1

Chapter 1
Introduction
1.1 Background
Over time, organizations have been looking for ways and strategies for improving performance.
This includes a thorough study and analysis of both human and material resources in the
organization. In looking at the human resources, there is needed to look at the
behavioral patterns of employees at work. This will help an organization to be able to manage its
humanresources effectively. One of the elements to look at in the analysis of employee behavior
is motivation. Motivation is a key element in organizational behavior because employee needs to
be motivated in order to exhibit an attitude or behavior that will help achieve the goals
and objectives of the organization and thereby improve performance over time. This paper
will attempt to examine motivation, its definition, theories and how it improves
employee performance as a determinant for achieving organizational performance. Motivation
is a psychological feature that arouses an organism to act towards a desired goal and elicits,
controls, and sustains certain goal-directed behaviors. It can be considered a driving force; a
psychological one that compels or reinforces an action toward a desired goal. For example,
hunger is a motivation that elicits a desire to eat. Motivation is the purpose or psychological
cause of an action (Schater 2011 as cited in Wikiped).

1.2

SOURCES OF MOTIVATION

Different sources of motivation exist and this can have either positive or negative results on a
person. Various researches as have been conducted show that internal motivations are preferred
in making a person to work towards the achievement of goals. However, external motivations

still contribute to drive a person towards the achievement of organizational goals. Therefore we
look at two sources of motivation below:
Intrinsic motivation
According to (Carol, 2013) intrinsic motivation refers to the pleasure one gets from the task itself
or from the sense of satisfaction in completing or even working on a task. Intrinsic motivation
does not mean, however that a person will not seek to rewards; it is just that external rewards are
not enough to keep such a person motivated.
(Paul & Dale, 2013) defined intrinsic motivation as motivation to engage in an activity for its
own sake. People who are intrinsically motivated work on task because they find them enjoyable.
(Johnmarshall, 2013) has that intrinsic motivation is the innate propensity to engage ones
interests and exercise ones capacities, and in doing so, to seek out and master optimal
challenges. Intrinsic motivation is motivation that is animated by personal enjoyment, interest, or
pleasure. As (Deci et al. 1999) observe, intrinsic motivation energizes and sustains activities
through the spontaneous satisfactions inherent in effective volitional action. It is manifest in
behaviors such as play, exploration, and challenge seeking that people often do for external
rewards (p. 658).
According to (James 1998), intrinsic motivation is choosing to do an activity for no compelling
reasons, beyond the satisfaction derived from the activity itself- its what motivates us to do
something when we dont have to do anything.
Furthermore in the work of (Deci and Richard 1985), intrinsic motivation refers to motivation
that source comes from inside an individual rather than from any external or outside rewards or
punishments. The motivation comes from the pleasure one can get from the task itself,

completing the task or just working on a task. However, it doesnt mean that one will not seek for
a reward.
Terry (2013) defines intrinsic motivation as motivation that stems directly from the act itself,
rather than something beyond it.
Intrinsic rewards: tend to give personal satisfaction to individual
Information / feedback, Recognition, Trust, Relationship, Empowerment
Extrinsic Motivation
Extrinsic motivation is related to tangible rewards such as salary and fringe benefits, security,
promotion, contract of service, the work environment and conditions of work. Extrinsic
motivation is related to tangible rewards such as salary and fringe benefits, security, promotion,
contract service, the work environment and conditions of work.
According to (Nnaji 2013), extrinsic motivation, sometimes financial, are the tangible
motivations given to employees by managers, such as pay raises, bonuses, and benefits. They are
called extrinsic because they are external to the work itself and other people control their size
and whether or not they are granted. In contrast, he has it that intrinsic motivations are
psychological motivations that employees get from doing meaningful work and performing it
well.
Extrinsic motivation played a dominant role in earlier eras, when work was generally more
routine and bureaucratic, and when complying with rules and procedures was paramount. This
job offered workers few intrinsic motivations, so that extrinsic motivations were often the only
motivational tools available to organizations.

