Contemporary Human Resource Challenges - 04

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In fact, I have been discussing contemporary Human Resource Challenge over my previous blogs such as issues pertaining to Training and Development regarding workforce, compliance with Laws and Regulation….and   so on. However I will be further discussing issues that could arise regarding motivation programs being conducted by HR department.

Introduction of motivation
Hunter et al (1990) found that the difference in value-added discretionary performance between ‘superior’ and ‘standard’ performers was 19 percent. It was 48 per cent for highly complex jobs.in fact it is much more necessary to appreciate how motivation work in order to motivate people.and furthermore Motivation is concerned with the strength and direction of behaviour and the factors that influence people to behave in certain ways.

The three components of motivation, Arnold et al (1991)
1. Direction – what a person is trying to do.
2. Effort – how hard a person is trying.
3. Persistence – how long a person keeps on trying.


Motivating other people is about getting them to move in the direction you want them to go in order to achieve a result. Motivating yourself  is about setting the direction independently and then taking a course of action that will ensure that you get there. Motivation can be described as goal-directed behaviour. Well-motivated people engage in discretionary behaviour.


Types of motivation

There are two types of motivational approaches called intrinsic motivation and extrinsic motivation.


 Intrinsic motivation
 Intrinsic motivation can arise from the self-generated factors that influence people’s behavior.It is not created by external incentives. It can take the form of motivation by the work itself  Deci and Ryan (1985) suggested That intrinsic motivation is based on the needs to be competent and self-determining.

Extrinsic motivation
Extrinsic motivation occurs when things are done to or for people to motivate them. These Include rewards, such as incentives, increased pay, praise, or promotion; and punishments, Such as disciplinary action, withholding pay, or criticism. in the mean time Extrinsic motivators  can have an immediate and powerful effect, however it is likely to have a deeper and longer-term effect because they are inherent in individuals and their work and not imposed from outside in such forms as incentive pay.


Issues in relation to motivation
Keeping employees motivated and engaged can help boost morale, reduce turnover and create a more dynamic and profitable operation. While different things motivate different people, there are several demotivating practices that can negatively impact your business. Recognizing and correcting these issues can help improve your organization.

 Some reasons for this motivational problem include:
§  Inappropriate hires.
§  Not taking advantage of an employee's skill set.
§  Lack of professional development opportunities.





 Reference -


Hunter, J E, Schmidt, F L and Judiesch, M K (1990) Individual differences in output variability as afunction of job complexity, Journal of Applied Psychology, 75 (1), pp 28–42

Arnold, J, Robertson, I T and Cooper, C L (1991) Work Psychology, Pitman, London

Deci, E L and Ryan, R M (1985) Intrinsic Motivation and Self-determination in Human Behaviour,
Plenum, New York

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