Abstract:
The performance of employees is crucial to achieving the organization's goals
and objectives, as are the elements and resources that may influence this performance
and improve its quality. There are a multitude of causes for productive job
performance. Motivation may alternatively be described as the readiness to expend
high amounts of effort in pursuit of organizational objectives, contingent on the
capacity of those efforts to fulfill some individual need. Motivating high levels of
employee performance is such an essential organizational factor that both academic
scholars and actual managers have attempted to comprehend and explain motivation.
To analyze the effect of motivation on employee performance in organizations, a
case study of the manufacturing industry in Afghanistan was conducted. Specifically,
the study evaluated the impact of recognition and reward programs on employee
performance in Afghanistan's manufacturing industry, as well as the impact of
monetary and financial incentives on employee performance in Afghanistan's
manufacturing sector. This study used a quantitative methodology and descriptive
researcher survey design as its research design. The kind of data obtained was
primary data, and a Google form was used to collect it. With the use of descriptive
analysis in SPSS, the data were evaluated and displayed in tables and graphs. The
results indicate that company recognition and incentive programs promote employee
performance in a desired manner. In addition, the research revealed that financial and
monetary incentives had a favorable effect on the performance of manufacturing
workers in Afghanistan. Overall, the correlation test reveals a strong positive
relationship between the dependent variable (employee job performance) and the
independent variable (factors affecting employee job performance) based on the
analysis of data collected from 287 employees in Afghanistan's manufacturing sector
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working in various departments (motivation). However, regression analysis indicates
that the influence of these two factors on each other is moderated.
In summary this research recommended that managers invest in more strategies
for developing the capability and capacity of their staff, improve and develop trust in
the ability of their employees to perform their tasks. Ensuring proper appreciation for
good work to employees is important. This does not only motivate employee, but
also provides a sense of success that further enhances the employee and company
performances.
