THE INFLUENCE OF MOTIVATION ON PRODUCTIVITY AMONG EMPLOYEES
ABSTRACT
The purpose of this study was to examine the effect that motivation has on worker performance when private banks in the Kurdistan regional government were used. Motivation is useful for a company that wants to achieve its goals and prospects. When employees are motivated, they are more committed to the firm’s goals, so it is the responsibility of every company to incorporate various motivating factors into their system.
This study was based on an examination of the effects of goals, monetary incentives, and recognition and rewards on worker performance. A descriptive research style was used, with a sample of 130 employees from various private banks constituting the sample. Data was collected using questionnaires, which was then analyzed and presented on graphs, tables, and charts.
According to the findings of the study, goals were widely used as motivators in banks. It was also discovered that the employees were dissatisfied with their salaries. The systems of recognition and reward were also inequitable. The study concluded that employees in private banks were under-motivated, and recommendations for improving motivation were made.
Keywords: mutagenesis, productivity, Kurdistan, and employees
INTRODUCTION
The study’s context Motivation is derived from the Latin word movers, which means “to move.” According to Lang (2010), motivation is the provision of enticements to people that cause them to behave in a predictable manner. There are two types of motivation: extrinsic and intrinsic.
External motivation is defined as behavior done for the sake of the outcomes rather than for the sake of the behavior itself. Salaries, profits, and the working environment are all affected by these consequences. External perks come from the company in the form of money and promotions from managers and colleagues in the form of acknowledgement (Pinder, 2014).
Intrinsic motivation is defined as behavior produced by a person as a result of pleasurable experiences associated with the conduct itself (Akanbi, 2011). These experiences stem from the motivation that is unique to the occupation. Barbara B. Brown (2003) Getting positive feedback, gratitude, a sense of accomplishment, and passing a test are all examples of intrinsic motivation.
M. B. Brown et al (1998) Employee motivation is concerned with why they do what they do. This contributes to answering the question of why employees go to work and do a good job.
The manager is primarily responsible for providing and maintaining an environment in which employees can perform their duties efficiently and achieve the organization’s goals (London, M., & Bray, D. W. 1984). Employees differ in terms of their abilities as well as what motivates them (Cole, G.1997).
Motivating employees is one of the strategies used by management to improve job administration among employees in the organization (Cherian, & Jacob, 2013). The capability of an employee influences his output in part. The other deciding factor is his level of motivation.
The human resource manager is responsible for ensuring job commitment at the workplace, which can only be achieved through motivation. Individuals are generally motivated in situations where they can participate, where they can feel accomplishment and receive recognition for their efforts, where communication is regular, and where there are opportunities for career and knowledge development (Guion, R. 1998).
Motivation is essential for improved performance, so it is critical to identify what motivates employees to perform better. Y. Demirel et al (2013) This paper will use a case study of private banks in the Kurdistan regional government to investigate the impact of motivation on worker productivity (Saraih& sultan,2018).
The problem’s statement Businesses exist to provide services to the general public. Individuals are employed by firms to achieve this goal. These individuals must be productive, and in order to do so, they must be motivated. Motivating employees entails meeting their needs so that they will be motivated to work. Employees frequently leave their jobs due to a lack of motivation, which is costly for the company because recruitment is a time-consuming process.
This study was conducted to determine how motivation affects employee productivity in order to help limit these costs. The study’s objective The goal of this study was to examine the effect of motivation on the performance of employees in private banks at the Kurdistan regional government.
Objectives of research
1. To investigate the impact of goals on the performance of employees in a private bank in the Kurdistan regional government.
2. To investigate the effect of monetary factors on employee performance.
3. To investigate the extent to which employee performance is influenced by recognition and reward programs.
Questions for investigation
1. How do goals influence employee performance in Kurdistan regional government private banks?
2. What effect do monetary incentives have on employee performance in Kurdistan regional government private banks?
3. Do employee recognition and rewards improve productivity in private banks and the Kurdistan regional government?
Hypothesis of Research
Ho1: objectives have a significant impact on employee performance.
Ho2: monetary incentives have an impact on employee job performance.
Ho3: Employee job performance is influenced by recognition and rewards.
The Study’s Scope
This study was carried out in some private banks in the Kurdistan regional government. In the study, five banks with approximately 130 employees were used. Employees from various levels of the banks comprised the sample. To collect the necessary information, questionnaires and interviews were used.
The study’s significance
The findings of this study will help the administration of private banks in the Kurdistan regional government. The study would add to our understanding of the effects of motivation on employee performance. It will also be beneficial to aspiring scholars who are conducting research in the field of motivation and worker performance.
The study would also help the entire banking industry become more knowledgeable about the best practices for motivating their employees. Limitations of the research The following limitations hampered this study:
Time The time allotted for research was insufficient because the study required me to visit various banks and collect relevant data. insufficient financial resources Because there were so many needs, the funds available to fund the research were insufficient.
I was almost out of money from planning the research and obtaining the necessary data collection tools, but I was helped by my family members. Logistical impediments Moving around the various banks was inconvenient and logistically difficult. Language stumbling block It was difficult to communicate with the employees because the majority of them only spoke the local dialect, despite the fact that my studies were in English.
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