Motivational Structure Of Motivation

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1.0 Introduction
Human beings are very complex creatures and becoming even more complicated now-a-days. The needs and requirements of man in modern society are constantly changing and increasing as well. When these needs are not fulfilled, people become dissatisfied. In this situation, dissatisfaction is unlikely to contribute to any constructive purposes. This is the reason why motivation has been one of the widely researched topics in organizational psychology (Spector, 1997).
Every organisation has a motivation structure designed to meet particular objectives. Generally, their objective is to motivate and improve output. Motivational structures are formal policies and procedures drafted by the organisation. They dictate the way in which a company is formally arranged and organized. Motivation can either be financial in the form of bonuses. This can also be non-financial, which are promotions, holiday trips or vouchers. These programs have distinct criteria which are reward based on employee performance; it should be competitive and in proportion to market price and finally, it should motivate employees to perform better. (Armstrong M. & Murlis, H., 2007)
Motivation is the pleasurable emotional state which comes with the outcome of the (reward) the job (Locke 1976). Employers are considered as the spine of the organisation. This gives them the responsibility of creating a pleasurable working condition to boost the motivation of the employees. It is generally believed that employees in every business sector are motivated by wages. It is not uncommon to find organisations increasing wages in recruiting and in retaining key employees in the world of business. (Beer, M. And Cannon, M.D. 2004)
A range of research...

... middle of paper ...

...e research methodology that will be used throughout the research process. This involves data gathering which will be primary and secondary. The validity and reliability of the data will also be highlighted.
Chapter Four discusses the incentive schemes that the various banks operate and how the employees of the various organisations value these schemes. This chapter analyses these findings. Primary and secondary sources of information and their analysis will be presented. This shows the justification and cases of contradiction of some theories discussed in the literature review presented in chapter two.
The final section of the research, chapter five concludes and also proposes recommendations made by the researcher. The suggestions basically deal with employees morale at work particularly for the different categories of workers discovered during research.

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