al behavior motivational strategies that encourage individual or team responsibility for work performance and quality can be said to have the interests of their employees at heart. The paper emphasizes on the motivational techniques applied by the organization, the expectations of the management and the impact of these actions on the employees as well as the organizational productivity.
Organizations strive to ensure that employees are aware of the organizational goals to enhance coordination in the workplace. The management tasks are made easy when employees are motivated through understanding the organizational goals. The goal theory postulates that people are motivated when they realize the expectations of the organization (Hitt et al. 2005). It requires that goals are set and employees adequately informed regarding the cause of action and also receive feedback appropriately. However, the question that arises is whether motivating the employees through goal setting is actually on humanistic basis or it is for the benefit of the organization. In essence, the goal of venturing in business is to generate profits for the organization. Employees are facilitators of the accomplishment of organizational goals. Their skills and commitment are required for the organization to remain competent in the operating environment. It is therefore prudent for managers to ensure that they promote a shared vision, which encourages the employees to own organizational goals. Once they own the goals and increase productivity, the organization gains in terms of profitability and therefore it is capable of offering better compensation packages. From this perspective, the employees are also portrayed as beneficiaries of motivation. In essence, there is usually a reciprocal relationship between the employer and the employees. If the organization does not perform well in the market, there can not be enough finances to cater for employees’ needs.
Motivation through reward schemes is also