1.

INTRODUCTION

It has been argued by many scholars and practitioner in the field of management that the human assets are
undoubtedly“the most valuable and volatile asset any organisation can possess. An organisation will be
effective in its operation and output only if its members are motivated to perform at a high level. Even the
best business strategies and appropriate organizational architecture will be not of much use if the employee
is not motivated. It has been seen that the strategies like the development of cost based advantage or
obtaining the market niche can be matched by the competitor but the strategies like motivation, specialized
know how are the ones which are created by the company over a period of time and thus it becomes difficult
to be matched by the competitors.”

Motivation is the“word derived from the word motive which means needs, desires, wants or drives within
the persons.1 It is the process of inspiring people to actions to achieve the goals. There are many
motivational techniques which directs the employees for greater organizational productivity. However, it
becomes difficult to identify the impact of various motivational factors on individual and group behaviour
within an organised work endeavour. Every employee who works within the organisation and for the
organization needs to be motivated by adopting the appropriate motivational toll with effective”management
and leadership to achieve the desired organizational goal.

Every member of the organization needs to be motivated irrespective of whether they are the senior
employees or the new recruits who are new to the professional world. Every set of employees need to be
motivated. It is seen that when a new person joins the organization, he sees himself in totally new
environment with new people and it is natural for anyone to feel nervous, thus they often lack confidence.
Therefore, it becomes important for the managers to motivate this set of employees since they are new and
serves as the new blood in the organisation. They are inherently more energetic as compared to other
employees of the organization and motivating them in any manner will lead the organization to get a high-
performance rate, high productivity and hence a high profit.

2. LITERATURE REVIEW

The literature review is the summarization of the existing articles so as to give a specific concept about the
matter.

2.1 Motivational Factors of Employees Retention and Engagement in Organizations2

The author in this article focuses upon all the motivational factors that are crucial in influencing
employee retention.“These factors are the financial rewards, job characteristics, career development,
recognition, management and work-life balance. According to the author, retention is the process of
physically keeping employee members in an organization for the success of organization. He was of
the opinion that retention and engagement of high prospective employees are a huge challenge to

1
Impact of employee motivation on performance available at https://www.peoplematters.in/article/performance-
management/impact-of-employee-motivation-on-job-performance-14553
2
Ahmad P., (2012) “Motivational Factors of Employee Retention and Engagement in Organization”, 6(1) IJAME, 88-95
 organizations when generally the turnover rates are high. The reason for this could be at the work
level or the personal level. In many cases, even engaged employees are sometimes dissatisfied with
the outcomes of organizational performance which may lead them to look elsewhere. The aim of this
paper is to investigate and identify the motivational factors that influence employee retention
and examines their impacts on both the organization and employees. The entire paper is well
divided into segments where the author follows the deductive approach to examine the associated
theories and empirical evidence for the employee retention. This paper will formulate appropriate
retention strategies that can be implemented to reduce turnover rates and enhance retention and
engagement of employees.
According to the author, Retention and engagement start at the very early stages of the recruitment
process. It is a never-ending process as retention and engagement is affected by almost all aspects of
the business3 and directly affecting the employee/employer relationships around the world.
The author in this paper identified six factors primarily which helps the organization in retaining the
employees and engage all their activities in such a manner which will help in retention of the
employees. The first factor as identified is the financial reward, the author was of the opinion that
money is still the primary incentive that causes the employee to do better. However, it is not for long-
term commitment. He stated that high salaries are not important, but good and fair salaries showed a
strong correlation with intention to remain. 4 The second important factor identified is the recognition
given to the employee. Being recognised for doing a good job makes individuals feel better about
themselves and the organization they work for ensuring more loyalty.”Employers are in the best
position to recognize and retain today’s employees. The recognition activities should be fair,
transparent, inclusive, frequent, timely and varied. These two factors were in detail discussed in the
paper by the author. Nonetheless, it was accepted that the importance of other factors should not be
miscalculated when formulating a retention policy. Also, employers should focus on issues and on
the personal relationships they have with the employee to perform each function. This research
sought to identify factors that affect employee retention and predict ways that the organization can
improve on current practices.
2.2 The impact of expectations on newcomer performance in teams as mediated by work
characteristics, social exchanges, and empowerment.5
The author in this research paper undertook“a primary research for testing a set of newcomer’s work
performance while working in a team. The general self-efficacy and experience predicted newcomer,
team expectations and motivational and interpersonal processes helped in linking expectations and
the newcomer’s performance. The main aim of the author through this study is to focus on the
performance of individual newcomers who join the existing teams. How the motivation process
3
BioTalent Canada (2011) Employee engagement and retention available at http://biotalent.ca/userfiles/file/toolkits/english/bio
talenthrtoolkit/biotalent_hr_tool_kit_module_14_e .pdf
4
Higginbotham JS (1997) The satisfaction equation. Research & Development, 39(10):1-9
5
Chen G., (2003), The impact of expectations on newcomer performance in teams as mediated by work characteristics, social
exchanges, and empowerment, AMJ, 46, 591-607.
 affects the performance of newcomer. The research also focuses on the socialization of knowledge
workers and its effect on the performance and output level of the organization.
Many organizations are moving toward group-focused projects and work environments, it is more
important than ever to analyse the dynamics of teams”and the process of newcomer socialization in
the formation of teams.6 The findings of this study indicate that both motivational and interpersonal
processes are accurate predictors of newcomer performance in a team environment. The authors
suggest that to“facilitate a smooth transition into a team work environment, it is necessary for
organization members to communicate clear expectations, goals and role requirements. Also
beneficial for newcomer entry into a group setting is choosing individuals with a high level of self-
efficacy and facilitating a sense of empowerment. Empowerment results from creating clear
expectations as well as team support and encouragement. In this climate, teams have a greater chance
for success and productivity. Moreover, the author adopted certain statistical tools for measuring the
relationships between (1) newcomer experience and newcomer performance, (2) team expectation
and social exchanges, and (3) social exchange and newcomer role performance. So, the main findings
by the researcher at the end of the research comes out to be that male newcomers had high level of
expectation and are expected to perform better and thus felt more empowered than”female
newcomers. Second, the new hires had a lower performance expectation but are assigned more
challenging work thus a good mode of motivating them. Finally, team performance positively
predicted newcomer role performance.
3. OBJECTIVE OF THE STUDY

