Our Service team is comprised of two groups, Inside Sales and Customer Support. The Inside Sales groups are responsible for pre-purchase order activities such as technical support, quotes, price & availability and order review. We have three primary Inside Sales Methodology/approach – We use a conceptual approach to extend a service-dominant (S-D) logic, ecosystems view of value cocreation by drawing on the literature regarding networks in marketing and Feb 15, · Business models and business model innovation have received substantial attention in literature and industry and it is increasingly suggested that business model innovation is a key to business success (Chesbrough, , Lüdeke-Freund, , Zott et al., ).With the rising global sustainability pressures, collaboration between firms and other key stakeholders is becoming more
A literature review on motivation | SpringerLink
Research on motivation has attracted academic and corporate entities over the last two decades, service marketing literature review. In the present service marketing literature review, authors have reviewed the intense literature to extract all possible dimensions of motivation, having direct and indirect impact on motivation techniques.
This has examined the multidimensionality of motivation from the existing literature and present a conceptual framework based on it, and it is experienced that various motivation techniques discussed in this study are having a positive impact on both employee satisfaction and the quality of performance in the organization; however, the model needs to be validated using quantitative measures.
In order to study the various issues highlighted in this paper related to employee motivation, a large body of literature mainly from different journals have been incorporated. To make the study more current only those studies were included which were published in the last two decades.
In past research papers few dimensions of motivation were used to explain the different models motivation theory which has direct influence on employee motivation.
The novelty of this study lies in its theoretical framework where authors have made an attempt to come up with a construct having dimensions that directly or indirectly influences employee motivation, service marketing literature review. The ingredients of motivation lie within all and the internalized drive toward the dominant service marketing literature review of the moment Rabby Motivation directly links to individual performance that gain to organization performance and as a catalyzer for all individual employees working for an organization to enhance their working performance or to complete task in much better way than they usually do.
Organization runs because of people working for it, and each person contributes toward achieving the ultimate goal of an organization, service marketing literature review.
Panagiotakopoulos concluded that factors affecting staff motivation at a period where the financial rewards are kept to the least leads to stimulate employee performance. Similarly Dysvik and Kuvaas concluded that intrinsic motivation was the strongest predictor of turnover intention and relationship between mastery-approach goals and turnover intention was only positive for employees, low in intrinsic motivation.
The only thing organization needs to do is to give employees with ample resources and platform to do. In this paper, we have taken various techniques of motivation from existing literature, and managed to make flow of motivation from young-age employees to old-age employees, service marketing literature review. From organization perspective managers need to understand the flow of motivation, it helps them to create a culture where employees always get motivated to do better.
Barney and Steven Elias found that with extrinsic motivation there exist a significant interaction between job stress, flex time, and country of residence. Leaders know that at the heart of every productive and successful business lies a thriving organizational culture and hardworking people collaborate passionately to produce great results Gignac and Palmer In the body of literature, various frameworks are used by the researchers based on theory of motivation, with only few dimensions of motivation.
In a complex and dynamic environment, leader of the organization used to create the environment in which employee feel trusted and are empowered to take decisions in the organization which leads to enhance motivation level of employee and ultimately organizational performance are enhanced. Smith and Rupp stated that performance is a role of individual motivation; organizational strategy, and structure and resistance to change, is an empirical role relating motivation in the organization.
Likewise, Luthans and Stajkovic concluded that advancement of human resources through rewards, monetary incentives, and organizational behavior modification has generated a large volume of debate in the human resource and sales performance field. According to Orpen better the relationship between mentors and mentees in the formal mentoring program, the more mentees are motivated to work hard and committed to their organization.
Likewise, Malina and Selto conducted a case study in one corporate setting by using balance score card BSC method and found out that organizational outcomes would be greater if employees are provided with positive motivation. The establishment of operations-based targets will help the provision of strategic feedback by allowing the evaluation of actual performance against the operations-based targets. Goal-directed behavior and strategic feedback are expected to enhance organizational performance Chenhall Kunz and Pfaff stated no substantive reason to fear service marketing literature review undermining effect of extrinsic rewards on intrinsic motivation.
