A MODEL OF SIX-STEP PROCESS OF EMPLOYEE MOTIVATION

The motivation process is based on the motivational system that encompasses many generic causal variables (primary/secondary, internal/external, intrinsic/extrinsic, qualitative/ quantitative, measurable/non-measurable, etc.). Given their possible clustering, we develop an outline of a model of employee motivation to reveal clear differences between motivation, satisfaction before triggering, involvement, performance and satisfaction (fulfillment). In this context, we try to find as many answers to these questions: What are the components of the direct and continuous motivational system’s impact on work? Will a motivated employee always get maximum performance? Is satisfaction always perceived by all the motivated employees? Will the motivated, satisfied and engaged at work employees always have superior performance? From our point of view, the answers to the last three questions are actually some disclaimers: there are no elements of motivation, which alone have a direct and continuous impact on performance (even though most managers consider that a motivated staff keeps the company competitive); there is no guarantee that all motivated employees always perceive satisfaction; it is not guaranteed that motivated, satisfied and committed employees will always get superior performance. In this article we will try to argue these points of view.