Research focuses on motivation and its impact on employee performance. Motivation derives from the concept of hedonism, which means that humans always seek joy and comfort and want to save themselves from tension and pain. (Kamal, Khan, Khan and Khan, 2006) Li cited, Motivation is a general term applying to the entire class of drives, desires, needs and wishes. It is essentially a process by which an individual attempts to satisfy certain needs through various behaviors. Motivated behavior is goal-directed, sustained, and results from internal needs and motivations. Not all behavior is motivated, but most behavior at work is motivated. A motive is an internal drive that arouses, directs, and integrates a person's behavior. (p.256). Consciously, humans do not know their desires. An unconscious motive affects daily routine. This disrupts dreams a lot, and also causes memory loss. The researcher compares a person to an iceberg in which his small part is conscious and easy to see while the rest of the part is invisible. The researcher introduced the concept that “needs determine goals.” (Kamal et al., 2006) Effort of the employee shows his desire to work and desires represent the motivation of the employee. When the manager is asked about the poor performance of employees, he must know the reason for the problem. (Kamal et al., 2006) It is possible that poor performance is the result of a lack of motivation or a lack of ability. Serious problems can arise if the manager believes that poor performance is due to a lack of ability rather than a lack of motivation. In such a case, employees...... middle of paper ......performance of hotel employees. Research Business Review, 6(3), 71-76.Kamal, S., Khan, B., Khan. MB and Khan. AB (2006). Motivation and its impact on employee performance. Journal of Research, 22(2). Accessed January 1, 2009, http://www.gu.edu.pk/GUJR/PRevious%20Issues/V_22_D_2006.htmlLi, L. (nd). Human motivation in work organization: theories and implications. New Asia College Academic Annual, 19, 253-263.Rynes, SL, Gerhart, B. and Minette. KA (2004). The importance of remuneration in motivating employees: gaps between what people say and what they do. Human Resource Management, 43(4), 381-394.doi: 10.1002/hrm.20031Sirota, D., Mischkind, LA and Meltzer, MI (2006). Why your employees lose their motivation. Harvard Management Update, 11(1). Retrieved August 8, 2009 from http://hbswk.hbs.edu/archive/5289.html#1#1