Drivers of Employer Motivation in Banking Sector - A Radar Design Approach

Motivated employees play a significant role in the longterm success of any organization, as they substantially contribute to the overall organizational effectiveness and performance. Such employees provide organizations the sustainable competitive advantage. Therefore, motivating employees becomes critical to individual performance and organizational productivity. However, “Motivation as a concept represents a highly complex phenomenon that affects, and is affected by, a multitude of factors in the organizational milieu. … An understanding of the topic of motivation is thus essential in order to comprehend more fully the effects of variations in other factors (such as leadership style, job and salary systems) as they relate to performance, satisfaction and so forth” (Richard M Steers and Lyman W Porter, 1979). But motivating an employee is not an easy job and poses a greater challenge to many managers as motivation depends both on the individual as well as on the outside forces. In other words, motivation comes from within an employee and also from external sources. The former is called the intrinsic motivation, which is internal or self-driven and the latter is called the extrinsic motivation, which is dependent on external forces.