All the progressive the word ‘movere’ which means ‘to move’ though this organizations which provide a

equitable environment are could be not enough to describe for what is meant. Motivation is the force
that convinces employees to is shared and employees are given equal chances of behave and perform in
a way that leads to reward [1].

The motive that directs the employee towards certain behavior is called employee motivation. It can be
desire to accomplish a goal or acquire a state of being. [5] proposed thatmotivation is the extent of
enthusiasm, direction and persistence of efforts with which the employee tries to accomplish goals.

Compensation

In the context of higher education institutions (HEIs), a study conducted by Early and Winton (2001)
found that compensation systems and performance appraisal help institutions to attract a highly skilled
workforce to join and play a role in improving the education system. Organizations use the
compensation system to increase the effectiveness and outcomes by adding value to employee efforts
and contributions. Kuster and Canales (2011) found in their study that companies use several
compensation strategies to influence the motivation and performance of salespersons and this can
finally help them to increase revenue.

Pay: The payment systems that employee view as being and proportionate with their skills and
expectation is called pay. Employees are offered a financial reward for that the employee is eager to
work to the best of their their services called pay which is a foremost stipulation in human resource
management. Pay must be closely linked satisfaction. The effectiveness of an organization is to the
performance according to high achievers. Employees who do their best want reasonable pay that
satisfies their needs. An equitable pay makes them feel appreciated so they expect to pay according to
their efforts because they don’t want to be unacknowledged for their services. Money is ranked at the
top for creating motivation because people require money to fulfill the basic necessities of life so it
motivates the employees more than any other incentive [7]. Others believe that other firms by
motivating and retaining human money is influential for fulfilling their non-monetary needs such as
authority, rank and belonging ness with preferred groups. It is believed that people who have more
money are more powerful in society as compared to those who have lesser money. So it is easier for
them to have things their way. That’s why money is often viewed as personal triumph and
accomplishment [8].

Inflation adjustment

Performance bonuses

Bonuses: When employees reach certain standards and greater extent after the pay exceeds a certain
level. quotas to complete a certain project, they are given According to Hertzberg’s there are two kinds
of factors bonuses a call centre representative who answered more that have a strong impact on the
employee motivation. than 200 calls.
Recognition

Flynn (1998) argued that rewards and recognition programs keep high spirits among employees, boosts
up their morale and create a linkage between performance and motivation of the employees. The basic
purpose of recognition and reward program is to define a system to pay and communicate it to the
employees so that they can link their reward to their performance which ultimately leads to employee’s
job satisfaction. Where job satisfaction, as defined by Lock (cited in Gruneberg, 1979, p. 3), is a
pleasurable positive emotional state as a result of work appraisal from one’s job experiences. The
rewards include the financial rewards, pay and benefits, promotions and incentives that satisfy
employees to some extent but for committed employees, recognition must be given to keep them
motivated, appreciated and committed. Baron (1983) argued that when we recognize and acknowledge
the employees in terms of their identification, their working capacity and performance is very high.
Recognition today is highest need according to most of the experts whereas a reward which includes all
the monetary and compensative benefits cannot be the sole motivator for employees’ motivation
program. Employees are motivated fully when their needs are met. The level of motivation of
employees increases when employees get an unexpected increase in recognition, praise and pay (La
Motta, 1995). In today’s dynamic environment the highly motivated employees serve as a synergy for
accomplishment of company’s goals, business plans, high efficiency, growth and performance.
Motivation is also required when the organizational workforce has not a good relationship pattern.
Employees’ relation with employees and with supervisor is a key ingredient of the inner strength of the
organization. The ability of supervisors to provide strong leadership has an effect on job satisfaction of
employees (Morris, 2004). The study relates how the impact of incentives, rewards and recognition
programs drives employee motivation.

Empowerment

When the employees are empowered to take action, it gives them the ownership of their job. The
empowerment helps them to take responsibility of their job and impact of their performance on the
organization. This increases their self-motivation and self-esteem. Organizations can motivate the
employee by providing chances to pursue their own thoughts by designing employee involvement
programs like participative management and quality circles. The participative management will allow the
employee to share their thoughts at one platform and participate in joint decision making. In quality
circles, less than ten employees meet with their supervisor to discuss and control quality issues [8]. This
will create a strong sense of accomplishment and ultimately increases the motivation.

