Motivation and Job Performance

Table of Contents Abstract

tittle

Chapter 1: Introduction

1.1 Introduction and definitions
1.2 Problem Statement
1.3 Research Questions
1.4 Methodology
1.5 Structure

Chapter 2: Employee Motivation

2.1 The concept motivation
2.2 Herzberg and Maslow
2.3. Intrinsic and extrinsic motivation
2.3. The relationship between intrinsic and extrinsic motivation

Chapter 3: Employee Performance
3.1 Performance in organizations
3.2 Job performance
3.3 Measuring job performance
3.4 Options for measuring job performance objectively

Chapter 4: Employee Motivation and Performance

4.1 The relationship between employee motivation and job performance
4.2 Motivating employees intrinsically to perform
4.3 Motivating employees extrinsically to perform

Chapter 5: Conclusion
5.1 Conclusion
5.2 Managerial implications
References

1.1 Introduction
Many people tend to assume that the most important motivator at work is pay. Yet, studies point to a different factor as the major influence over worker motivation, job design. How a job is designed has a major impact on employee motivation, job satisfaction, commitment to an organization, absenteeism, and turnover. The question of how to properly design jobs so that employees are more productive and more satisfied has also received attention from managers and researchers since the beginning of the 20th century. This chapter therefore discusses background studies relating to how job design tends to affect employee motivation and job performance and then based on the background, the research problem, objectives of the study, research questions, relevance of the study, among others are stated.
Motivation is a topic that is extensively

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