Employee Motivation

  Organizations are very urged towards the human capital development and employee motivation in order to be sustainable in profits and to maintain the sustainable competitive advantage over its rivals as the human capital is a major factor which decides the direction of the organization (Jasmi, 2012) . The achievement of higher profits is achievable only when the employees have given their maximum towards the organization (Armstrong, 2006) . Employee motivation of employees through financial rewards, leadership and organizational environment may help to obtain higher engagement of employees (Jasmi, 2012) . Shahzadi, et al.(2014) stated employee motivation as the level of energy, commitment and strenghths of the employees which is put in the execution of job functions. Armstrong (2006) Further describes that the motivation is the factors or concerns which affects persons to behave in a certain way. There are three components in employee motivation, Direction Effort Persistence ...

  The process theories have put its concentration on the psychological processes or forces that affect the employee motivation process of the organization and having direct impact on employees’ needs (Armstrong , 2006) . Process theories consists of basically three parts as, Vroom’s Valency Expectancy Theory Locke’s Goal Theory Adam’s Equity Theory (Armstrong , 2006 and Sahito & Vaisanen, 2017) Vroom’s Valency Expectancy Theory Vroom’s expectancy theory has been proposed in 1960’s as an alternative for content theories which states that motivation is a product i.e., motivation is inclusive of three factors as Valence, expectancy and instrumentality (Sahito & Vaisanen, 2017) . The Vroom’s expectancy theory is based on the concept that employees prefer specific outcomes from their behavior apart from others (osabiya & Joseph, 2014) . Further, expectancy theory provides a general framework for assessment, interpret and to evaluate employee behavior in learning, decis...

  There are several motivational theories that are developed to provide the reasons for certain behaviors of employees and to suggest the best ways to get the best performance from the organizational employees. Further, such motivational theories impact on the ways of managing employees as organizations and assists to develop a motivated workforce (Baah & Amoako, 2011) . The two-factor model inclusive of satisfiers and dissatisfiers developed by Fedrick Herzberg in 1957 developed setting a study of engineers’ and Accountants’ satisfiers and dissatisfiers as the basement for the theory (Armstrong , 2006) . The main purpose of two-factor model is to identify the distinction between the satisfiers and dissatisfiers in context of employee motivation also known as the motivational factors and hygiene factors (Ruthankoon & Ogunlana, 2003 & Armstrong , 2006) . The needs of the employees are categorized into two groups by Herzberg as, one group of needs require to “develop th...