Leadership and Public Service Motivation †MyAssignmenthelp.com

Question: Discuss about the Leadership and Public Service Motivation. Answer: Introduction According to Armstrong, (2014) employee motivation and performance are the key factors in any organization. Motivation refers to the process of motivating people to be able to achieve their goals in the organization. Some of the psychological factors that may motivate employees in organization are the need of more money, job satisfaction and respect of others. Motivation is very important in the management of the organization. Motivation is used to encourage workers to be able to make an optimistic input in achieving organizational objectives and goals. On the other hand organization performance refers to when employees work to achieve the targets and goals that are set by the organization. It can be financial, time keeping, good customer care , productivity and many more. The method used to collect the data is the use of questionnaires to collect data. The questionnaires were issued to ten respondents who are employees in Sohar University (Cerasoli,2014). The employees responded to the questions well and it was then analyzed depending on the results. The report is based on the impact of motivation on the performance of the employees. Majority of the employees said that non financial incentive is the preferred method of motivation in the organization. Incentives and other factors do affect the performance of the organization. In the figure most of the respondents said that good relationship with co workers motivates them to perform in the organization, followed by company acknowledging the work of employees, then followed by increase in salaries, promotion opportunities and performance appraisal activities. In the above figure the respondents said that the increase in salary is the number one motivating factor in improving the performance of organization followed by annual leave, promotion of the employees, recognition of the employees and lastly motivation talks which comes up last. Conclusion Based on the findings of the questionnaire changes need to be made to improve the work place environment like recognition of employees in organization, involving them in decision making and lastly incorporating incentives and bonuses in salaries to improve performance (Kuvaas,2009). References. Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Cerasoli, C. P., Nicklin, J. M., Ford, M. T. (2014). Intrinsic motivation and extrinsic incentives jointly predict performance: A 40-year meta-analysis.Psychological bulletin,140(4), 980. Kuvaas, B., Dysvik, A. (2009). Perceived investment in employee development, intrinsic motivation and work performance.Human resource management journal,19(3), 217-236. Paarlberg, L. E., Lavigna, B. (2010). Transformational leadership and public service motivation: Driving individual and organizational performance.Public administration review,70(5), 710-718. Zhang, X., Bartol, K. M. (2010). Linking empowering leadership and employee creativity: The influence of psychological empowerment, intrinsic motivation, and creative process engagement.Academy of management journal,53(1), 107-128