The world is facing an issue regarding the survival while competing against each other. This is important enough for managing changes in an effective way.  It is difficult for the managers to implement the change and to focus on customer satisfaction. Companies need to take care of employee motivation and performance as an important tool in order to generate effective results.  The concept of employee motivation is a primary issue among all that requires an effective leadership and motivation technique(Employee Motivation, 2018).   Unmotivated candidate tend to cause organizational failure. There are chances that the employees are not ready to perform well causes organizational failure.   This concept is a central factor that causes problem in managing organizational growth.  Workers who are motivated to work hard are productive for the company. It is evident from the point of view of gaining effectiveness and gaining organizational competency(Luthans,2010).   It is necessary from the point of view of generating better results. The high-end quality is important for furnishing goals. It is manageable from the point of view of gaining quality goals.   

This is crucial for the business organization to find out the proper and effective way to organize resources. It is therefore important for the business organization to ensure effectiveness by creating a balance in between physical, emotional, mental and spiritual aspect.  Today a majority of business organizations are focusing on generating better opportunities(McShane and Von Glinow, 2011). These will surely allow in maximizing organizational growth. The purpose behind motivating employees is to retain effective growth. This is necessary from the point of generating better growth opportunity in order to enable organizational effectiveness. This is necessary for generating better results and ensuring effective growth that will surely allow in maintaining the balance.   There is a change in employment practices in recent time that has created a long term benefit(Miner, 2015). One of the most important parts of an organization is to understand the changing factors that are important to understand the employee satisfaction.  This is necessary enough for creating a balance in between the management and the employees.  It is important for managing the changes that are taking place in order to motivate employees and to generate results.   It is quite necessary for the business organization to organize the organizational resources in order to manage all the basic necessities(Nelson and Cooper,2007).   It is important for appealing effective knowledge and development.  The management therefore requires understanding requirement of important project in order to understand the requirement of effective employee motivation and job performance. This is important enough in order to deal in a better way that will allow in managing goals in order to generate long term sustainable results.  It is necessary for attaining growth in an organization while stimulating the employee performance. The employees tend to work efficiently only when there is a necessity manages goals(Noe, Hollenbeck, Gerhart and Wright,2007).

Most of the employees are constantly working in order to manage effectiveness.  Those companies who has implemented an effective job satisfaction.  This process will allow in gaining managing long-term sustainable results.  It is necessary enough for gaining organizational effectiveness and perfuming tasks that are better for a business.  Those organizations evaluating effective business process in order to gain better goals. The primary focus is employee’s satisfaction and efficient job performance. Motivation is referred as a willingness to put an extra effort towards achieving a goal(Pinder,2014).   It is necessary for managing roles and responsibilities. Motivation is not similar to job satisfaction.  Employee performance is important for the overall growth of the company. Performance is vital factor that is necessary for managing organization in order to attain effective role and responsibility.  It is evident for the purpose of gaining growth and applying organizational success in order to meet results.  This is only possible if the employees are performing extraordinary(Robbins and  Judge,2012). But to achieve the extraordinary performance it is important to achieve consistent results. In order to perform well, it is necessary to align the organization.  It is effective from the point of view of gaining competency in order to generate results. Employees are more inclined towards consistent performance that will allow in gaining results for the purpose of long term sustainability. It is therefore important for managing effective role in order to improve organizational results. Changing organization role has created roles that have helped in improving brand value. It is evident for the purpose to generate better results. This is necessary for organizing reports for the purpose of meeting evident result.  It is only possible if the company is able to understand employees aspiration related to a job. This is necessary from the point of view of gaining organizational goals. It is however important for achieving employee motivation and growth. This is necessary for managing the long term growth and managing the applicable result that will allow in enhancing organizational growth(Slocum and Hellriegel,2009).

