Kuwait Chapter of Arabian Journal of Business and Management Review, 13(2),2024,7-12

ISSN: 2617-3018
Open Access Journal Arabian Journal of Business and
Management Review (Kuwait Chapter)
Research Article Homepage: www.j.arabianjbmr.com AOJP

The role of employee motivation and its impact on productivity

in modern workplaces while applying human resource
management policies
Sajjad Ahmad1, Wing-Keung Wong2, Sheza Riaz3, Asif Iqbal4
1
Management Sciences Department, Alhamd Islamic University Quetta Pakistan. Corresponding Email: [email protected]
2
Chair Professor, Department of Finance, Asia University; Adjunct Professor, Lingnan University, Taiwan. Email: [email protected]
3
Management Sciences Department, Alhamd Islamic University Quetta Pakistan. Email: [email protected]
4
Business Administration Department Alhamd Islamic University, Quetta Pakistan. Email. [email protected]

ABSTRACT
This study contains human resource management practices and policies that enhance the role of Keywords:
employees’ motivation and its impact on productivity in modern workplaces. Several vigorous surveys, HRM, Motivations of employees,
research articles, and examinations were studied. In the present influential scene, improving quality administrative culture, efficiency,
and acquiring public trust are inseparably connected to motivating employees, assessing their output, psychological stress, Stress
performance, characterizing clear liabilities, and cultivating areas of strength for a culture. environment, demoralization.
Organizations need clear HRM approaches to accomplish organizational performance while
enhancing the motivation of employees frequently seen as simple regulatory policies instead of
motivations. The research study intended to find the breach by giving valuable field and theoretical JEL Classification:
perceptions to concrete recommendations for associations endeavoring to motivate & high-performing M1 & M21
employees. The hypothetical commitment lays extensive research study and logical scrutiny of the
variables affecting successful HRM practices, however, the survey base study gets details directly from
the employees. This study adds to the HRM field by creating and expanding theories, offering a
reasonable structure to direct future research studies. Moreover, the review provides feasible
consequences for firms that HR enhances employee Motivation and employee Motivation and
productivity at modern workplaces/organizations. The research study and contextual analyses
distinguished explicit difficulties confronted by corporations in applying effective HRM practices. The
interview base was also surveyed to find out how we can enhance the motivation of employees while Article History:
implementing HR policies. Resultantly, it has been revealed that the organization is to develop a Received: 13 Aug 2024
Accepted: 29 Oct 2024
motivated labor force for the accomplishment of its objectives in the consistently developing business Available Online: 15 Nov 2024
scene.
© 2024 The authors. Licensee AOJP. This is an open access article under the Creative Commons
AttributionNonCommercial-NonDerivatives 4.0

1. INTRODUCTION by a progressive system of requirements going from fundamental

physiological necessities to more elevated level necessities like self-
Every organization intends to enhance its productivity, increasing its completion. This theory features the significance of addressing Employees'
sales/revenue. The main source is employees or workforce to enhance the assorted necessities to encourage Motivation and occupation fulfillment.
productivity of the firm/organization. The employee's willingness and Another Motivational hypothesis is Herzberg's two-factor theory, which
motivation for executing performance are essential. Researchers and recognizes Motivations and elements. Motivations, like acknowledgment,
several scholars have also reported on the above-stated few lines. The testing work, and opening doors for development, add to work fulfillment
importance of the viewpoint and accomplishing high-deal outcomes are and characteristic Motivations. Factors, for example, pay, employer
among the main concerns for organizations (Stefanov et al., 2023). stability, and work conditions are important to forestall disappointment
Amongst the different ways to deal with accomplishing Organizational yet aren't guaranteed to prompt long-haul Motivation. Understanding and
objectives, expanding employee motivations stands apart as one of the tending to the two Motivational variables are essential for viable HRM
fastest. The efficiency of Employees depends on the cautious rehearses. It is apparent that a singular's partiality towards their
determination and proper use of Motivational techniques. At the point occupation fundamentally impacts their capacity to succeed. The
when administrators measure up to their Employees' assumptions, disappointment of a singular worker can have extensive results,
Motivation levels rise, prompting high worker fulfillment and the effective influencing the whole association. On the other hand, a very chosen
accomplishment of authoritative goals. Effective administration of an workforce remains a crucial impetus for an association's prosperity. By
association depends on a large number of inner and outside factors, with developing a workplace that supports Employee Motivation and supports
the workforce arising as perhaps the most urgent part. Utilizing their advantage, the organization is ready for getting through progress. It
Motivational systems to rouse Employees is progressively perceived as a is basic to perceive the characteristic association between worker
crucial part of human assets. A Motivated worker displays an uplifted Motivations and Organizational performance, hence laying out a strong
tendency to use their abilities, tackle testing errands, and successfully use starting point for accomplishment in the present unique scene.