The objective of conducting this research is that since the employees are assets to the organisation, therefore
their productivity and performance is influenced from the level of motivation. Therefore, the aim is:

1. To study the factors influencing the motivation of the new recruits of the organisation.
2. To study whether lack of motivation is responsible for employee turnover keeping the new recruits in
question as well.
4. RESEARCH METHODOLOGY

The methodology“section describes the research procedures. This paper adopts secondary source of data
collection with associated theoretical content. The author attempts to examine journal articles and other
publications related to the factors of motivation. Literature review is used as the main research tool for this
paper. This paper further attempts to explore those factors which influences motivation of the new recruits of
the organisation. Thus, its consequential impact on the employee turnover rate. Also, with the help of
existing data the author attempts to know the ways in which the motivation level could be maintained within
the organization. Finally, this paper attempts to discuss and conclude by giving future research directions for
intended researchers.”

6
Chaudhary, N., Sharma, B. (2012). Impact of employee motivation on performance (productivity) in private organization.
International Journal of Business Trends and Technology, 2(4), 29–35.
 5. RESULTS AND CONCLUSION

The principle objective of this article is to study and identify those factors which affects the motivation of
employees specially of the new recruits. Also, another focus of the study is to know the impact of
motivation on the employee turnover rate. These objectives also take into consideration the new recruits.

As it is already known that motivation is undoubtedly the ulterior force behind the doing of a task. It is that
psychological force which drives and guides the behaviour of employees. It consists of both sets of internal
and external factors.7 Generally, the result of such a force in an individual lead to accomplishment of the
desired result and goals. Connecting such a force to workplace would mean the process of boosting
employee’s morale in order to encourage them to willingly give their best in accomplishing the assigned
tasks. The study shows that there are two kinds of factors: extrinsic and intrinsic factors that influence
motivation. 8 the extrinsic factors are those which cannot be satisfied by the work itself, while intrinsic are
the ones which can be enhanced by the work.

