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Research Proposal on the effects of motivation on employee performance
Research Proposal on the effects of motivation on employee performance
Research Proposal on the effects of motivation on employee performance
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Introduction
Due to the arrival of economic globalization and the increase of living standards throughout the world, a series of changes both big and small have been brought to our attention. In the meantime however, each individual and groups have been faced with intense competition as well as living under great pressure. In today’s society people are making great effort to thrive in such a society, so are companies. In order to make a greater impact, companies are constantly trying to improve the productivity of their employees which in turn is directly linked to their profits and the market share they possess. Being able to increase productivity is and always will be a major goal for managers in every organisation. Motivation among other issues is increasingly considered as a major priority in any given organization since the level of motivation is always closely related to the levels of productivity made by the employees. The higher the level of motivation produced by the managers results in the higher levels of productivity by their employees. Unfortunately, being able to increase motivation is easier said than done! Motivation theory is a very difficult subject to put into practice, as it touches on several different disciplines. This paper will start with a brief description of motivation theories, and then I will focus on the exploration of Herzberg’s theory following by analysing how to improve productivity of employees by using his motivation theory.
Literature Review
Twyla Dell (1988) gave a definiton to employee motivation, as he stated, the bottom line of motivation is to offer employees what they really want. The more requirements of employees are satisfied, the more rewards ( productivity, quality and service)...
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Bibliography
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In a business or a workplace, it is essential for the organization, which consists of the employers, the managers, and their employees, to work towards reward programs within the human resources in order to create a healthy and cordial work environment and most importantly, to efficiently achieve business’ goals. In Carol Patton’s (2013) article, Rewarding Best Behaviors, she explains the importance of several companies that are beginning to recognize their employees, not just for the end-results, but for reflecting good behaviors towards the business’ values, such as demonstrating creativity on certain projects, problem solving towards certain issues, and also collaborating with fellow co-workers. Patton stresses that these reward programs could help suffice the overall being of a company as long as the rewarded behaviors correlate with the corporate strategy. Patton expresses that some things human resources must comprehend include “how its company creates success, what drives its business strategy and what behaviors are needed from employees to achieve that success” (Patton, 2013 para. 15). Moreover, the employee would be reflected as a role model for others and perhaps influence them to demonstrate comparable behaviors.
Chapman and White (2012) assert, “64 percent of Americans who leave their jobs say they do so because they don’t feel appreciated” (p. 15). The lack of feeling appreciated is the driving force for a majority of workers to seek other employment. Chapman and White cites a Gallup poll, “almost 70 percent of the people in the United States say they receive no praise or recognition in the workplace” (2012, p. 34). This statistic underscores the need to be appreciated, as well as the importance of communicating appreciation to team members, regardless whether the team member is a volunteer or paid
There are many factors that can affect the overall success of a business. Yet, few are as important to understand and master as employee motivation. This is because a highly motivated workforce translates into increased productivity which helps ensure that the business reach its goals. Business owners who are smart make sure that a well thought out and tested motivation strategy is firmly embedded into the business model. Further, they are sure to consider how major decisions could affect their staff. In order to gain a better understanding of what drives the motivation of an employee, we must examine where motivation comes from both from a physical and psychological perspective, review the various theories of motivation, the importance
...ut we can instill in our children an appreciation for hard work and doing a good job at whatever they do. A little less complaining and more willingness to give a little on both employees’ and employers’ parts would certainly go a long way. Treating each other with respect and appreciation helps to create a meaningful working relationship and fosters loyalty that is so often lacking in today’s workforce.
Palmer, W. W., & Dean, C. C. (1973). Increasing Employee Productivity and Reducing Turnover. Training & Development Journal, 27(3), 52.
Therefore, another way of getting employees to follow leadership is to recognize their accomplishments, regardless of how minuscule. There are hundreds of books available on how to recognize and reward employees. In 151 Quick Ideas to Recognize and Reward Employees by Kenneth Lloyd, Ph.D., the author discusses some basic rewards, like presenting a book with an inscription, offering prime parking, giving birthday and anniversary cards, and providing employee retreats. Granted, in order for some of these rewards to work, leaders must know their team
Owners like managers alike, should establish ways to demonstrate appreciation for employees. This course has taken my perspective on managing beyond just giving rules and following standardized ways of doing business. The phrase “it takes a village to raise
Psychologist Frederick Herzberg contends that “if we want to motivate people on their jobs, emphasize factors associated with the work itself or to outcomes directly derived from it.
Motivation is an important function in organizations to motivate their employees for their ability to perform well, improving their skills, increasing productivity, job satisfaction and employee extension. Employees also are not a machines that we could just program their task in their brain and they will do it automatically, they require motivation to actually do their job properly. And so, after discussing the process models of the Maslow’s “Hierarchy of needs”, Douglas McGregor theory X and Y, and also the Herzberg’s “two factor motivation hygiene theory.” understanding the ways of motivating people, the human nature, and the substance of nature. I believe that the true motivation can only come from within and also managers can actually motivate all of their employees.
Kovach KA (1987). What motivates employees? Workers and supervisors give different answers. Business Horizons, 30. 58-65. Print. 8 Feb. 2014.
Hiam,A.(1999). Motivating & Rewarding employees: new and better ways to inspire your people. Adams Media Corporation. U.S.A.
Research has shown that motivation in an employee is an important factor which determines his performance. Motivation is the “driving force within individuals” (Mullins, 2007, p. 285). It is the concerned with finding out the reasons which shape and direct the behaviour of the individuals. The people act to achieve something so that they can satisfy some needs (Gitman and Daniel, 2008). It is important for the manager to understand this motivation of individual employees in order to inspire them and devise an appropriate set of incentives and rewards which would satisfy the needs that they have individually (Kerr, 2003). Once these needs are expected to be met in return for some specific behaviour or action, they would work more diligently to have that behaviour in them and to achieve that objective (Meyer and Hersovitch, 2001). Since it would lead to early and fuller achievement of the company objectives as the individual would work more diligently, it would lead to better organizational performance (Wiley, 1997).
Motivation, as defined in class, is the energy and commitment a person is prepared to dedicate to a task. In most of organisations, motivation is one of the most troublesome problems. Motivation is about the intensity, direction and persistence of reaching a goal. During the class, we have learned a substantial theories of motivation and many theories of motivations are used in real business. Each theory seems to have different basic values. But, they all have been analysed for one reason, recognising what motivates and increases the performance of employees. Ident...
majority of employees need motivation to feel good about their jobs and perform optimally. Some employees are money oriented while others find acknowledgment and accolades personally motivating. Motivation levels within the workplace have a point-blank impact on employee effciency. Workers who are driven and excited about their jobs carry out their obligations/duties to the best of their capacity and generation numbers increment therefore. An impetus is an inspiring impact that is intended to drive
Cichelli, D. (Jul/Aug 2006) Incentives that really motivate. Sales and marketing management, 158 (6), 25.