The focus of a person's behavior suggests the many possible actions that a person could engage in, while determination refers to whether, when faced with obstacles, that person continues to try or gives up. Senior leadership, middle management or the direct manager and the employee are responsible for motivation. Several factors are involved, from engagement to job satisfaction, accomplishment, recognition and rewards. Motivation is essential for working independently, as well as collaboratively for successful teamwork. The ultimate focus of the organization should be successful retention of great talent, meet goals and perform beyond expectations. It is the role of human resources and organizational leaders to nurture an atmosphere for excellence and quality performance. This article intends to address the questions of what motivates employees, what fosters job satisfaction, and what supports motivation as all of those questions relate to performance.
What Motivates Employees?.
"Motivation" typically refers to an inner drive or an external inducement to undertake an action. Multiple studies have documented a positive correlation between motivation and job performance, and between motivation and job satisfaction, although the causality among motivation, performance, and satisfaction has not been established. In this project, measures of performance and satisfaction were used to reveal gender and generational differences in the way actual and anticipated rewards influenced motivation. Two hypotheses governed the analysis: (1) motivation is positively correlated with actual reward, and (2) motivation is higher among employees who expect, in exchange for performing their job well, to receive the rewards they most desire [Lin03]. The hierarchy of needs theory as elaborated by Abraham Maslow splits the human needs in five categories, each of them implying more distinctive types like: physiological needs, safety needs, social needs, esteem needs and self-esteem [Gug12].