Decoene and Bruggeman in their service marketing literature review developed and illustrated a model of the relationship between strategic alignment, motivation and organizational performance in a BSC context and find that effective strategic alignment empowers and motivates working executives.
Leaders motivate people to follow a participative design of work in which they are responsible and get it together, service marketing literature review, which make them responsible for their performance.
Aguinis et al. Vuori and Okkonen stated that motivation helps to share knowledge through an intra-organizational social media platform which can help the organization to reach its goals and objectives. Den and Verburg found the impact of high performing work systems, also called human resource practices, on perceptual measures of firm performance.
Ashmos and Duchon recognizes that employees have both a mind and a spirit and seek to find meaning and purpose in their work, and an aspiration to be part of a community, hence making their jobs worthwhile and motivating them to do at a high level with a view to personal and social development. The primary objective to write this review is to highlight the flow of motivation and reveals what motivation technique works more efficiently in different stages of life.
This study provides useful managerial implication for employee motivation in an organization. The dimensions are made fit into a model that can benefit organization to enhance their performance; however, the model needs to validate through case study or quantitative study.
To study the various issues highlighted in this study related to employee motivation, this study reviews a large body of literature mainly in different journals. Once all the issues have been identified, each issue is used as a keyword to search the relevant literature. To make the study more current only those studies are included which are published in the last two decades, while priority is given to studies which are published in the last decade.
Table 1 shows that the number of articles or reviews published on motivation in the last two decades Table 2. Baldwin et al. Commeiras et al. In business, context training basically refers to action of teaching employees and providing proper knowledge and skills to make themselves job fit as well as organization fit. Training teaches employees how to work and enhance their skills, service marketing literature review, hence motivate them to achieve the common goal of organization as well as of employee.
As summarized by Parkmonetary incentive acts as service marketing literature review stimulus for greater action and inculcates zeal and enthusiasm toward work, it helps an employee in recognition of achievement. Likewise, Beretti et al. For reason, monetary incentive motivate employees and enhance commitment in work performance, and psychologically satisfy a person and leads to job satisfaction, and shape the behavior or outlook of subordinate toward work in the organization.
The work of Azizi and Liang indicated that workforce flexibility can be achieved service marketing literature review cross-training and improved via job rotation. In the same way, Eguchi concluded that job transfer plays a significant role in preventing workers from performing influence activities for private help. As summarized by Asensio-Cuesta et al, service marketing literature review.
As a result, job transfer gives the opportunity to learn multiple skills and outlooks to the workers. It avoids the dullness caused by monotonous jobs and simultaneously service marketing literature review smoothness in technological job with the help of handling different circumstances at different levels and it leads to effective learning of many aspects in the organization. InParvin and Kabir studied the tested factors affecting job satisfaction for pharmaceutical companies and described job satisfaction as how content an individual is with his or her job, and viewed job satisfaction is not the same as motivation, although clearly linked.
Similarly, Pantouvakis and Bouranta 3 indicated job satisfaction as a consequence of physical features and as an antecedent of interactive features. Wickramasinghe investigated that gender and tenure are significant in job satisfaction measurement.
So here it can be said that job satisfaction is often determined by how well outcome meet or exceed expectations. For example, a good work environment and good work conditions can increase employee job satisfaction and the employees will try to give their best which can increase the employee work performance.
A study by García et al. The work of Hunter et al. As per Satyawadi and Ghoshemployees are motivated to a greater extent by achievement and self-control. Now this can be understood: an employee who is achievement motivated seeks achievement, service marketing literature review, bringing realistic but challenging goals, and betterment in the job.
There is a strong need for feedback from the higher officials in the organization as to achievement and progress, and a need for a sense of attainment.
InJung and Kim stated that good work environment and good work conditions can increase employee job satisfaction and an employee organizational commitment. So the employees will try to give their best which can increase the employee work performance.
Similarly, Cheng et al. Now the importance and the need of working condition is so describing or defining the physical environment by identifying those elements or dimensions of the physical environment. Employees having poor working conditions will only provoke negative performance, since their jobs are mentally and physically demanding, they need good working conditions. A study by Mahazril et al. With this result, it can be stated that employees being employed in different parts can take their different opinions at different levels.