For those organizations that are using the factors that are important for managing important factors in order to attain effective organizational goals. It is necessary for managing roles that are essential for the business organization in order to meet better result. Human resource management plays a crucial role in this case while recruiting the right and efficient employees.  This practice is important to manage the process in a formal way. This will help in arranging the organizational goals and formulating effective role.   Prior to recruiting the organizations have to integrate the path in the most effective way by integrating the roles and responsibilities.   There is a necessity to develop an effective training and development process that will somehow allow in generating resources. This is necessary for attaining results and motivating employees through different mode. It is important for dealing in most of the factors that are necessary for generating the best possible way that is allocating effective way that is synchronizing effectiveness. Job design is important for generating the most beneficial purpose. It is important enough to generate result.  This is considered as one of the important activity that needs to be handled efficiently. This is necessary for generating performance based results(Wright and Nishii,2007). It is important from the point of developing results in order to magnify the impact of growth and development.

This is important for developing effective employee performance. It is necessary for dealing with the situation in order to arrange organizational results. Rewarding of employees is one of the important aspect that required to be managed in order to encourage them   both financial and non-financial incentives are important for the motivating employees. This helps in boosting employee’s morale. Employers do not put emphasis on the non-monetary benefits. However, these non-monetary benefits are important for gaining long term benefit. It is necessary for managing long term employee’s benefit and appealing sustainable growth and achieving effectiveness.  However the change introduced in the recent time has helped in gaining long term results in term of organizational growth(van Scheers and Botha, 2014). Maslow theory focuses primarily on the individual motivation and provides information regarding the employee satisfaction.  The purpose is to arrange better results and allowing management of resources that is based as: tarts from the bottom going up in this order: physiological needs, safety needs, love/belonging, self-esteem and finally self-actualization. The theory claims that the work place is a setting where people are trying to satisfy their internal needs.   The first basic assumption is that human being is influenced by the behavior.  The satisfaction of one need give rise to another need.   The second assumption states that people tend to put their needs in accordance to their needs.  The hierarchy is formed from the basic requirement that is housing and eating follow with the other major needs.   Achievement and self esteem requirements formed to be the needs at a higher level.  The final assumption is that satisfaction of one need creates another need of advance level.  Employees have to focus on growth and development that has helped in creating possible focus on their individual growth and development.   This is important from the point of view of improving their interest(Ford, 2014).    

To conclude, Employee motivation is one of the important factors that are required to be seen while focusing on deciding the different parameter. In judging the individual employee performance and growth it is one of the important factors that are required to be managed. It is therefore necessary from the point of view of generating concrete focus on employee growth   It is necessary for managing employee growth and organisational development. While generating long term organizational growth it is necessary to focus on systematic job design and performance. Hence it is clear that the organization requires productive performance from employees, with a proper design of jobs, working conditions, setting of goals, motivation and rewards.  These factors play an important role in gaining organizational goal and achieving sustainable growth. From the point of view of gaining sustainable organizational growth and individual growth it is necessary to stimulate employee encouragement.

References 

Employee Motivation, 2018. Online. Available at: https://www.inc.com/encyclopedia/employee-motivation.html Accessed on: 19 Jan 2018

Ford, J.K., 2014. Improving training effectiveness in work organizations. Psychology Press.

Luthans, F. 2010. Organizational Behavior 12 edition. McGraw-Hill Education.

McShane, S., & Von Glinow, M. 2011. M: Organizational behavior. Irwin/McGraw-Hill.

Miner, J. B. 2015. Organizational behavior 1: Essential theories of motivation and leadership. Routledge.

Nelson, D., & Cooper, C. L. (Eds.). 2007. Positive organizational behavior. Sage.

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. 2007. Fundamentals of human resource management. Boston, MA: McGraw-Hill/Irwin.

Pinder, C. C. 2014. Work motivation in organizational behavior. Psychology Press.

Robbins, S. P., & Judge, T. 2012. Essentials of organizational behavior. Essex: Pearson

Slocum, J.W. and Hellriegel, D., 2009. Principles of organizational behavior. South-Western Cengage Learning.

van Scheers, L. and Botha, J., 2014. Analysing relationship between employee job satisfaction and motivation. Journal of Business and Retail Management Research, 9(1).

Wright, P.M. and Nishii, L.H., 2007. Strategic HRM and organizational behavior: Integrating multiple levels of analysis. CAHRS Working Paper Series, p.468.

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