Motivation as an Impact in Global IT Industry

The foundation of modern-goal setting which is having a momentous impact to management of a workforce today was set by Locke’s goal setting theory ( Lunenburg, 2011) . The theory can be considered as the blueprint of motivation for the modern workplace as goal setting theory makes the employee engagement, goals and productivity to relate to each other with actionable and clear goals ( Seijts et al. , 2004) . The effect on the subsequent performance is greater, after setting goals which are difficult but specific, and such goals makes the individuals or teams to perform better than the easy general goals as described by Mann, Ridder and Fujita (2013 ). Figure 1: Setting and reaching a goal Source: Foster (2016) Information technology industry which involves building state of the art technology solutions to every aspect of modern life, required the employees to perform productively to stay in business ( Tohidi, 2011) . There should be enough challenge to the knowledge wo...

Comparing oneself to family, friends, relatives or specially colleagues is a norm for any individual, even though such comparison generally causes sadness than joy ( Stecher and Rosse, 2007 ). This psychological phenomenon, which is posing a challenge in the workplace, can be explained as how the individuals perceive the inputs and outputs at work, compared to other colleagues in the organization ( Bilan and Abayomi, 2018) . In the Adam’s equity theory, the compensation package of an employees is identified in relation to the other workers in the company with consideration to the social environment factor, rather than just focusing on money itself ( Bilan and Abayomi, 2018) . Therefore, how an employee is treated by the employer is perceived by the individual employee, based on the received rewards by his/her colleagues ( Stecher and Rosse, 2007 ). Figure 1: Adams’s Equity Theory Source: Mulder (2018) The balance between the input or everything including effort, skills an...

Vroom’s expectancy splits the concerns of effort, performance and outcomes, where Maslow and Herzberg focus on the relationships between the effort expended due to the motivations and the internal needs ( Parijat and Bagga, 2014 ). The expectancy theory says, out of the available alternative one would make conscious choice on his/her behaviors, targeting to maximize the pleasure while minimizing the pain ( Hemamalini and Washington, 2014 ). An employee’s performance is relied upon the skillset, capabilities, knowledge, experience and the personality of the individual ( Lambright, 2010 ). One’s motivation is affecting the effort and performance, and to provide evidence on this link three variables Expectance, Instrumentality and Valence are used in the Vroom’s expectancy theory ( Parijat and Bagga, 2014 ). Figure 1: Vroom’s Expectancy Theory Source: Keth (2015) In relation to the performance of an employee his/her own expectation of effort and supportiveness of the management...

Employee motivation is crucial for organization to improve performance and meet the organizational goals, since less motivated employees can affect the organization negatively due to poor performance and fail to achieve organization goals ( Dartey-Baah and Amoako, 2011 ). Herzberg two factor theory is a motivation theory introduce by psychologist Fredrick Herzberg to identify the root of motivational factors and demotivational factors of the employees ( Alshmemri, Shahwan-Akl, and Maude, 2017) . Herzberg’s two factor theory is consisting with motivational factors and hygiene factors ( Dartey-Baah and Amoako, 2011 ).  Figure 1: Herzberg’s Two Factor Theory Source: Marfice (2019) 1. Motivating factors Motivation factors can be identified as causes of feel of satisfaction, which directly influence the employees to work hard ( Alshmemri, Shahwan-Akl, and Maude, 2017) . Achievement Employees should get opportunities to perform and show the capabilities to feel a...