Factors Influencing Employee Motivation


There are several leading to an increased productivity of an individual. One needs to understand and accept the goals that are before him or her. Employers need to make clear the goals they want their employees to achieve within a specific time frame in order to ensure maximum productivity. Freedom, for example, allowing employees to set their own goals is also important in each and every organization as it motivates the employee in his work. This essay discusses these factors and how they affect the employee productivity in an organization. I also include my personal experience of how these factors helped in my project.

1.1 Goal Acceptance

The first step towards creating motivation is to fully accept the goal (Locke & Latham, 2002). This is because resistance towards the goal results to low performance. Workers in an organisation are required to accept the goal in order to be committed towards the set objectives. The best way to enhance commitment and acceptance of the organizational goals is by encouraging workers to set their own goals. According to research carried out by Erez and Earley and Hulin (1985), the results show that the sense of self control an individual feels during making personal and internal goals that increases the level of both acceptance and task performance. In addition to that, presenting the objectives or rationale clearly to the participants can also increase the motivation and acceptance (Locke & Latham, 2002). Employees who are assigned to a specific task but fail to understand the reason of doing it can develop a rebellious attitude, leading to resistance. Internal and external goals accompanied with the purposes of a task are more welcome by employees, therefore, more productivity.

1.2 Goal Commitment

Goal commitment is the level of determination individual has towards achieving a goal that he or she has accepted.  Research reveals that employees must find the goal important and believe that they can achieve it in order to commit it (Locke & Latham, 2002). Since all SMART goals should be feasible, making employee aware of the importance of the job can improve their commitment to the goal.

1.3 Goal Difficulty

The goal should not be set too high that it becomes unachievable, or too low that will not

Require a higher performance. Goals with appropriate difficulty are proven to be the most effective. Setting a higher goal difficulty will enhance the amount of time and effort one will spend to achieve it and an improved performance. Higher difficulty also increases the sense of accomplishment and motivation the employee will experience. The performance and intrinsic motivation drop sharply when an individual fails to attain difficult goals. Research indicates that one will either forfeit the mission or have the tendency to be dishonest in this situation. Therefore, moderately difficult goals will result in the best performance and motivation.

1.4 Feedback

Feedback is necessary for one to gauge performance and make adjustment. Experiment conducted by Kim and Hamner (1976) suggests that adding evaluative or non-evaluative feedback generally enhance performance. Employees can gauge their performances according to the feedback and recognize their progression or regression during the process. Appropriate feedback for short term goals also provides motivation as it reminds the employees of the primary objective of the goal. Furthermore, a timely feedback can make people realize their weaknesses in the goal setting process and make adjustments and adaption accordingly.


I began employing the SMART goal methodology when I chose this topic for my work report. There were two groups working on cloud computing project, the first one was developing a new user interface and the other one was completing the background cloud computing features. I was assigned the task of design few tables and display some data on the old version interface. I made a SMART goal in order to complete one of the tables in two days. However, I failed to accomplish this goal because I thought the work I started was s useless since they could not adapt this feature in the new version. I spent most of my time helping my colleges with the development on the new version. After two days when I rethought the situation and realized that I had not fully accepted this task, not to mention understanding its importance. I discussed with my supervisor as to why he assigned. After the talk, I reached the goal to finish all the tables in three days. Noting the objectives of my assignment, therefore, helped me to internalize the goal and increased my acceptance and motivation. Meanwhile understanding the necessity of the task improved my efficacy and commitment to my goal.


Employee motivation is the major factor influencing productivity. High motivation is required for higher productivity, while low motivation leads to low productivity. Employees should be allowed to set their own goals as well as understand the goals that they are required to achieve. Increasing the goal acceptance and commitment definitely raise motivation as well as the performance of an individual. With this experience in mind, I will pay close attention to the purpose of a goal to avoid waste of time in my future career.

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