Introduction
Employees form the major profit determining factor within any organization. This is because they are the people who offer labour and strategic ideas that can be used to make an organization gain competitive advantage in the market at large. Employees ` performance and actions are influenced by different factors including working conditions, amount of salaries, and how motivated they are. These actions can be termed as employee outcomes which include good or poor performance, resignation and improved contribution. On the other hand, there are various motivation theories which include drive, incentive and humanistic theories. This paper seeks to discuss which employee outcomes that are most and least likely to be affected by explanations offered by motivation theories.
Humanistic motivation theory employs the Maslow`s hierarchy of needs to identify what best motivates any employee. Therefore, it is essential to identify the correct motivating factors in order to enhance positive contribution towards the firm at large. From these explanations, I believe that employees outcome such as good or poor performance is highly explained by the humanistic motivation theory. Moreover, resignation which is another form of employee outcome can be due to low remunerations. This can be explained through the incentive theory of motivation. Incentive theory asserts that most employees are attracted to competitive wages. As such, they can easily resign if they are not well paid. An organization, therefore, has to pay its employees well. Otherwise, it would experience high turnover. Additionally, employees’ outcome such as good performance can be attributed to drive motivation theory. Through drive motivation theory, employees are self-driven to fulfil certain objectives. However, employees` outcomes such as redundancy can be least explained by motivation theories. This is because redundancy could be as a result of use of incorrect technology.
Conclusion
Employee outcomes such as improved performance and resignation are most affected by explanations in the motivation theories. On the other hand, redundancy is least affected by explanations in motivation theories.
References
Nieuwenhuizen, C. (2010). Business Management for Entrepreneurs. New York: Juta and Company Ltd.
Pfister, J. (2009). Managing Organizational Culture for Effective Internal Control (Illustrated ed.). New York : Springer.
Robbins, S. P., & Judge, T. A. (2009). Organizational behavior (13th ed. ed.). Upper Saddle River,NJ: Pearson/Prentice Hall.
