Research Proposal on The Impact of Motivation on Employee Job Performance
The Impact of Motivation on Employee Job Performance
People within an organization are harmoniously working together to satisfy one certain goal, whether short or long-term goal. The organization, as the collection of people, are expected to be deliver the best assets that they have which are the people bearing the knowledge and skills suitable to their position in the organization. Through the desirable performances of the employees, the organization can realize the competitive advantage in the market and among their competitors.
Background and Statement of the Problem
It’s very optimistic to assume that every organization can compete according to their strategies and obtaining the competitive advantage. In an industry where the uncertainties are freely roaming, the growth and success of the business is completely threatened. With the help of the valuable players, who are the employees, the organization still has their option and chance towards the future success. The most appreciated approach in an industry other than training and development is through the use of motivational approaches that almost all of the organizations, in whatever size or type, used to apply (Byham and Moyer, 2005). Considering the fact that the motivational approaches can drive the job performance of an employee, what would be the other impact that it might create in the employee, itself?
Research Aim and Objectives
The study aims for assessing the impact of motivation on the job performance of an employee. To decipher the important ideas regarding the area of motivation, there are three objectives that can serve as the propeller of the study. First is to determine the concerns of motivational approach as well as its true purpose within an organization. Second is to determine the benefits and drawbacks brought by the motivational approach in the entire organization, particularly among the employees. And third is to measure the effectiveness of the motivational approaches in answering the challenges in an organization and satisfying their goals.
From the previous studies regarding the motivational approaches and its impacts on various business dimensions, it deliberately identified that organizational involvement and commitment can be the other factors that might contribute to the overall job performance of the employees. Motivational approaches definitely satisfy the needs of the employees and in return, the employee repays it through their hard work. Identifying the needs and answering it is the most basic approach of every organization to earn the organization commitment of the employees (Chughtai, 2008). With the good employer-employee relationship, an employee’s performance can be only manifested on the organizational effectiveness. In the implementation of the motivation across the organization, it allows the individuals to focus on the development of their work, in terms of behavior, skills and knowledge, ethics, and effectiveness. It is also defined that motivational approaches tend to energize the workforce which can result in their expected job performance (Byham and Moyer, 2005). In addition, the motivational processes increases or influences the job performance and other work outcomes of an individual that can reach to the employees’ outmost performance and even their job satisfaction (Strain, 1995; Chughtai, 2008). On the other hand, some study contradicts that the information regarding the effectiveness of motivational approaches in building the employee performance. The performance is based on the perception and choice of an individual and it can be only achieved if the skills and knowledge are suitable to the position of the employees (Christensen and Wright, 2009). However, the idea regarding the continuous training and development within the workforce is not set aside. In fact, even if an employee manages to handle all the challenges and there are still rooms on their abilities that should be improved.
The study will apply the same method previously implemented by Byham and Moyer (2005) which is the use of the motivation assessment test and motivation assessment inventories. The motivation assessment test is adopted to measure the individual’s work-related issues such as the things that an individuals’ likes and dislikes regarding the area of their work that can, at least, affect their decision. On the other hand, the motivation assessment inventories which is almost similar to the tests, only not focusing on decision making but in relation to the employees’ nature of work and how do they feel on the motivational approach of the organization. The motivational tests and inventories can be determined through the use of survey around the organization and can duly determine the impact of the motivation in establishing the job performance of every employee.
Byham, W., & Moyer, R., 2005. Using Competencies to Build a Successful Organization [Online] Available at: http://www.ddiworld.com/pdf/ddi_usingcompetenciestobuild_mg.pdf [Accessed 10 June 2010]
Christensen, R., & Wright, B., 2009. The Effects of Public Service Motivation on Job Choice Decisions: Exploring the Contributions of Person-Organization Fit and Person-Job Fit [Online] Available at: http://www.pmranet.org/conferences/OSU2009/papers/Christensen,%20Robert%20K%20and%20Wright,%20Bradley%20E.%20%20The%20Effects%20of%20Public%20Service%20Motivation%20on%20Job%20Choice%20Decisions.pdf [Accessed 10 June 2010].
Chughtai, A., 2008. Impact of Job Involvement on In-Role Job Performance and Organizational Citizenship Behavior, Journal of Behavioral and Applied Management, Vol. 9, No. 4 [Online] Available at: http://www.jbam.org/pubs/jbam/articles/Vol9/no2/JBAM_9_2_4.pdf [Accessed 10 June 2010].
Strain, C., 1995. Need for Autonomy as a Moderating variable in the Model of the Determinants of Salesperson Performance. [Online] Available at: http://www.sbaer.uca.edu/research/swma/1995/pdf/08.pdf [Accessed 10 June 2010].