Bartol and martin 1998 describe motivation as a power

Bartol and Martin (1998) describe motivation as a power that strengthens behavior, gives route to
behavior, and triggers the tendency to continue (Farhad et al, 2011). This explanation identifies
that in order to attain assured targets; individuals must be satisfactorily energetic and be clear
about their destinations. In view of Bedeian, (1993) it is an internal drives to satisfy an
unsatisfied need and the will to accomplish. Motivation is a procedure that initiates through a
physiological or psychological want that stimulates a performance that is intended at an
objective. It is the concluding product of interface among personality behavior and
organizational distinctiveness (IRCO). It symbolizes those psychological procedures that
foundations the stimulation, route, and determination of deliberate actions that are target oriented
(Farhad et al, 2011). Also motivation is a progression of moving and supporting goal-directed
behavior (Chowdhury.M.S, 2007). It is an internal strength that drives individuals to pull off
personal and organizational goals (Reena et al, 2009).
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Motivation is a set of courses concerned with a kid of strength that boosts performance and
directs towards accomplishing some definite targets (Kalimullah et al, 2010). According to
Barron (1983), it is an accrual of diverse routes which manipulate and express our activities to
attain some particular ambitions (Rizwan et al, 2010). Porter and miles (1974) proved that the
motivation boosts expresses and continues conduct (Khadim et al). The motivation of an
individual envelops all the motives for which he selects to operate in a definite approach (Lefter
et al). In fact motivation is “inside another person’s head and heart” (Khadim et al).
2 Employee Motivation
Among financial, economic and human resources, the latest are more essential and have the
capability to endow a company with competitive edge as compared to others (Rizwan et al,
2010). Employee Performance fundamentally depend on many factors like performance
appraisals, employee motivation, Employee satisfaction, compensation, Training and
development, job security, Organizational structure and other, but the area of study is focused
only on employee motivation as this factor highly influence the performance of employees.
Employee motivation is one of the policies of managers to increase effectual job management
amongst employees in organizations (Shadare et al, 2009). A motivated employee is responsive
of the definite goals and objectives he/she must achieve, therefore he/she directs its efforts in that
direction. Rutherford (1990) reported that motivation formulates an organization more successful
because provoked employees are constantly looking for improved practices to do a work, so it is
essential for organizations to persuade motivation of their employees (Kalimullah et al, 2010).