Extrinsic rewards: concrete rewards that employee receive

Bonuses, Salary raise, Gifts, Promotion, Other kinds of tangible rewards
Extrinsic motivation remains significant for workers, of course. Pay is an important
consideration for most workers in accepting a job, and unfair pay can be a strong de-motivator.
However, after people have taken a job and issues of unfairness have been settled, we find that
extrinsic motivation are now less important, as day-to-day motivation is more strongly driven by
intrinsic motivations.
The Relationship between Motivation and Organizational behavior
Again the work of (Onukwofor&Ugwu 2013) is being considered here as they provided very
important strategies on how to improve the performance of employees. In order to improve
Employees Performance in an organization, they have to be motivated to show interest in
their jobs employers need to be motivated through the following strategies:
1. Regular payment of wages and salaries:
Their jobs more effectively when the payment of their wages and salaries is constant. A situation
where the employee is not sure of when to receive the next income is most discouraging to the
employees. The discontentment is most pronounced when the employee is owed for about two to
five months. Teachers in some states of the Nigerian federation are the worst victims of
irregular payment of salaries and this has adversely affected the educational sector of the Nigeria
neconomy in the form of strikes and lack of devotion to duty.
2. Increase in salary:
Employees may be motivated when their salaries are increased.. The economic hardship could be
attributed to the recent withdrawal of petroleum subsidy by the Federal government of Nigeria.
Hence, productivity in Nigeria may increase if employees are extrinsically motivated with salary

increase. It may enhance economic security in the country as the workers may be happy to put
in their best.
3. Adequate job selection and placement based on attitude, interest, ability and skills.
The manager plays a significant role in selection and placement of employees based on aptitude,
interest, ability and skills. In a situation where employees are recruited and placed based on the

Stipulated characteristics, it makes the job more exciting and less cumbersome. This leads to
increase in productivity and enhances economic security of the establishment.
4. Sufficient rewards for spectacular performances through bonuses, honors, promotions and commendations:
If the employees are reinforced for excellent performance through the stipulated processes they
tend to be motivated and perform even more exceptionally.
5. Provision of training facilities to improve employees knowledge and performance in the
Establishment:
If in-service training is provided for employees, it helps them to increase their skills on the job
which leads to increase in productivity in the organization and contribute towards economic
security. Employees feel motivated when they received free training from their employers.
6. Participation of employees in goal-setting and decision-making process of the establishment
: If the employees are involved in goal-setting and decision-making process of an organization, it
enables the employees to be committed towards the achievement of such goals.
7. Provision of enabling working environment:
Employees will feel motivated to work if their working environment is conducive. Thus
be provided in offices. Offices should be well furnished and painted. Necessary tools required for
production processes in factories should as well be provided.

8. Provision of incentives:
Employees feel motivated in their place of work if they are provided with fringe benefits such as:
vehicle loans, free medical facilities, free accommodation or suitable allowance for it, free
transport through payment of transport allowance or provision of staff bus.
9. Provision of recreational facilities and canteen services
There is the aphorism thatall work without play makes Jack a dull boy.
Thus it becomes imperative for employers to be counseled on the need to provide entertainment
such as table tennis, lawn tennis and more importantly, canteen services should be provided, if
not free, at a highly subsidized rate. Canteen services where they could go for a lunch break
energizes the employee for additional productivity.
10. Scholarship for employees children:
The employees may be further motivated if their children are offered scholarship up to
the University level by their employers.
11. Provision of information and communication network
Since the world is a global village,becomes imperative that computer and internet facilities be
provided for employees to enhance their communication to the outside world.
12. Travelling:
Travel could be considered as part of the ways to motivate an employee for excellent
performance. The travel could be provided at the expense of the organization for two weeks of
relaxation.
13. Interesting work:
Employees are motivated with interesting work. This makes them to like doing the job. When the
above strategies are considered and put in place, it will serve as a way of improving the

performance

of

employees

and

thus this

will

affect

organizational

behavior

and

performance positively.

Objective

To find out work motivation.

To study employee organizational behavior.
To find out effect of relationship between work motivation and employee organization

behavior.
To know the importance of work motivation and employee organizational behabior.

