Often, this end state is a reward in itself. A goalefficiency is affected by three features proximity, difficultyand specificity.For example, the most students have motivation tostudy hard means they want to achieve some targets inorder to make themselves satisfactory. This goals must arespecific, measurable attainable/achievable, relevant, andtime-bound . An ideal goal should present a situationwhere the time between the initiation of behavior and theend state is close. During the every step in our life ,ourgoal should be specific and measurable ,which means thisgoal suitable each other at the same time, and don’t havehigh standard, otherwise, the goal that we want to attain itis very difficult and will decrease our motivation.5.4.2 Expectancy MotivationExpectancy theory was proposed by Victor H.Vroom in1964.Expectancy theory explains the behavior process inwhich and individual selects a behavior option overanother,and why/how this decision is made in relation totheir goal. There's also an equation for this theory whichgoes as follows: M E I V. M(Motivation)is the amount anindividual will be motivated by the condition orenvironment they placed themselves in.Which is basedYupingfrom the following hence the equation. E(Expectancy)is theperson's perception that effort will result inperformance.In other words,it's the person assessment ofhow well and what kind of eff
Motivation is very important in education area, fully understand what the motivation and best way to achieve motivation. As a manager know the ways to motivate the employee is a basic skills and also apply to another area. Motivation referred to the different aspects. The concept of
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