Motivation is a psychological method used to enlarge the performance of workplaces. Alongside other values like personalities, attitudes, and perceptions, motivation is an essential component of behavior. Motivation can arouse and energizes individuals and their performances in workplaces. Universities may sometimes not find this aspect important because faculties are not paid according to the production of students (Blaskova, 2013). Although such institutions may not find motivating faculty as useful, money is not the only component that can ensure workers value their jobs (Osibayi, 2015). Offering incentives make people show some level of commitments and job satisfaction, and this can contribute to high university performances. Although students pay large amounts to universities in the form of fees, the universities cannot be blamed alone for their failures. It means that the money such students pay may be a waste as learners may not achieve good results (Dobre, 2013).

        Universities that have a motivated workforce receive good results because their faculty efficiency is improved. Motivated workers are willing to work and assist students in their weak areas, and this will help to enhance the learning abilities of students. It is easy to point out problems that workers may be experiencing in their workplaces when they are willing to work (Sawar, 2010). When workers feel they get the right treatments at work and their efforts recognized, they may assist an institution to deal with problems that can reduce its efficiencies (Osakwe, 2017). It becomes easy to attract many students to the university, which can contribute to its stability. It means that well-motivated workers can improve the achievement of an institution’s goals.

        Consequently, an institution that does not motivate workers can lead to dissatisfaction. When one worker is not motivated, and their working morale is down, other people in the office can feel the same (Manzoor, 2011). Such workers can quit their jobs, and the institution may not achieve its objective. Additionally, university faculty who are not motivated can lead to poor work performances (Shaheen, Sajid, &batool, 2013). In most cases, this can be identified through students? Results and lack of such student to attend classes. When the results of a particular university begin to drop, parents will not take their children to enroll in such schools, and this can lead to decreased revenues for such universities.

References of Rationale of The Motivation of Teaching Faculty Employees in Universities