Chapter 2
Literature review
2.1 work motivation
Motivation is a psychological feature that arouses an organism to act towards a desired goal and
elicits, controls, and sustains certain goal-directed behaviors. It can be considered a driving
force; a psychological one that compels or reinforces an action toward a desired goal.
For example, hunger is a motivation that elicits a desire to eat. Motivation is the purpose
or psychological cause of an action (Schater 2011 as cited in Wikipedia).This is the process by
which a person wants and chooses to act in a particular way (Maund, 2001:440) as cited in (Opu,
2008 pp. 32).According to (Slocum and Hellriegel 2007), motivation represents the forces acting
on or within person that cause the person to behave in a specific, goal-directed manner. From the
above definition, we could infer that because motives of employees affect their productivity, one
of
Managements
Job is to channel employee motivation effectively toward achieving organizational goal. Charles
(2000, 427) defined motivation as psychological forces that determine the direction of a
People Behavior a persons level of effort and a persons level of persistence in the face of
Obstacles. David (1996: 297) defines motivation as a need or desire that serves to
energize behavior and to direct it towards a goal. Frederick (1993:132) defines it as what drives
or induces a person to behave in a particular fashion, the internal forces which initiates, directs,
sustains and terminates all important activities. It influences the level of performance, the
efficiency achieved and the time spent on an activity. As all cited in (Emily,

2011), Motivation refers to the reasons underlying behavior

(Guay, 2010, p. 712). Paraphrasing (Gredler, Broussard and Garrison, 2004) broadly define
Motivation as the attribute that moves us to do or not to do something (p. 106). Researchers
Often contrast intrinsic motivation with extrinsic motivation, which is motivation governed by
reinforcement contingencies. Traditionally, educators consider intrinsic motivation to be more
desirable and to result in better learning outcomes than extrinsic motivation (Deci, 1999).Many
modern-day authors have also defined the concept of motivation. As all cited in the work of
James (1998:2), Motivation has been defined as: the psychological process that gives
behavior purpose and direction (Kreitner, 1995); a predisposition to behave in a purposive mann
er toachieve specific, unmet needs (Buford, Bodleian, & Lindner, 1995); an internal drive to
satisfy an unsatisfied need (Higgins, 1994); and the will to achieve (Bodleian, 1993).For this
paper, motivation is operationally defined as the inner force that drives individuals to accomplish
personal and organizational goals. As we can conceive from the above definitions, they all refer
to or talk about a stimuli that trigger or spur the motivational process.

2.2 organizational behavior

William Ouchi (1980) observed that it is not necessary for organizations to control or direct
employees because the latter's natural (socialized)Relationship Between Organizational
Citizenship Behavior and Job Characteristics 53ISSN: 0971-1023NMIMS Management Review
Volume: April - May 2012 inclination is to do what is best for the organization. A similar thought
was brought forward by Organ(1977, 1988) when he defined OCB as individual behavior that is
discretionary, not directly or explicitly recognized by any formal reward system and that in
aggregate promotes effective functioning of an organization. Merriam Websteron line dictionary

10

(2008) has defined citizenship as" membership in a society, community and carries with it rights
to political participation a person having such membership is a citizen. Citizenshipstatus often
implies some responsibilities and duties. This also implies working towards the betterment of
one's community through economic participation, public service, volunteer work and other such
efforts to improve life for all citizens. Bateman and Organ (1983) developed the first scales to
measure OCB. According to them, OCBinclude any of those gestures often taken for granted that
lubricate the social machinery. Examples like helping coworkers with job related problems,
accepting orders without a fuss, tolerating temporary impositions without complaints, helping to
keep work area clean or uncluttered, making timely and constructive statements about the work
unit or its head to outsiders, promoting a work climate that is tolerable and minimizing
distractions created by interpersonal conflict, and protecting and conserving organizational
resources, for lack of a better term are referred by the authors as "Citizenship Behaviors.
Before OCB were conceptualized and researched by behavior scientists, Hackman and Oldham
(1976) presented job characteristics model for motivation. The model defines following job
characteristics that drive motivation at work place.
Employee Motivation and Organizational Effectiveness
Employee satisfaction and motivation towards work refers to prospects of the employee about
the
Organization and his approaches frontward his service (Ali et al, 2011).Organizational
Effectiveness refers to locating targets and attaining them proficiently in spirited and energetic
surroundings (Constant, 2001).
A study was done to examine the relationship of organizational effectiveness and employee

11

Performance and motivation in the telecommunication and banking sector of Pakistan. A

