1

Motivation

Problem and Background

The staff in the hospital is experiencing low motivation, and the leaders want to establish

the best solution between compensation and performance recognition. The issue of motivation is

a crucial aspect of performance because it allows employees to be effective and productive at

work.

Analysis

In this case, employees need to have a sense of belonging, involvement, and engagement

with the leadership and the organization. Intrinsically motivated behaviors like inventiveness and

dedication translate into an eagerness to achieve more and surpass the set expectations (Burnett

& Lisk, 2019). Salaries help individuals finance their bills, but they may never feel motivated if

they are not satisfied with how they are treated in their workplace. According to research by

Madhani (2019), employee motivation indicators include commitment, satisfaction, engagement,

and loyalty or intent to quit. Positive social recognition by fellow employees and the

management is the best way to promote engagement in the workplace (Locke, 2009). Even

during economic difficulties, motivation can be done by ensuring the staff remains engaged and

satisfied with workplace working conditions and relations (Burnett & Lisk, 2019). According to

course presentation, the needs of employees, such as development opportunities, outweigh

depending on compensation as the only way to motivation.

Recommendation

While employees require decent pay or compensation, they need consistent recognition

for their work. Performance recognition motivates staff by making them feel engaged, valued,

and part of the organization.

 2

References

Burnett, J. R., & Lisk, T. C. (2019). The future of employee engagement: Real-time monitoring

and digital tools for engaging a workforce. International Studies of Management &

Organization, 49(1), 108-119. https://doi.org/10.1080/00208825.2019.1565097

Locke, E. (Ed.). (2009). Handbook of principles of organizational behavior: Indispensable

knowledge for evidence-based management. John Wiley & Sons.

Madhani, P. M. (2019). Rewards Strategy: A Key Driver of Service–Profit Chain. Compensation

& Benefits Review, 51(4), 162-172. https://doi.org/10.1177/0886368702034005010