specialized assets, in this way driving wanted results and supporting
organizational performance. The role of HRM in working with employee Research Gap
motivation is crucial for establishing an optimistic and useful workplace. Although a great multifarious of research has been done on the
HRM goes about as an impetus by planning and executing techniques that relationship between worker motivation and output, little is known about
address the different Motivational necessities of workers. HRM likewise how certain HRM practices affect worker motivation and how that affects
assumes an essential part in advancing a steady Organizational culture that output in modern organizations. The majority of current research
encourages Motivation, perceiving the significance of balance between fun frequently focuses on either general theories of motivation or the overall
and serious activities, and offering professional learning experiences. By impacts of HRM practices on organizational performance. Only a small
adjusting HR practices to worker Motivations, HRM contributes number of studies, nevertheless, thoroughly examine the specific effects
fundamentally to upgrading position fulfillment, commitment, and in that different HRM strategies like career development, rewards,
general organizational achievement. A few motivational theories have recognition, and work-life balance have on the intrinsic and extrinsic
shaped how we might interpret people's drives to perform at their best in motivation of employees and how these, in turn, influence productivity in
the working environment. One of the most unmistakable theories is a range of work environments. Moreover, the fast-changing nature of the
Maslow's order of necessities, which proposes that people are persuaded workplace due to factors like digitalization, the increase in remote work,
and shifting employee expectations has made it harder to stay motivated

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and productive. Few studies have examined how HRM policies must evolve 2. LITERATURE REVIEW
to meet these new realities to continue to be effective, despite these We also ground this work in the thorough, yet succinct
developments. Furthermore, the contextual and demographic variations understanding of employee motivation offered by (Diefendorff, 2011),
(e.g., industry type, work positions, and employee age groups) that could which revealed that "Motivation is frequently defined as an imperceptible
impact the efficacy of motivational drivers on productivity are frequently force that guides, energizes, and maintains behavior throughout time and
disregarded in the studies that are currently available. This leaves a in the face of shifting conditions of employees working inside
vacuum in our knowledge of the HRM policies that are most effective for organizations." Although many authors correlate motivation with
various employee groups and in particular situations. Research that performance differently, they all agree that it is an idea or an unseen force
considers the changing nature of work and the variety of employee that shapes conduct and pursues workers to be willing to work. The idea
requirements is therefore desperately needed as it delves into the that people differ from the technocentric worldview that dominated the
relationship between HRM policies, employee motivation, and early twentieth century marked the commencement of research into
productivity in contemporary workplace contexts. By closing this gap, motivation and, consequently, the origin of behavior in the workplace one
firms will have access to more focused tactics for boosting employee hundred years ago (Komlosy, 2014)The Hawthorne Studies (Schmid,
motivation and output in modern and emerging work settings. 2020) are among the most often cited studies on laborers from that era.
