Effects of motivation in individuals’ work performance in a large public 

This paper focuses on the Effects of motivation in individuals’ work performance in a large public sector organization in a large south-eastern state.

Effects of motivation in individuals’ work performance in a large public

Topic: Effects of motivation in individuals’ work performance in a large public sector organization in a large south-eastern state.

Consider a QUALITATIVE template or MIXED methods template (qualitative and quantitative)…depending on the available resources for such dissertation.

Need sections (see provided templates for appropriate sections required):

Firstly, Intro/Statement of Problem.

Secondly, Literature Review

Thirdly, Methodology

Fourthly, findings / Results

Further, discussion

More details;

The effect of work motivation on employee performance: Empirical evidence from 4-star hotels in Mongolia

Objective

The main objective of the study was to assess level of motivation, how nurses perceived work motivation and also its effects on organizational performance among nurses working in Hawassa public and private hospitals.

Results

It was found that majority (64.1%) of the nurses perceive motivation as motivators. Getting prospective encouragement, recognition and financial incentives were the main descriptions the nurses gave to motivation. Increased work performance, job satisfaction, good team spirit, patient satisfaction and also job attachment were the reported effects of nurses’ motivation.

Introduction

Rahimic defined motivation as an individual’s level of readiness to perform an action and it comprises all factors that influence, intensify and organize human behavior. Motivation in the work context is expressed as an individual’s degree of willingness to exert and maintain an effort towards organizational goals. Employees have different competing needs that are driven by various motivators. Therefore, to maximize organizational performance, organization and also its managers should understand what really motivates the employees.

Majority of them considered motivation as a “motivator”, i.e. an incentive, and not as a state of mind. In Kenya, one-fifth understands motivation as encouragement, however, there is a larger share of health workers who refer to that intrinsic state of willingness and pleasure to do one’s work.

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