Employee Motivation Thesis

Click here to load reader

  • date post

    12-Oct-2015
  • Category

    Documents

  • view

    97
  • download

    2

Embed Size (px)

description

Complete thesis on the topic "Role of Motivation on Employee Performance".Could be great help to people who are attempting MBA HR course.

Transcript of Employee Motivation Thesis

  • Assessing the Role of Motivation on

    Employee Performance

    By

    Shaheryar Khalid

    Project paper submitted in partial

    fulfillment of the requirements

    for the degree of

    Master of Business Administration

    [name of university]

    [year]

  • 1

    Table of contents

    CHAPTER 01: INTRODUCTION .............................................................................................. 2

    1.1. Background of the Study .................................................................................................. 2

    1.2. Problem Statement ........................................................................................................... 4

    1.3. Study Purpose ................................................................................................................... 4

    1.4. Study Significance............................................................................................................ 5

    1.5. Research Questions .......................................................................................................... 5

    1.6. Scope of the Study............................................................................................................ 5

    1.7. Brief Description of Research Methodology ................................................................... 6

    1.8. Limitation of the Study .................................................................................................... 6

    1.9. Research Structure............................................................................................................ 6

    1.10. Time scale ........................................................................................................................ 7

    References ...................................................................................................................................... 9

  • 2

    CHAPTER 01: INTRODUCTION

    1.1. Background of the Study

    In this modern era, the business and organizational operations all around the globe are

    very tough and challenging, since they are evolving at a very rapid rate. The internal and external

    factors are continuously evolving and varying, which is challenging the development of the

    organizations and businesses in terms of revenue growth. For maintaining a reputable image in

    the global or local market, the organizations have to maintain the rate of their growth and for this

    they have to bring in all the resources (Cadwallader, Jarvis, Bitner, & Ostrom, 2010, pp.219-

    239). Human, financial and physical resources are the three areas where every organization

    should excel for ensuring a sustainable growth in the market. The management of the working

    staff of organization is the main quest for the modern managers. The effective management of

    employees require skillful handling of the thoughts, approach and sentiments, so that the highest

    productivity levels can be achieved successfully by the effective utilization of the total work

    force of the organization. For achieving full and profitable concentration of the employees, the

    motivation factors are very important since the motivation of an employee towards its work can

    bring the best results for any organization. The motivated staff of any organization is a precious

    asset which is of immense value for the organization (O'Neil, & Drillings, 2012).

    Motivation is referred to a desire of any individual for achieving something fruitful, by

    putting in efforts. Motivation, according to many scholars, is one of the most vital elements of

    performance. The individuals having the passion of becoming the high performers have the

    desire and the energy combined in the form of high level of motivation through which they are

    able to attain the objectives and goals they set for themselves (Sara, et al. 2004, pp. 381394).

    Thus, employee motivation can be defined as a reflection of the level of energy, pledge, and

    originality that the workers of an organization bring into account during their jobs. The levels of

    motivation affect the behaviors of the employees in a great deal and thus the motivation level can

    be directly related with the different levels of employee performance within any organization.

    The major issue, as highlighted by many scholars is that most of the managements fail to

    communicate the employees about what is expected of them (Cadwallader, Jarvis, Bitner, &

    Ostrom, 2010, pp.219-239), which results in low levels of performance. In other cases, the

    organizations fail to deliver their employees what they promise, which ultimately results in

  • 3

    decreased levels of motivation among the employees. Therefore, it is the core responsibility of

    the management to keep the motivation levels elevated among their employees (Gilbert,

    Halliday, Heavey, & Murphy, 2011).

    The fact that every individual has a different role in any organization makes this subject

    more interesting. Thus means that there are several factors, over a wide range, which can affect

    the motivation levels of employees within a certain working environment. For some,

    acknowledgment and appreciation is all it takes to motivate them. For others, a material reward

    is more important rather than just the exchange of appreciating words. Having a quality human

    resource is very important for organizations in order to have a competitive advantage over the

    others in the market (Phil, 2007 pp.109-111). A lack of motivation among the employees can

    lead to devastating effects for an organization in terms of low output, less interest in the

    organizational operations and intentional faulty work. All these factors prove to harm the

    productivity of the organization and are detrimental to the success of the organization (Gilbert,

    Halliday, Heavey, & Murphy, 2011).

    The topic of employee motivation and its relation with the performance of the employees

    themselves and the organization has been studied and researched quite comprehensively.

    Halfway the twentieth century the initial motivational theories started to develop and the most

    prominent of them were Maslows hierarchy of needs (1943), Herzbergs two-factor theory

    (1959) and Vrooms expectancy theory (1964). These theories were related to the motivation of

    an individual and the motivation of employees in specific. In the literature, motivation has been

    defined many times and Herzberg (1959) defined employee motivation as the will to perform any

    work. The scholars and theorists have agreed that the employee motivation can be classified into

    two types: intrinsic and extrinsic (Bedeian, 1993). Staw states that Herzbergs Two-Factor

    Theory (1959) helped in making this classification of the employee motivation. However, the

    relatively recent years have focuses on the intrinsic and extrinsic motivation.

    The most important point here is that how these two types of employee motivation can

    contribute in raising the levels of employees performance (Antoncic, & Antoncic, 2011, pp.589-

    607). It is a fact that the relation between employee motivation and job performance has been

    studied in the past, but adequate correlations have not been established. However, recent studies

    have concluded about the positive correlation between these two (Oldham, Nottenburg, Kassner,

    Ferris, Fedor, & Masters, 1982, pp.84-111). This relationship, between the employee motivation

  • 4

    n and the performance of employee is studied in this thesis and the factors which increase the

    motivation of the employees are also acutely discussed (Cruz, Prez, & Cantero, 2009, pp.478-

    490).

    1.2. Problem Statement

    Effective employee management results in a competitive advantage by having a

    motivated and enthusiastic workforce. The major problem in this context is to find out the factors

    which are responsible for increasing and decreasing the motivation level of employees within an

    organization, and that how these factors influence the performance of the employees within that

    organization?

    1.3. Study Purpose

    The main reason behind choosing this topic is curiosity to know how an organization

    motivates its employees. In todays recessionary period, organizations are reducing cost by

    reducing number of employees. Employees who survive downsizing have burden of work load

    on them. There must be some factors that motivate them in achieving the goals of the company

    as they perform the job of two people.

    There are some organizations that do not use motivational factors to motivate their staff.

    They undermine the importance of involving employees and practicing good retention strategies.

    Absence of motivational factors cause high turnover of employees and it also de-motivates and

    reduces productivity of the employees. Understanding the concept of motivation and its

    implication in an organization is very important. This research paper can be used as the guide to

    understand the concept of motivation and to explore its different facets. Understanding

    motivation and its different facets is imperative because it is this concept of motivation that helps

    managers to drive their employees towards optimal performance. To create the quest of optimal

    performance among employees a manger must know each and every detail about motivation,

    when to provide