Impact Of Employees Motivation On

Organizational Effectiveness
Abstract
The intention of this research paper is to investigating the correlation between organizational
effectiveness and employee motivation and to recognize the causes that influences employee
motivation. Employee motivation is positively affected by recognition and empowerment.
Employee motivation to do work in the organization is increase by the increasing of employees
empowerment and recognition. It is not easy to carry out business all over the globe. Some
interior and exterior work surrounding reasons affect the organizational effectiveness. There is a
positive relationship between employee motivation and organizational effectiveness. The
organizational attainment and achievement will be superior when more the employees are
motivate to complete the duty. For improving employee motivation which directs to organizational
effectiveness, the research concentrates on the performance and observation of the two
fundamental aspects, empowerment and employee recognition. For employees better
performance it is necessary that organization should make their policies, structure, rules and
regulations that give space to employees and admire and give rewards to them on the
accomplishment and success of their duties. It will definitely lead to organizational effectiveness.

Introduction
Every business and organization wants to attain their goals and has a desire to become
successful.

Literature Review:
Motivation
According to Websters New Collegiate Dictionary, a motive is "something a need or desire that
causes a person to act". Motivation is defined as "the act or process of motivating". as a result,
the performance or procedure of presenting an objective that cause a person to capture some
achievement is motivation (Shanks.N. H.). According to Butkus & Green (1999), motivation is
derived from the word "motivate", means to move, push or influence to proceed for satisfying a
want (Kalimullah et al, 2010).
Bartol and Martin (1998) describe motivation as a power that activates the tendency to continue,
build up behavior, and gives way to behavior (Farhad et al, 2011). This explanation identifies that
in order to attain certain objectives; individuals must be clear about their destinations and be
satisfactorily energetic . According to Bedeian, (1993) it is an internal force to convince an

unsatisfied need and the spirit to achieve. It indicates those psychological actions that
foundations the encouragement, direction, and determination of conscious actions that are goal
oriented (Farhad et al, 2011). It is an inner power that forces individuals to drag off personal and
organizational goals (Reena et al, 2009).

Employee Motivation
Many factors like performance appraisals, employee motivation, Employee satisfaction,
compensation, Training and development, job security, Organizational structure and other
primarily influence on Employee Performance, but the area of study is paying attention only on
employee motivation as this factor highly influence the performance of employees.
One of the policies of managers is employee motivation to increase effective work administration
along with employees in organizations (Shadare et al, 2009). A motivated employee directs its
efforts in that direction through which he must achieve the definite goals and objectives.
Rutherford (1990) reported that motivated employees are constantly looking for better practices
to do a work so motivation makes an organization more successful, so it is necessary for
organizations to encourage motivation of their employees (Kalimullah et al, 2010).
One of the employees most stable and greasy challenges is to do their best work even in tough
circumstances and this can be made possible through motivating them.

Organizational Effectiveness
Organization is the composition of people which generate independent business identity for
some particular reason and getting desired result within defined resources is treated as
effectiveness.
Organizational effectiveness is the view of how capable an organization is in achieving the results
the organization aims to generate (Muhammad, et al, 2011). It plays an important role in
accelerating organizational development (Bulent et al, 2009). It is the net satisfaction of all
components in the process of gathering and changing inputs into output in an efficient way
(Matthew et al, 2005).
Organizational effectiveness is defined as the level to which an organization, by the use of
certain resources, fulfils its objectives without reducing its resources and without placing
excessive tension on its members and society (Mary et al, 1996). It is the maximum combined
value of the primary components (Matthew et al, 2005).
The goal model describes organizational effectiveness in terms of the extent to which an
organization achieves its objectives. The legitimacy model views organizational effectiveness in
terms of a background assessment "of component preferences for performance and natural
restrictions on performance from an external environmental point of view" (Zammuto.R.F, 1982).
The constituency model considers organizational effectiveness "as a set of several statements,
each reflecting the evaluative criteria applied by the various constituencies" involved with the
organization being evaluated with an emphasis on means criteria (Connolly.T, 1980).

TheSYSTEMS RESOURCE model defines organizational effectiveness "in terms of its (the
organizations) negotiating position, as reflected in the ability of the organization, in either
absolute or relative terms, to utilize its environment in the attainment of limited and valued
resources" and how they use these resources (Yuchtman.E, 1987).
The study is aimed to determine the factors that increase employee motivation and the
relationship of organizational effectiveness with employee motivation

Empowerment
According to (Bennis, 1989; Block, 1987; Kanter, 1977; Kanter, 1979; Kanter, 1989; McClelland,
1975) empowerment is defined as an approach to leadership that empowers subordinate as a
main element of managerial and organizational effectiveness (Honold,L, 1997). According to
Bowen & Lawler (1992) to permit employees to formulate decisions is expressed as
empowerment (Amin et al, 2010). Giving authority and liberating potential of employees is
Empowering.
Having larger control over how jobs are done and carried for more growth and productivity is the
main energetic force of empowerment (Smith, B, 1997). According to Tannenbaum (1968), it is
the study of internal organization power and control which illustrated that the distribution of power
and control enhances organizational effectiveness (Honold,L, 1997). Rappaport (1987) defined
empowerment process as mastering on problems of organizations by people, organizations and
societies (Amin et al, 2010).

Empowerment and Employee Motivation

Contribution of employees in management and decision-making related to policies, objectives
and strategies of the organization is employee empowerment and participation. According to
Chao et al. (1994), employees perceptive of the goals, standards and political principles of their
firms were positively and significantly related to employee motivation and gratification towards
work (Reena et al, 2009). Motivating employees that leads to constant increase and
organizational growth are due to Empowerment (Smith, B, 1997).
Empowerment directs faster decision of customer troubles for the reason that employees did not
disperse time referring customer oppositions to managers. Increased independence enhances
work productivity, amplifies employees wisdom of self-efficacy and their motivation to get upon
and complete certain tasks (Mani, V, 2010). According to Brewer et al. (2000), in decision-making
procedures managers should regard employees.
Bhatti and Qureshi (2007) propose that employee participation in organization measures develop
motivation and job-satisfaction level (Reena et al, 2009).