Abstract:
This study investigates how associate-level workers at an apparel company in Sri Lanka clothing firm performs in relation to extrinsic motivation. The main goals were to determine how extrinsic motivators like incentives, job security, working circumstances, and interpersonal relationships relate to employee performance and to evaluate how each element affects output and satisfaction. A standardized questionnaire with a Likert scale was used to gather data from 268 associate-level employees who took part in the study. To examine the relationships between extrinsic motivators and employee performance, descriptive and inferential statistical methods were employed. According to the study, employee performance was significantly improved by interpersonal interactions, job security, and working environment. Employee motivation rose in response to perceived improvements in job security and working circumstances, which in turn raised output and job satisfaction. The study did draw attention to possible issues with an excessive dependence on extrinsic rewards, though, as this could compromise intrinsic motivation and encourage short-term rather than long-term growth. According to the findings, businesses shouldn't rely exclusively on extrinsic motivators to improve employee performance, even though they are crucial. In order to promote long-term employee engagement and performance, the study advises apparel companies in Sri Lanka to create a well-rounded compensation system that incorporates both intrinsic and extrinsic motivators. This highlights the necessity for HR professionals to design incentive programs that promote sustained employee development and complement corporate goals. A well- rounded strategy to motivation will promote higher employee retention and satisfaction in addition to better productivity.
