Research on workplace motivation is a well-studied topic and several scholars have contributed significantly to the understanding of this area. Dolnicar (2004) argued that employee motivatio
Synthesise the text in a critical way.
Research on workplace motivation is a well-studied topic and several scholars have contributed significantly to the understanding of this area. Dolnicar (2004) argued that employee motivation can be improved by creating a supportive work environment that promotes open communication and empowers employees to contribute to decisions related to their work. Gysbers et al. (2011) suggested that employees can be motivated by aligning their personal values with those of the organization, and by providing opportunities for career development and growth. Jones et al. (2007) found that extrinsic motivation, such as financial incentives, may be effective in achieving short-term goals, but intrinsic motivation, such as a sense of purpose and fulfillment in one’s work, may be more important for long-term satisfaction and productivity. Bligh (1972) and Biggs (1978) highlighted the importance of leadership in motivating employees, with Bligh emphasizing that leaders should be charismatic and Biggs emphasizing the importance of role modeling and providing clear expectations. Overall, these scholars have provided various perspectives on motivating employees and creating a more productive and fulfilling workplace. However, it is important to critically evaluate these approaches and consider their applicability in different organizational contexts and cultural settings.
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