Relation Between Motivation and Productivity

Introduction

Productivity is one of the important determinants of the success of an organization. It can be termed as the output to input ratio for production (Field, 2008). Productivity in turn depends on rationalized resource management, especially human resources. While talking about human resources, human behaviour plays a phenomenal role in assessing the underlying productivity in a given situation. Human nature or behaviour reflects the changes in its organizational periphery influenced with various internal and external factors (Waldman, 2003). Motivation is one such factor which can be either intrinsic or extrinsic in nature that impacts the human behaviour and subsequently their performance. It is in fact, the efficiency of the employees that drives the productivity and therefore managing this is of strategic relevance for all the organizations (Tymon et al 2010). As already mentioned, managing the efficiency or talent leads to the creation of human resources or capital that is in congruence with the needs of the employee as well as the organization; hence this can be mutually beneficial for both the organization and the employees. Motivating employees to achieve these goals is propounded to be an alternate. There are multiple motivational theories proposed by different authors and researchers like Maslow, Herzberg, Alderfer, etc. These theories lay the framework for analysing the human behaviour under various circumstances by considering different parameters. These are evaluated in the following report in order to understand and critically assess the contribution or relation between motivation and productivity. This is as well studied in the context of the leading company in the food retail market in UK.

An Overview: Motivation and Productivity

Human resources are considered as the capital by many organizations as they provide the right talent for the firms’ performance.