What is the impact of employee motivation in performance of an organization? In leadership management, motivation is important and functions between individual interaction and internal attributes of the involved parties. As a component of motivational functionality, the aspect of perception of an employee is vital towards the environment of leadership, influence and performance of that employee. Human resource functionality in an organization influences the behaviour of person(s) making decision away from personal prejudice, stereotype, or emotions. As opined by Kinicki and Kreitner (2009), the elements of absenteeism, low morale, high accidents at work, low quality work, over dependence on employees assistance program, and low turnover are associated with poor motivational strategies which results in improper handing work culture and disrespectfulness to the need to constantly monitor structures in handling behaviour and company’s interests. This informed the foundation of several researches on the need for employee motivation in company sustainability (Greenberg, 2011). While several researchers have identified the need for motivation in place of work, little research exists on the impact of employee motivation on performance of an organization. Therefore, this explicit research aims at reviewing the actual impacts of motivation on the performance of employees which determine the success of a company’s labour resource management. Though life is meaningless without challenges, balance between rest and stimulation is necessary (Janus, 2008). Goodness or bad state of stress is dependent on the victim tolerance and subsequent recovery period. Prolonged depression has serious negative influence in work and life of a person. With time if successfully handled, stress may turn into a monotonous habit ending up stressing the victim. In addition to work environment causes, second job, family problems or physical health may increase levels of depression when combined with work related challenges (Hellriegel & Slocum, 2011; Lopez, 2010). In order for the productivity quotient to become an effective tool, it is appropriate to ensure that workers and the management team both understand the collective perspective of the institution (McShane & Von-Glinow, 2011). When employees understand the business strategy of the institution and the job responsibilities, the company’s productivity is likely to be improved (Porter, Lawler and Sayre-McCord, 2006). Preparing a favourable work environment is important to put into consideration in addition to improving moral and motivating the employees since work commitments are great contributions to the desired organizational objectives (Parker, 2013; Mercer, Carpenter & Wyman, 2010; Schneider, Chung & Yusko, 2008). The research topic on the impact of employee motivation in performance of an organization was chosen to establish the link between motivation and performance in an organization. Equipped with this knowledge, employers are capable to enhance the work performance of their employees for them to become consistently part of their organizational culture. The research problem is suitable for research at BSc level since understanding organizational culture offers the drives and supports essential programs to accomplish the strategic objectives of motivating success in product. Since the problem is complex and requires explicit research, the findings are instrumental in future development of HRM policy and practices. Despite the fact that several organization performance theories suggest that motivation