As per Yamamoto if an employee perceives they will be getting rewards for good work and their job is a secured one, the performance will automatically be better. Similarly, Zhang and Wu indicated that with Job security, an employee gets confident with the future career and they put their most efforts to achieve the objectives of the organization.
So we can say job satisfaction is the most influential tool of motivation and put the employee very far off from mental tension and he gives his best to the organization, ultimately it leads to profit maximization. According to Candi et al. Mahazril et al. Recognition enhances the level of productivity and performance at job whether it is a first time performance or a repeated action at the job in a progressive way and ultimately reinforces the behavior of employee. InHarvey indicated that an employee is accepted as part of the social group or team.
Most staff has an acute need that service marketing literature review contribution is worthwhile, service marketing literature review, appreciated, and acknowledged.
Organizations need to look beyond the traditional economic incentives of career opportunities and salaries to other social and lifestyle factors outside the workplace, service marketing literature review. Service marketing literature review 1 explains how motivation works in different stages of life, and motivation dimension plays a vital role in enhancing individual performance in different stages of life of human being, service marketing literature review. In the developed and developing nations around the world people experiencing the phenomenon of population aging i.
Here we have considered early career stage between 20 and 40; middle career stages between 40 and 54, and late career stage 55 and above. In an effort to set a threshold to define the older worker category, as anyone over age 55 Finkelstein et al. In the early and middle stage of life, money is important to goal setting because offering such incentives bring person being more willing to expand effort to meet a given goal level than not offering the incentives.
Given the willingness to expand effort, a goal tells the individual during different career stages where to expand effort, how much effort to exert, and how long to exert the effort.
Wiley concluded that good pay is an important service marketing literature review regardless of age, service marketing literature review. Figure 2 explains how motivation dimensions influence individual and organization performance. In this competitive environment, organizations works harder to integrate its workforce and to keep the coordination among employees to enhance the working as well as employee productivity.
The positive impact of motivation works toward enhancing individual responsiveness toward work. Individual enhanced responsiveness help organization working that directly links toward increase in profit and increase in organization responsiveness. If we talk the motivation dimension that enhances organization performance, training used to enhance the skills, efficiency, and knowledge of employees for doing a particular job during their earlier career stage because it familiarizes them with the organizations goals, rules, and regulations and the working conditions in one hand since updates and amendments take place in technology, service marketing literature review, purchasing a new equipment, changes in technique of production, service marketing literature review, and computer impartment.
The employees are trained for use of new equipments and work methods. Training molds the thinking of employees and leads to quality performance of employees. Supervisors believe that older workers are less motivated to learn, less flexible, and do not want to take part in training programs. So, companies do not invest in training or development opportunities for older people. In turn, older workers become less self-confident due to the lack of support in terms of training and their skills rapidly become outdated Maurer ; Van Vianen et al.
Giving a job security to an employee makes him more responsible toward job. Job security can be explained as, affirmation that an employee has for the continuity of gainful employment for his or her job. It is more essential for younger employee during different career stages of life job because it arises from the terms of contract of employment, labor legislation that results in prevention of arbitrary termination, layoffs, service marketing literature review, and lockout.
Job security has been considered from several theoretical perspectives, including as a motivational precursor to job performance.
Employee recognition is used to fulfill the inherent need to appreciate as well as work to be validated by the employee contribution, service marketing literature review.
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Our Service team is comprised of two groups, Inside Sales and Customer Support. The Inside Sales groups are responsible for pre-purchase order activities such as technical support, quotes, price & availability and order review. We have three primary Inside Sales blogger.com is the one place where you find help for all types of assignments. We write high quality term papers, sample essays, research papers, dissertations, thesis papers, assignments, book reviews, speeches, book reports, custom web content and business papers Nov 14, · Research on motivation has attracted academic and corporate entities over the last two decades. In the present study, authors have reviewed the intense literature to extract all possible dimensions of motivation, having direct and indirect impact on motivation techniques. This has examined the multidimensionality of motivation from the existing literature and present a conceptual
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