Motivation and Its Impact on Performance of the Employees

This survey focuses on motivation and its impact on employee performance. Motivation comes from the concept of hedonism, which means that humans always want happiness and comfort, and want to avoid tension and pain. (Kamal, Khan, Khan, and Khan, 2006) Mr. Li is a generic term applied to the whole drive, desire, needs, and desires. It is essentially a process that individuals attempt to meet specific needs by participating in various actions.

In this article, we are paying attention not only to the performance of employees on the front lines but also to the impact of motivation to the whole organization. In order to investigate this topic, this review explains the motivation and its impact on employee and company performance, research related incentive theory, and the impact of appropriate incentive strategies on Primark. Grant (2010: 95) defines motivation as "the amount of effort to achieve work". This shows that motivated people pay more effort than unaffected people. Armstrong (2008: 34) combines it with leadership as it involves influencing people to achieve specific goals. According to Armstrong, organizations offer incentives to motivate employees. He identified two incentives: internal and external.

The organization's performance is strongly influenced by aggressive employees. By motivating employees in the organization, their attitudes towards the organization and their perception of their goals and goals have been greatly stimulated. Competent employees work harder and smarter than unwilling employees. Improve the quality and quantity of the organization's products. As a result, organizations can offer customers better quality and quantity products than competitors. Organizations can get better advantages than competitors by obtaining the same products of lower quality and better quality and quantity than competitors.