Objective of the Study These studies looked at how adjustments to the working environment
The ultimate objective of the study would be to demonstrate a direct affect employees' output, which plays a vital role in HRM. The findings of
link between motivation and HR procedure, resulting in the practical these old studies were interpreted by researchers as factors that affect
enhancement of an organization’s business/production. The appended employee motivation that are innate to both individual and group systems.
below are the objectives of the research study. Numerous papers (Prince, 2017) offer helpful advice on how to successfully
 This study looks at the direct relationship between employee design workplaces and incorporate emerging technology to maintain
motivation and both individual and organizational productivity, with employee motivation and productivity. Various research finds that a
a particular emphasis on key performance metrics including output, thorough theoretical study is required because the majority of these
creativity, and efficiency. publications are based only on anecdotal insights and the scientific area is
fragmented (Michaelides, 2015)
 Examine the effects of various HRM practices, including work-life
balance, career development, training, rewards, and recognition, on In the paper written by Chiara et al., the effects of employees'
employees' motivation levels. emotional tiredness on healthcare workers are examined through an
 Knowing the particular (intrinsic and extrinsic) elements of financial examination of role ambiguity, work engagement, and commitment. These
incentives, job satisfaction, autonomy, and personal development elements cause long-term stress, which has a detrimental effect on
inspire workers in contemporary environments. healthcare workers' motivation and productivity. Furthermore, we refer
 Evaluating the success of current HR initiatives to increase employee to Dr. Derfler-Rozin's study of this impact as "motivation purity bias" and
motivation and identifying the best practices for certain contend that it persists despite a wealth of evidence we review
organizational settings. demonstrating that penalizing candidates for expressing extrinsic drive is
 This study looks at how management techniques and leadership not only unfair to them but also ineffective in terms of enhancing future
philosophies affect worker motivation and how they work with HRM employee performance. Our theory is supported by four research that
guidelines to create a motivated workforce. involved business school students and recruiting managers. The
researcher Dr. Yao Tao uses three approaches to investigate the concurrent
 Evaluating how remote work practices and contemporary technology
mediating effects of worker resilience, exploratory willingness, and
affect worker productivity and motivation, as well as how HR
thriving at work. The moderating influence of a proactive personality on
regulations evolve in response to these shifts.
"Can do motivation," "Reason to motivation," and "Energized to
 Provide advice on how businesses could create or modify HRM
motivation". These both are also nominating the usage of HR while
policies to better inspire workers to increase productivity in the
enhancing the motivation of employees leading to productivity and
contemporary workplace.
beneficial for the organization. Brief explanations of the variable relation
Significance of the study and their features:
In conclusion, this research has important ramifications for
HRM Approaches for Motivations of Employees
enhancing organizational performance and worker well-being through
HRM Techniques for Motivation include a large number of performs
focused HRM practices. It offers a road map for creating an engaged,
that are pivotal for supporting and supporting worker Motivation. One
effective staff in the contemporary, dynamic workplace. Organizations
important viewpoint is the enrollment and determination procedure,
benefit from the research's understanding of how employee performance
where HR experts endeavor to distinguish and recruit persuaded people
and overall productivity are directly impacted by motivation. Motivated
who line up with the association's qualities and objectives. Furthermore,
workers are more likely to be involved, generate better work, and support
complete preparation and improvement programs are executed to upgrade
the growth of the company. Organizations can create HRM policies that
Employees' abilities, information, and Motivations. Moreover, for viable
support and motivate employees by understanding the role that motivation
performance, the executive’s frameworks are set up to lay out clear
plays. This will boost job satisfaction and lower employee turnover. The
objectives, give standard input, and perceive worker accomplishments.
study sheds light on how HR practices (such as career development,
HRM additionally centers on planning serious remuneration and support
performance management, and incentive programs) could be organized to
agreements that incorporate presentation-based motivators, as well as
maximize employee motivation, which raises output. Organizations can
non-money related prizes and acknowledgment projects to help
match individual ambitions with more general company objectives by
Motivation levels. In addition, HRM perceives the meaning of balance
having a better understanding of employee motivation. Employee
between fun and serious activities and Employee prosperity in cultivating
dedication and contribution to the success of the company increase as a
Motivation. They support drives that advance adaptable work plans,
result of this alignment, which gives them a feeling of purpose. Motivated
energize a positive workplace, and focus on the all-encompassing
workers are frequently more creative and eager to offer original concepts.