The motivation of the employee to voice their ideas is increased when given an opportunity to share
their perspectives in participative decision making. An equal involvement and contribution in decision
making can develop team effectiveness and results in a better decision. The working places which show
positive reception for equal participation in decision making are less confrontational, more practical and
encouraging of other staff.
Promotions

Promotion can be referred to as a progress of an employee’s rank or position in a hierarchical structure.

Which means an increase of employee in a field to a better job, compared with previously. In a
promotion, the responsibility is greater; achievement, facilities, status, demand proficiency is higher;
and the addition of wages or salaries as well as other allowances. Promotion means to assign more
responsibility and authority to employees. In simple words, promotion is to transfer an employee to a
higher position. Job promotion has several indicators, namely loyalty, qualification, and achievement.
Promotion is the most common form of internal mobility of personnel in an organization. According to
Gupta (2011) promotion refers to a higher post carrying greater responsibilities, higher status, and
better salary. It is the upward movement of an employee in the organization's hierarchy. Promotions are
used to reward employees that perform better and to motivate them to greater effort. Promotion is one
of the extrinsic rewards. The promotion is also an important factor in an employee's life and career,
which can affect their motivation. The promotion will boost employees to perform a job more efficiently
and effectively in order to improve their talent. The promotion will give long-term satisfaction to
employees. This can be done only by elevating the employee to a higher position and offering a title with
the increased accountability and responsibility due to the employee's efforts, behavior and period of
service in the organization. The employee is motivated by this type of reward to contribute all his efforts
in order to gain management’s trust and acquire their delegation and responsibility.

According to Rahman and Hoque (2014), there are five job dimensions that are very important for an
employee in order to feel motivated. It consists of the work itself, pays, promotion opportunities,
supervision, and co-employees. Macey, Schneider, Barbera, and Young (2009) stated when an
organization gives frequent promotions and appraisal system in their workplace, it can be motivated the
employees. Generally, employees think promotion opportunities are an important aspect of their career
and their lives.

Promotion can have a significant impact on other job characteristics such as responsibilities, etc. Based
on research conducted by Khan, Farooq, and Khan (2010) in Kohat, Pakistan to analyze the role of
reward in motivating employees of commercial banks. The study aimed to identify the impact of
payment, promotion, benefits, and recognition of employee motivation. The sample of study consist of
67 male and female employees of the commercial banks of Kohat, Pakistan. The research finding
showed that promotion among most the important variables has the greatest effect on employee work
motivation.

Wan, Sulaiman, and Omar (2012) argued that workers would be more committed to the organization
and loyal to the organization and the intention to leave the organization was low if the promotion was
made fairly and equally. In this research, promotion defined as an opportunity given to an employee on
the progress shown by the worker to his work. Directly, the promotion will increase the position of
workers in the organization hierarchy and greater responsibility. Promotion is seen as an important
factor in influencing motivation and work performance. This is because it can increase or develop an
employee's skill and knowledge.

Working condition

Working Environment: A better workplace environment leads to increased employee commitment and
and productivity. It boosts the employee motivation and improves the productivity. A work environment
where employee feels that they have reasons for doing work and get pleasure from doing their job
motivates the employee. In working conditions where employees are not provided with adequate
resources, tools, training, software and supplies lead to de motivation and lesser productivity.

The inefficient working conditions which include comfort issues like poor ventilation, seating, lightning
and noise can cause anxiety and decrease output [12] Lack of praise, recognition and promotions in the
workplace environment affect the motivation of the employees. The presence of troublesome and
negative employees also influences the employee’s relationship with rest of colleagues in a negative
way. As a result the absenteeism rate increases and they are less likely to continue the job [13].
Relationship with the coworker, equal opportunities for promotions, responsibility and the autonomy
are also components of working environment which can affect the motivation.

Management should improve working conditions in order to improve productivity and motivate the
employees. Since employees are not robots so the workplace should have a gym and lounge for the
wellbeing of employees.

Education assistance

Engagement activities