The Effect of Employee Motivation on Organizational Productivity Research Proposal Paper
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The Effect of Employee Motivation on Organizational Productivity
Employee motivation has captured the interest of the researchers, business leaders, and the human resource managers. There are many presented information regarding the theory of motivation and how it can affect the performance of the employees. Accordingly, the motivation can significantly change the nature of work of an employee and can entirely change the workplace. Aside from the changing effects of the motivation, there are still remaining benefits that an organization can realize in the application of the motivation.
The first objective of the study is to identify the usefulness or the application of the motivation in the organization. Secondly, is to understand the various effects that it might deliver in the productivity of the employees.
The study understands the complexities involved in the working preferences of the employees. Therefore, there are several questions that are adhered in the issue of motivation and its effects on the employees.
1. What are the actions of the business leaders in improving the performance of the employees?
2. What are the programs created by the HR managers to improve the employees’ performance?
3. What are the perceptions of the employees regarding the motivational programs in their workplace?
Motivation suggests that the concerned people should be move and act in different circumstances. People are motivated based on their need and sometimes based on the pressure they receive from the working environment. Often, people commit to do a certain task because they want to excel in their field and their interest and values that they place on their work. Most of the time, the actions or the practice of the employees might be the representation of the culture (Ryan and Deci, 2000). Motivations can deliver the control, interest, excitement, and confidence, which in return manifested in enhanced performance, persistence and creativity. If the approach of the motivation is applied continuously, there is no doubt that every student or employee will reach their best potential in their respectful field. Motivation is mostly applied in the workplace that can drive the performance of the employees. The interaction of the employees with the other people and their working environment is a great advantage to apply the motivation. In the long-term use of the motivation and its principles, there is a positive result in meeting a quality job performance. Firstly, satisfaction must first be met to realize that there is an improvement in their job.
Satisfaction means answering the needs of the person and as an employee, the organization should build different strategies. An employee’s performance is jointly determined by the two key factors which is the value placed to achieve the outcome and the degree of effort. Satisfaction raises several interesting thought regarding the motivation and the job involvement of the employee. Since the needs are met, the employees are satisfied and they can create a happy mood which most of the firms needs to assess as the employees can be transformed in to more productive people. Commitment of the employees is the effort of the employees to have controls wherein the entire organization has an influence in their job. The importance of the job design and job involvement can also increase the job satisfaction and performance because when the employee is fits his educational background on the nature of his work; there is a significant result on the process of performing that specific job (Baker, 2001). Organization should make the employee feels that their presence in the organization is worthy. Their belongingness in the workplace is an important factor in recognizing the productivity. This achievement can be in the way where the needs are satisfied such as their self-esteem need and self-respect, appreciation or recognition, the safety and security of the employee (Wright, 2001).
The suggested method in the study is the use of the secondary information. Through the application of this method, the study can find the right actions of the people within the organization on the issue of securing the job performance of the employees. In addition, it is a great advantage for the study to use the information from the previous studies for it can picture the ideal application of the motivation in the organization.
Baker, G., 2001. Motivation through Needs, Job Design, and Satisfaction, The McGraw-Hill. [Online] Available at: http://www.unf.edu/~gbaker/Man4240/Chapt007a.PDF [Accessed 29 March 2010].
Ryan, R., & Deci, E., 2000. Self-Determination Theory and the Facilitation of Intrinsic Motivation, Social Development, and Well-Being, American Psychologist Association, Inc. Vol. 55, No.1. [Online] Available at: http://www.psych.rochester.edu/SDT/documents/2000_RyanDeci_SDT.pdf [Accessed 29 March 2010].
Wright, B., 2001. Public-Sector Work Motivation: A Review of the Current Literature and a Revised Conceptual Model, Journal of Public Administration Research and Theory, Vol. 11, No. 4.