prosperity of Employees. Furthermore, HRM effectively advances open
The HRM practices that best foster creativity may be found through
correspondence channels and energizes worker contribution in
research; creativity is essential in today's cutthroat workplaces. This
the decision-making process. This inclusivity engages workers, encourages
research helps employers understand how to encourage employees in
a feeling of responsibility, and further lifts their Motivation to add to the
modern, flexible working settings, ensuring productivity is maintained
association's prosperity. Besides, HRM underscores the significance of
despite these changes. Workplace trends are changing, including remote
constant improvement by giving open doors to proficient development,
work and technological improvements. The study offers insightful
tutoring projects, and information-sharing stages, which upgrade
information about how HRM procedures and leadership philosophies
Employee abilities as well as fuel their Motivation to succeed in their jobs.
might work together to improve worker motivation. This aids in the
By consolidating these methodologies, HRM assumes a pivotal part in
development of inspiring and capable team leaders within businesses.
creating a work culture that encourages employee motivation,
Because motivated workers are more likely to have higher job satisfaction
commitment, and occupation fulfillment, at last prompting higher
and lower stress levels, the research also focuses on areas of mental and
efficiency and Organizational achievement.
emotional well-being by concentrating on employee motivation. More
broadly, economic growth and organizational profitability are enhanced by Significance of Motivations of Employees enhances
productive and driven workers. Recognizing the importance of motivation productivity
aids companies in maintaining their competitiveness in the global market. In the present active and consistently changing business climate,
The study can help businesses implement long-term employee engagement improving Organizational performance depends vigorously on expanding
strategies and cut down on the expenses related to high employee turnover worker responsibility, which can be accomplished through the
and low productivity. performance of an obvious motivation framework. Organizations taking a

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stab at development and achievement should take advantage of and saddle normal reaction, which was "reward," representing 27% of the aggregate.
the optional exertion of their Employees. Subsequently, Motivation has At the point when the information was broken down by orientation, it was
arisen as a noticeable for some human asset directors who are effectively seen that guys put a higher need on a task that matched their
looking for ways of making and supporting Motivation among their labor "expertise/character" (positioned second), while females showed an
force. The intentional use of different logical and pragmatic Motivational inclination for a positive "group relationship/air/culture" (likewise
theories, evaluation apparatuses, and related ideas prompts more positioned second, however overwhelmingly). Moreover, ladies exhibited
proficient Employee supervision and eventually, uplifted Motivation. The a more grounded drive to accomplish a superior balance between serious
theoretical groundwork of this examination is crafted by regarded and fun activities contrasted with men (Rakuten, 2016). In 2018, "The
researchers who have broadly concentrated on Motivational issues Labor Force View in Europe" study assembled reactions from 9,908
and investigated different ideas of worker Motivations. A specific Employees across France, Germany, Italy, the Netherlands, Poland, Spain,
technique for distinguishing Motivational elements that work with the Switzerland, and the UK. As per the overview, 22% of the members tracked
foundation of a motivational framework and the detailing of Motivational down Motivations in accomplishing a decent balance between fun and
methodologies inside associations has not yet been conceived. The shortfall serious activities, 21% in their associations with partners, 18% in getting
of hypothetical and systemic methodologies, joined with functional commendation and acknowledgment from the board, and 12% in their
hardships related to worker Motivations, has affected the direction of this vacation remittance (with 27% referring to different Motivations). The
examination. The objective of this study is to foster methodical approaches examination additionally uncovered the accompanying discoveries:
and propose significant ideas for advancing worker Motivations, drawing  45% of female defendants were propelled by financial prizes, while
bits of knowledge from worldwide practices. Human resources board the number remained at half for male respondents.
includes different components, like labor force strategies, group elements,
 6% of all defendants communicated sense unenthusiastic or
and socio-mental parts of the organization. Among these parts, expanding
unengaged, with this figure ascending to 8% between UK
work efficiency, animating imaginative drives, and keeping up with and
defendants.
improving Employee Motivations are of foremost significance. An
administration framework can't satisfy its capabilities ideally without a  26% of defendants situated in France esteemed a balance between
successful motivation framework set up, as motivation fills in as a main serious and fun activities, contrasted with 15% of Clean respondents.
thrust for Employees and the whole group to endeavor towards  23% of defendants accepted their work environment empowered
accomplishing put-forth objectives. them to be profoundly useful constantly.