Generally, the organization has two“categories of employees: the new recruits, the regular employees. Every
employee needs motivation to keep them going. But it is the duty of the manager to look which person
requires which kind of motivation so as to bring the best out of that employee. It is seen that when a person
joins the organization, the environment is completely changed for him and they often lack confidence. Thus,
it throws a duty upon the manager to motivate them so that they work to the best of their capabilities. The
first and the most important factor which can boost the morale pertains to work environment. The manager
must try to create a pleasant and friendly work environment.9 Since the employees spend a major part of
their lives in the office, the manager need to create a working environment that is as friendly and
comfortable as possible. It should not be stressful rather should be such which makes them eager to go to
work every day and will reduce stress levels. Moreover, if the new employee is hesitant to ask about his
doubt, this atmosphere will provide him that opportunity. Thus, he will develop his willingness to work.
Next, is the effective communication and dissemination of information. Communication a key to increase
or decrease the level of motivation and performance. It develops a level of trust and connection with the new
employee. He will feel more motivated if the manager communicates with him in an informal manner about
the concerns of the employee. The communication should be a two -way communication to reap the real
benefits of it. This will surely ensure a more trust and confidence between the two.”The next is money or
salary which remains the primary factor of every employee being the new or the old ones. The monetary
compensation has the supremacy to magnetise, retain and motivate individuals towards the high
performance. The rewards in the form of pay, promotion, bonuses motivate the employees and enhances
their productivity level. It is by far the most recognised factor which has the capability of keeping the
employees motivated. In case of new recruits, they will be more motivated and willing to do more.
Moreover, the bonuses will create a competitive spirit between the employees and thus it will be beneficial
7
Owoyele S., (2017) Factors influencing Employee Motivation and its impact on employee performance, CUAS, Nov, 56-112
8
Ibid.
9
Maduka, C. E., Okafor, O. (2014). Effect of motivation on employee productivity: A study of manufacturing companies in
Nnewi. International Journal of Managerial Studies and Research, 2(7), 137–147.
for the meeting of the organization’s goal. The next important factor for the new recruits will be recognition
by the superiors. It is seen that when a superior or a senior recognises the employee’s work, it provides a
psychological gain and enhances the level of motivation. The employee will be more determined towards the
work and thus he will try to align his personal goals with the organisational goals. Further, the manager is
also equipped with the duty of providing opportunity to the new recruits to take part in discussion. Not
only taking part but also considering their opinion and view points and recognising the same while deciding
upon any problem will give a feeling of oneness and the employee will feel that he/she is also a part of the
team. Therefore, this will enhance the job satisfaction and thereby an increase in motivation.

These are some of the factors which have the capacity of building and destructing the organisation by
affecting the motivation level of the employees. The new recruits are the fresh blood and so tender which if
given support and exposure will surely bloom in their own career and will also take the organization to new
heights.

The second objective of the article pertains to the employee turnover. Employee turnover,“basically means
the percentage of employees who within a particular period of time opt to leave the company or business for
other companies. This forces the company to replace them with new employees at an additional cost .10 This
causes a great loss to the company, given the fact that it has spent a lot of resources to perfect the skills of
these employees, only to have them leave the company and render their services to competitors. High rates
of employee turnover are signs of lacking employee trust. hence affects their performance. In this regard the
tool of motivation is by far capable of reducing the turnover rate. Improving the work environment with
focus on the wellbeing of the employees might lead to a decrease in turnover and increase”productivity.11 In
the 21st century, the employees not only wants a job with money coming in, rather they want growth and
development of their career. Due to this they tend to leave the job, however, if the company provides
adequate opportunity for growth, this will serve as a motivation for a long term because it is a gain in new
skills and an opportunity to learn different methods of learning. 12 Also, when employees are not happy with
the income they make, turnover rate increases. 13 Therefore, in regard to the new employees, if they don’t
find an opportunity of growth or a conducive environment, they will loose their focus and morale for the
present work and this will directly affect the overall productivity.

In my opinion, it is generally observed that the new employees are hesitant and less comfortable sharing
their concern regarding work, working environment and the work culture. Therefore,“the company must
have a buddy system. In this system, every new employee is assigned a senior employee as his friend with
whom he can share every concern. This boosts the morale and provides a direction to the new recruit.
Moreover, the organization should acknowledge and exploit the factors in their human resource management

10
Tracey, J.B. & Hinkin, T.R. 2008. Contextual factors and cost profiles associated with employee turnover. Cornell Hospitality
Quarterly, 49: 12–27.
11
Ryan, R.M., & Deci, E.L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and
well-being. American Psychologist. 55(1), 68-78.
12
Marx E (1996) The influence of task and role characteristics on organisational commitment
13
Lindner, J.R. (2004). Understanding Employee Motivation. Journal of Extension, 36(3), 1-8.
practices so as to ensure that the employees are well motivated to perform their tasks. 14 The organization and
the general management should consider implementing policies and practices that positively affect employee
motivation. Such a strategy should be taken with the general organizational goals and objectives and should
contribute to both the long-term and the short – term human resource strategy.

FUTURE RESEARCH - Future research should concentrate on one of the several factors (either extrinsic
or intrinsic) factors and control for the other so as to establish exactly the manner and extent in which the
chosen factors do determine employee motivation.”

14
Dobre, O. I. (2013). Employee motivation and organizational performance. Review of Applied Socio-Economic Research,
5(1), 53.