Impact of Workplace Motivation on Employee Performance Research Proposal
Impact of Workplace Motivation on Employee Performance
Background of the Study
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).
Statement of the Problem
There are two problems identified:
1. What are the effects of motivation in the organizational performance?
2. What are the factors to be considered in administering the motivation within the workplace?
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 four 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. Third is to identify the perceptions of both employees and employers regarding the concept of motivation. And fourth is to measure the effectiveness of the motivational approaches in answering the challenges in an organization and satisfying their goals.
There are four questions that can help the investigation of the study
1. What are the objective and role of motivational approaches within an organization?
2. What are the identified benefits and drawbacks brought by the motivational approaches in the entire organization, particularly among the employees?
3. What are the perceptions of the employees and employers within the aspect of motivation?
4. What are the effects of the motivational approaches based on the organization that implemented the practice?
Significance of the Study
The study is dedicated to the organizations, either small or large enterprises, which are aiming to deliver the performance in the industry. Because of the growing challenges in the human resources, the roles and functions of the employees are placed at stake – compromising their ability to perform well. Based on the previous studies of motivational approach and practices, there is an identified foundation pertaining to the performance of the employee that in return will help the organization in satisfying their organizational goals.
Conceptual and Theoretical Framework
The concept of the study is based on the challenges being faced by the organizations in delivering the job performance among the employees. Through investigating the ideas involved in the issue of motivation, the study can address the strategies that can be applied in the organization. In addition, the theories and models of motivation are used in the study such as Maslow’s Hierarchy of Needs to help identify the priorities of an employee in exchange of working in an organization.
Scope and Limitation
The scope of the study is bound to investigate the strategies applied in the motivation approaches and to deliver the results by measuring the outcome of the motivation. The areas that need to be considered are the manufacturing or production process and/or service industry. These areas are evident in the current industry. On the other hand, the limitation of the study is beyond the financial assessments like the gains and loss of the organization regarding their used type of motivation approach.
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 14 October 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 14 October 2010].
Chughtai, A., (2008) Impact of Job Involvement on In-Role Job Performance and Organizational Citizenship Behavior, Journal of Behavioral and Applied Management, 9(4) [Online] Available at: http://www.jbam.org/pubs/jbam/articles/Vol9/no2/JBAM_9_2_4.pdf [Accessed 14 October 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 14 October 2010]