 30% of defendants felt overpowered with pressure to the degree that
The use of Motivational procedures in pragmatic applications has they were thinking about looking for a new position; among
shown both great and horrible outcomes, which is run off the mill since no respondents younger than 35, this rate expanded to 37%.
generally pertinent strategy or model in administration hypotheses and
 14% of defendants accepted their association and showed no interest
practices suits each situation. Existing Motivational strategies don't give an
in their psychological prosperity by any stretch of the imagination
accurate response to the subject of what propels an individual and their
(Scot, 2018).
preparation to act and pursue achievement. The most squeezing issues
connected with the board and Motivations incorporate associations with Theoretical Framework
the executives, unacceptable compensation, and living and working During the research study, a number of theories and research
circumstances. Senior administration's absence of mindfulness concerning regarding motivation and linked articles have been studied, however, the
these issues hampers their goal. As of late, Pakistani administrators have appended below theories have been designated to guide the readers
come to understand that an association's accomplishment, development, /respondents easily. Maslow's hierarchy of needs concept of motivation is
seriousness, and greatness depend on the people liable for creating the an important effort of Abraham Maslow. His presumption relies upon the
items or administrations given to clients. The level to which these items or assessment that there are five game plans of necessities that every
administrations stick to principles, models, and requests is individual ought to meet on their outing to be a gotten-done, bright, and
straightforwardly influenced by the commitment of workers, with satisfied individual/specialist. Maslow's hypothesis is commonly
Motivations filling in as the establishment. The custom of depending presented as need might arise, social requirements, regard needs, with self-
entirely on material prizes is a step-by-step lessening, and there is a realization needs at the highest point of the pyramid. The harmony of the
developing need to familiarize oneself with Motivational methodologies pyramid is worked from the going with the level of needs: security needs,
and carry out motivational frameworks pervasive in the worldwide work social necessities, and respect needs, with self-acknowledgment needs at
market and the board. In the present powerful business scene, driven staff the most noteworthy place of the pyramid. As per Maslow, an individual is
are extremely valuable resources. Capable administration of an association spurred to fill the requirements of each level and they can't move onto
extraordinarily depends on chiefs understanding how assigned resulting levels until the earlier level is pretty much satisfied.
undertakings can rouse individual workers. Worker Motivation perseveres
as one of the most requested responsibilities regarding chiefs, given the
successive modifications in subordinates' prerequisites and requirements.
A few investigations have highlighted that even though compensation
augmentations are urgent, financial motivators continuously lose their Self-Fulfillment
spurring viability over the long run, and Employees put more prominent
accentuation on the importance and significance of their work (Gechbaia,
2015). As per the prestigious French author Francoise Bertaut de Esteem
Motteville (1621 - 1689), "The genuine method for delivering ourselves
cheerful is to adore our work and track down joy in it." Therefore, current
Social
associations look for Employees who are energetic about their positions
and anticipate an elevated degree of self-motivation from candidates. In
any case, studies have shown that workers are profoundly energetic within Safety
the initial three months of being recruited, however without animating
apparatuses conveyed by the association, Motivation will in general decay.
Physiological
This features the earnest need to inspire individual workers or whole
offices to seek authoritative objectives. One of the best chiefs ever, Lee
Iacocca (1946-1992), when expressed that "The board is just inspiring
others." For sure, laying out a viable worker motivation framework is
presently quite possibly one of the most difficult and useful undertakings
in administration. As referenced before, inspired Employees are a
significant resource for associations. To acquire a superior comprehension
of Motivation levels in current business conditions, we have dissected Fig. 1. Maslow's hierarchy of needs
different reviews directed in various nations throughout recent years.
In spite above, the two-factors Theory, also called Herzberg's
Earlier Surveys Regarding Employees' Motivations Motivations hygiene supposition or double element theory, contends that
Quite a while back, a main web-based research organization in Asia discrete arrangements of fundamentally unrelated variables in the working
directed an investigation of worker Motivations in 09 significant Asian environment that either cause work fulfilment or dissatisfaction (Sachau,
economies, specifically China, Japan, Hong Kong, Taiwan, Thailand, 2007).
Vietnam, India, Malaysia, and Singapore. It is critical to feature that 40%
of the respondents recognized "pay sum" as their essential Motivation.
