The organization should be able to identify different intrinsic factors that help to determine the level of employee motivation. Therefore, the management should be able to identify and exploit these essential factors to ensure all the employees are motivated to perform their tasks. It is because, from the analysis of the research, some employees are not mostly motivated. But when utilizing different extrinsic factors, the employees will feel motivated, and they would increase their productivity (Benabou & Tirole, 2003). By doing this, the managers need to understand that extrinsic factors can also have an impact on the personality or the intrinsic factors on the general motivation of the employee. When handling the extrinsic factors, the managers should be extremely cautious because it may not lead to the motivation of the employees, primarily because of the intrinsic factors. Also, it might be costly (Benabou & Tirole, 2003).
More so, the intrinsic factors should be appreciated by the managers because of their level of influence on employee motivation (Benabou, & Tirole, 2003). Therefore the organization needs to exploit and utilize the intrinsic factors as a way to enable employee motivation. It can be done by encouraging employee involvement in decision making or even innovation, which in turn will increase the growth of an employee among other practices, which can influence the intrinsic factor positively and end up having motivated the employees.
Making Reward Achievable
In the organization, every employee is familiar with the annual bonus and awards, which are awarded to the top-performing employee. One problem that this brings is that since the reward only goes to one or two of the employees, the other employees start feeling that they cannot do much in working hard because the same few people always reap the rewards (Seng, & Arumugam, 2017). According to Vroom’s expectancy theory, one end suggests that an individual must see the desired performance and linked reward as possible (Lloyd, & Mertens, 2018). Therefore, the manager of the organization should plan and set a small series of rewards throughout the year to motivate ongoing performance excellence. It is essential because, during the analysis of the data, it came out clear that the employees would prefer incentives as per the performance of the industry norms. A good example is instead of providing an annual trip, and the organization could arrange different gateways for each quarter. Doing this will motivate all employees, and they would feel appreciated and hence the urge to perform better and improve the productivity of the organization.
Letting employees have a purpose.
The employees should have a clear way of how they can achieve their objectives, and purpose is one of the most reliable motivating force rewards (Seng, & Arumugam, 2017). Therefore, it is crucial to let the employees understand the difference they are making in the organization. This will give them a purpose to continue working hard to achieve productivity. To achieve this, there is a need to implement policies and practices which can positively affect the employee’s motivation.
Provide continuous feedback
When immediate feedback is provided, it allows the employee to understand how their actions affect the company. It is because, as time rolls, it might be hard for someone to remember specific incidents; therefore, it is appropriate to provide instant feedback (Graves, & Sarkis, 2018). Employees are motivated by setting goals when they are receiving continuous feedback and how they are making progress. Furthermore, it is crucial to be specific with the feedback since one is more likely to apply the strength of a particular area on his next project instead of just generalizing the feedback. Also, the research indicated that the employees prefer when inappropriate behavior is acted upon immediately as it occurs because it will help to enhance their performance. Hence providing continuous feedback should be adopted by the organization to help the employees to be motivated more and improve performance.
Recommendation for future research
The research done is not fully complete because of the limitations that are present. Such as having to work on a limited participant count of just 26 participants. Also, the research was done on one organization, and this limits the data collected to obtain more reliable results. Therefore, there is a need for further research to be conducted in the future in a comparative study of employee motivation on a large scale, especially in a public and private sector, so as to obtain a wide variety of understanding of the motivation concept. The future research should put more into consideration the aspects of intrinsic or extrinsic factors and how they impact on employee motivation. Also, the current study should act as the base for future research by reviewing the literature review and improving the present research and the understanding of employee motivation.