Sample of 103 respondents was taken and Pearson correlation was applied. The results
Showed that there exists significant positive correlation (0.287) between employee motivation
And organizational effectiveness (Muhammad et al, 2011).
The autocratic leadership styles, mechanistic design of organization and authoritarian rules as
Practiced in African organizations, are all where decision making is concerned only to top
Management and employees are just given orders to accomplish different tasks. In these types
of organizational environment the employees may suppress innovativeness and their
motivation hinders which has a direct negative effect on organizational performance, growth
and effectiveness (Constant.D. et al, 2001).
An internally satisfied, delighted and motivated worker or employee is actually a productive
employee in an organization which contributes in efficiency and effectiveness of organization
which leads to maximization of profits (Matthew. et al, 2009). Thus from the literature and
various studies the third hypothesis is fully supported that there exists a positive relationship
between employee motivation and organizational effectiveness.
Generally speaking, motivation is what energizes, maintains, and controls behavior. As such, it is
clear why it plays an important role in the workplace. But empirically measuring that role is
another matter; it is challenging to capture an individual's drive in quantitative metrics in order to
ascertain the degree to which higher motivation is responsible for higher productivity. However,

12

it is widely accepted that motivated employees generate higher value and lead to more
substantial levels of achievement. The management of motivation is therefore a critical element
of success in any business; with an increase in productivity, an organization can achieve higher
levels of output. The Importance of Motivation. Boundless Management. Boundless, 21 Jul.
2015. Retrieved 30 Jul. 2015
In summary, motivated employees will retain a high level of innovation while producing higherquality work more efficiently. There is no downsidei.e., the opportunity cost of motivating
employees is essentially zero, assuming it does not require additional capital to coach managers
to act as effective motivators.
Internal and External Motivation
Salary is often enough to keep employees working for an organization, but it's not always
necessarily enough to push them to fulfill their full potential. Herzberg's theory emphasizes that
while salary is enough to avoid dissatisfaction; it is not necessarily enough to propel employees
to increase their productivity and achievement. In fact, the output of employees whose
motivation

comes

solely

from

salary

and benefits tends

to

decline

over

time.

To increase employees' efficiency and work quality, managers must turn to understanding and
responding to individuals' internal and external motivations. External motives include
work environment (e.g., cramped cubicle vs. airy, open office); internal motivations include
thoughts and emotions (e.g., boredom with performing the same task over and over vs.
excitement at being given a wide variety of project types).

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Chapter 3
Conclusion
Finally the relationship between work motivation and employee organizational behavior.
Motivation is a key element in organizational behavior because employee needs to be motivated
in order to exhibit an attitude or behavior that will help achieve the goals and objectives of the
organization and thereby improve performance over time. This paper will attempt to examine
motivation, its definition, theories and how it improves employee performance as a determinant
for achieving organizational performance. Motivation is a psychological feature that arouses an
organism to act towards a desired goal and elicits, controls, and sustains certain goal-directed
behaviors. It can be considered a driving force; a psychological one that compels or reinforces an
action toward a desired goal. The motivation theory is also related with employee organizational
behaviorhow it improves employee performance as a determinant for achieving organizational
performance. Motivation is a psychological feature that arouses an organism to act towards a
desired goal and elicits, controls, and sustains certain goal-directed behaviors. It can be
considered a driving force a psychological one that compels or reinforces an action toward a
desired goal. For example, hunger is a motivation that elicits a desire to eat. Motivation is the
purpose or psychological cause of an action. In this the work motivation and employee
organizational behavior really necessary to change in employee behavior after that organization
productivity will increase so, there is an important for good productivity in organization of the
relationship between work motivation and employee organizational behavior

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Reference
Boundless Management. Boundless, 21 Jul. 2015. Retrieved 30 Jul. 2015
Buford, Bedeian, &Lindner an internal drive to satisfy an unsatisfied need
1995Muhammad A, 2011 Employee motivation and organizational effectiveness
Bateman and Organ, developed the first scales to measure OCB 1983
Gredler, Broussard and Garrison, broadly define Motivation as the attribute that moves
us to do or not to do something2004.
Cardona, Lawrence and Bentley (2009
Schater as cited in Wikipedia 201