Monetary worries were likewise a critical element behind the second most

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external to the degree of their regular commitments and that

the organization will maintain them. Other HR strategies, for instance, up-
skilling or work transformation can help delegates perceive new capacities
and characteristics that can be applied to their continuous work or help
them with recognizing new districts where they can earnestly commit to an
association.
Conceptual Framework
The relationship between these factors is illustrated visually in this
section, demonstrating how HRM practices regulate the relationship
between productivity and motivation. Important sources of motivation,
such as internal and external elements include professional advancement,
rewards, and job happiness. HRM procedures (pay scales, performance
reviews, career guidance, employee engagement plans, etc.). Productivity
metrics (such as job quality, task completion rate, efficiency, creativity,
absenteeism, and turnover).
Hypotheses
Create focused research questions or hypotheses based on the
Fig. 2. Herzberg's Motivations& Hygiene
conceptual framework. As an illustration:
The expectancy theory of Motivation, or the expectancy theory, is the
belief that an individual chooses their behaviors based on what they believe
leads to the most beneficial outcome. This theory is dependent on how
much value a person places on different Motivations. This results in a
decision they expect to give them the highest return for their efforts. The
expectancy theory of Motivation, or the expectation assumption, is the
conviction that an individual picks their ways of behaving given what they
trust prompts the most advantageous result. This theory is reliant upon
how much worth an individual put on various inspirations. This outcome
is a choice they hope to give them the best yield for their endeavors. HRM
can be separated into three HR aspects - Motivation upgrade, ability
improvement, and opportunity improvement. Out of the three,
Motivations improvement manages Representative Inspiration and as
such can be the most difficult; this article frames HR procedures to assist
with building Worker Inspiration in an association.

Fig. 4. Framework Diagram

H1: In contemporary companies, employee motivation has a

favorable impact on productivity.
H2: The relationship between worker productivity and motivation
is moderated by HRM policy.
H3: Compared to extrinsic motivation, intrinsic motivation has a
greater impact on productivity.
The hypotheses of the research are compound, as there are two
Fig. 3. The expectancy theory of Motivations variables, Motivation and productivity, Motivations is the dependent
Trust is maybe the principal foundation in building associations, be variable, and Productivity is the independent variable. Motivated
it individual or master. In business, supervisors need to trust their employees are directly influencing the productivity of workplaces, the
gatherings to perform their errands suitably, and with irrelevant oversight. association will lead skillfully if the employees are motivated. Motivated
Hence, laborers feel convinced when they are responsible for their time and employees are the only manpower who enhance the productivity of modern
are offered the chance to pick how to approach and get done with their workplaces.
tasks. Yielding autonomy is one of the most inconceivable signs of trust and Problem
is a phenomenal way to strategy for supporting the agent supervisor's Research concentrates on starts with the issues; the basic
security. One of the normal mistakes committed by leaders/managers are justification behind the exploration is to assist with differing an idea into
obsessively worrying over their Employees and not being capable of extensive examination occupations. An issue is a scholarly up-degree
permitting someone to figure out rather for themselves. The employee requesting an answer as a sensible interest. Currently, we shall ascertain
needs to feel that directors are there to help them as they need it, not take how Employee Motivations in HRM enhance/decrease Productivity in
caution of their duties with them or for them. This cooperation Modern Workplaces. Organizations are realizing more and more that
furthermore manufactures freedom and licenses laborers to sort out some employee motivation is a key component affecting productivity in the
way to deal with troubles in isolation, very well. This can grant solid areas quickly changing business climate of today. Many organizations struggle to
for of accomplishment, which is an unfathomable individual Motivation. maintain high levels of employee engagement and maximize productivity
Spreading out targets and KPIs can truly be an unbelievable inspiration at despite significant investments in Human Resource Management (HRM)
whatever point is done precisely. It's basic to connect a solitary's targets policies meant to boost motivation, such as career development
and KPIs to the greater business objectives/vision, as it makes a laborer opportunities, performance incentives, and recognition programs.
feel that they are committing to a significant responsibility towards their Comprehending the intricate correlation between worker motivation and
association's thriving. Similarly, it's fundamental to spread out clear, productivity is a significant obstacle for contemporary work environments,
ordinarily chosen targets and KPI's, instead of ones coordinated from a especially in light of the varied and ever-evolving work environments that
higher spot. The delegates become engaged with setting their presentation encompass telecommuting, evolving technology, and evolving employee
targets letting them know their input is regarded, which hence drives them standards. Even while employee motivation has been the subject of much
to work harder towards attaining them. Monotony is the most wretched research, it is still unclear how precisely to connect particular HRM policies
part of execution and efficiency. The Human mind is unequipped to do to motivation outcomes and how those results directly affect organizational
terrible errands without crumbling. An extraordinary Motivation is to let productivity. Furthermore, distinct motivating factors (extrinsic vs.
delegates know that they can be exposed to pursuing various benefits intrinsic) may influence productivity differently in a variety of workplace
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settings, job functions, and employee demographics. The aforementioned between Motivation over productivity in modern workplaces is 70 %, which
variability poses an additional obstacle for human resource managers who is an enormous likelihood level. It showed employees Motivation through
aim to create policies that consistently and sustainably improve employee human resource management is impacting productivity in modern
performance. To increase employee engagement and, ultimately, workplaces directly, as motivated employees will be concentrated on their
productivity in contemporary workplaces, the research endeavors to jobs which leads to productivity. The no entirely set stone to gauge the
explore how HRM policies might be effectively constructed. In order to strength of the relationship between a dependent variable and
help firms, maximize their labor management strategies, the study will fill an independent variable. It exhibits an occasion with little vulnerability to
the knowledge vacuum about the precise processes via which HRM policies measure the meaning of all of the markers to the complete relationship.
affect productivity and motivation. The results of the assessment for the dependent variable employee
Motivations are available. It is clear from the results that it saw both the
3. RESEARCH METHODOLOGY motivation of employees and the Productivity of modern workplaces)
In primary sources, the irregular testing technique has been taken on factor are critical signs of motivating employees. Generally speaking, both
in get-together information. A review that talked with roughly 500 the pointers added to the extent handled for the significance which is
specialists from the private and Govt sectors of Pakistan was consulted. critical in probability. During the Optional wellspring of information
The research has shown on random study of 500 (310 males and 190 assortment by the specialists, it has been disclosed that Motivations may a
females). 400 employees of public help laborers from 15 Government portion of the time become excessively certain, predominant, egotistical,
organizations including Instructors, Employees, and different workers, winning, or narcissistic, and create some distance from reality, necessities,
zeroing in on Motivational perspectives from Islamabad, Rawalpindi, and and evaluations of their allies. This can provoke a shortfall of analysis,
Quetta areas of Pakistan. In the review talked with around 100 workers obligation, and assortment in the social event, and make a sensation of
from private areas (inn, cafés, providing food), explicitly tending to scorn, disappointment, or distance among the allies. To avoid this,
individual conduct issues. A far-reaching assessment of the previously the Motivations of employees/laborers should be humble, careful, and
referenced surveys showed that most of the respondents perceive the basic open to examination, and empower a culture of trust, talk, and composed
impact of laborer Inspiration on work performance. Moreover, the exertion in their gatherings. Motivations alone don't portray drive.
assessment of gatherings of Representatives revealed that 51% have Essentially a gadget can redesign a specialist’s ability to Motivate and
Motivations fairly, 19% feel especially vigorous, and 28% of workers show energize. Motivations could draw in people and make an extraordinary first
close to zero Motivations. The respondent's age range was from 22 to 27 impression or show, yet more is supposed to lead effectively.
years old (M = 24.5). Besides, the analyst perceived and gathered data from  The paper features the meaning of different HRM works, including
optional sources i.e., articles and books tracked down in electronic records preparing and advancement, execution evaluation, pay and rewards,
and from certain diaries (Ahmed Yousafzai et al., n.d.). work plan, and balance between fun and serious activities, in
4. DISCUSSION spurring representatives.
 In Pakistan, HRM practices have customarily been impacted by
The result was finalized by various means for diverse calculations.
social, lawful, and financial variables. Be that as it may, current work
Employees' Motivations and Productivity in modern workplaces were
environments are progressively embracing moderate HRM
calculated by the data ascertained with the available/present individual
approaches lined up with worldwide accepted procedures.
gathering and exploration study of the researcher from the secondary
collection of data methods while studying various books and journals. The  Successful HRM practices customized to the Pakistani setting have
outcome was determined by involving unmistakable computing implies for been displayed to upgrade employees’ Motivations, work fulfillment,
various tests. Representative’s inspiration and Efficiency of present-day and hierarchical responsibility.
working environments were determined by the information furnished with  Roused employees are bound to show more significant levels of
the actual individual assortment and examination investigation of the commitment, inventiveness, and drive, prompting further developed
scientist from the optional assortment of information techniques while efficiency and authoritative execution.
concentrating on different books and diaries. Furthermore, for the  The research demonstrates that associations in Pakistan that put
fulfillment of the certifiable marks of the recurring pattern of resources into worker Motivations through HRM practice experience
exploration/study, the cultivated figures were shown to different upgraded efficiency, productivity, and upper hand.
numerical assessments by including a quantifiable group. Graphical shows 5. FINDINGS AND RECOMMENDATIONS
disclosed the results of Overviews concerning necessities. During the
study, a sum of 500 people of 255 people was extremely agreed with the Employee Motivations keeps on being difficult for leaders across the
declarations, and 95 agreed. Further, the extra 90 disagreed and loved globe. With regards to the study of literature, it has been obtained that,
other factors, as more skillful when contrasted Motivations, 10 couldn't there is an overarching conviction among supervisors that tension /stress
take interest, and 50 people replied with extremely not agreed, showing and end-of-year rewards are the critical drivers of Employee Motivations
worry against the declarations. Subsequently, the review concerning which have not been exercised. During the field study, the employee's
employee Motivations enhancing productivity was ascertained with responses of various organizations have been majority in favor of
the majority view of the respondents. the statement. Thus, it has come to notice that remuneration positively
assumes a vital part, it isn't the sole determinant. A complete Motivation
system should incorporate a scope of components tailored to individual
needs, like contribution adaptable timetables, giving more significant
compensation, laying out clear cycles and methodology, enabling
Employees to develop and track down their specific manners of getting
things done, offering verbal appreciation, and using different other
Motivational instruments concocted by bosses. Perceiving that every
Employee is extraordinary, with their objectives and wants, supervisors
should put exertion in understanding the particular requirements and
abilities of every person, distinguishing what spurs them, and planning
altered motivation components that cause them to feel esteemed and
recognized as important resources for the association. Despite progress,
numerous associations face difficulties in carrying out viable HRM
rehearses. Restricted assets, regulatory designs, and protection from
change obstruct the reception of current HRM approaches. Despite
technological advancements or social movements, HR remains the
essential impetus behind any organization's prosperity while motivating
the workforce. In this way, it is occupant upon directors to reliably and
Fig. 5. Graphical presentation proactively pursue spurring their workers to cultivate maintenance and
According to the graphical show, the connection between employees accomplish elevated degrees of performance. By carrying out a very
Motivations and with productivity of modern workplaces (2 variables) was creative Motivations framework, associations can address difficulties like
guessed via the Pearsons Creation Development strategy. It was uncovered worker turnover, clashes, absence of managerial discipline, low efficiency,
during an examination concentrate on that; productivity is directly having restricted obligation to the gig, confined open doors for self-realization,
an impact on the Motivation of employees. In this way, 70 % of reactions and different issues that straightforwardly influence Employee
to the test were agreeable to the Motivations of workers who can expertly perspectives and eventually decide the general progress of the association
oversee productivity, and another means might deal with less capacity. It (Ahmad et al., 2024).
uncovers that both factors relate basically to each other. The connection
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Arab J of Bus & Manag Rev (Kuwait Chapter), 13(2),2024,7-12

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organization. According to the study, motivated workers are more devoted, interventions in secondary education. In Frontiers in Education (Vol. 2,
engaged, and productive, which improves organizational outcomes and p. 61). Frontiers Media SA.
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