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business_development_management_-_research_project
EMPLOYEE MOTIVATION AND PRODUCTIVITY
Title: EMPLOYEE MOTIVATION AND PRODUCTIVITY
BACKGROUND
We live in a cooperate world meaning that that we are subjected to be in the business oriented minded world. Each business thrive because of many factors labor as one the factors. The cooperate recital and revenue escalation are challenged by internal and external operating of environmental factors. In order to be able to survive and make reasonable profit in the market then one has to consider working to improve and monitor the production factors. Human effort is a crucial aspect in life that has to be put into contemplation because the labor is accountable for converting the input products to outputs. Since they play part in production they have to be well catered for adequately.
The final compensation of a laborer is wages and thus it well explains itself that if a laborer is motivated and treated fairly and adequately then probably the production will increase. When you look at the world at large every person is struggling with the government trying to make its economy stable and conducive for the people. Though this is happening a lot of things emerge. The participation of the labor in many organizations is determined by the living standards of the country. If a state is not developed and the living standards of the people in the state s high then there is a possibility of many workers going into strike on the basis of poor wags since they cannot support themselves adequately with respect to the living standards.
According to the incentive schemes of Milkovich and Newman (
20
08) motivation constitutes the financial and non-financial. The financial entails the payment of salaries but the not financial explains the other activities that can gear up to the motivation of the workers.
RESEARCH GAP
The main agenda in employee motivation is to increase the productivity and as an organization, one must lay strategically goals to be able to give good motivation skills to the employers. I will base my study to the theory of Frederick Winslow Taylor theory of motivation which based its study on the motivation of employees and more of is study was on the financial part. His theory stated that the employees were motivated with the pay rise only. He also talked of the management by individual motivation.
My study was to shift from the money motivational since the analysis proved that money was not really the whole thing in motivation. My study was to look at the comfort, the manager communication with the employees, extend of the knowledge of the employees and the fairness of the manager. It also looked at the pragmatic prospect of employee involvement, satisfaction of the management and job recognition. The project is based on monitoring the analysis of the employee motivation and productivity.
RESEARCH QUESTIONS
The research aims at answering questions that are related to the management of labor as a factor of productivity which results in the improvement of the output and growth of the organization by motivation. The questions considerably those needs to be answered are
1. Is the relationship between motivation and productivity considered as a tool to an improved productivity of an organization?
2. Dealing with the attitude of the labor, will it have any significance in the motivation to have a reasonable productivity?
3. How does motivation make it possible for the labor to act to products in order to have a profitable output?
RESEARCH OBJECTIVES
The main objective of the study is to look at motivation of the laborer in order to have a proactive output. The objective to be looked into entails;
1. Factors that encourage positive motivation and behavior of the employee.
2. The managerial skills that need to be put in place to be to keep the employee at a motivational mood.
3. How motivation will accountably give a good product.
4. Relationship between motivation, employees and productivity.
RESEARCH METHODS
Research Design
The research I conducted is much detailed and has considerable data that is responsible in crediting and arguing on the research questions I have put in place together with the research objectives. I used the observation, interview and questionnaire mode of data collection.
Sampling procedures
The data collection was collected form a number of people in various companies from different environments. The questionnaires were supplied by email to various workers in the companies working in various departments. The main data collection tool was questionnaire.
Instrument used
Survey was the main tool used in data collection. Data was then analyzed from the questionnaires sent form the various emails.
Data collection procedures
Technology has boomed of late and internet was the main objective ‘of my study. With availability of mobile phones and computers reaching to many people in various organizations was much easier and effective.
DATA COLLECTION AND ANALYSIS
The data collection was from various employees who I had sent emails to on the questionnaires to be answered. i distributed the questions randomly to over
10
0 people but the people who really responded to the questions were 82 working in various companies in different departments.
Data analysis
After the questionnaires were sent back I analyzed then indefectibly and I come up with the following presentation.
How many years have you worked with your company?
|
Percentage |
|||||||||||
|
Less than 1 year |
10 |
15 . 38 |
|||||||||
|
1 to 5 years |
15 |
23 .0 7 |
|||||||||
|
5 to 10 years |
17 |
26 .15 |
|||||||||
|
10 years and above |
23 |
35.38 |
This survey was to be able to know really the satisfactory of the employees’ employment duration in the companies. A good percentage gave it that they had worked in the companies for quite a long time and so the possibility of the companies treating the clients well is high. The percentage was quite impressive over 10 years being 35.38%.
What is your job responsibility?
| Percentage | ||||||||
|
functioning employee |
38 |
45.95 |
||||||
|
Supervisor |
27 |
32 .43 |
||||||
|
Executive |
13 .51 |
|||||||
|
superior manager |
7 |
8.11 |
This was to at least be able to have a good number of operational employees since they are the ones that work more with regard to the companies. Functioning employees are 45.95% a good number that generated data for analysis.
To what extent are you comfortable in the organization?
|
Very contented |
12 |
16 .90 |
|||||||||||
|
Contented |
32.39 |
||||||||||||
|
Neutral |
|||||||||||||
|
Unhappy |
14 |
19 .72 |
|||||||||||
|
Very unhappy |
14.08 |
Employees that were at least satisfied with the comfort of the company are 66.19% which is a good percentage to articulate that companies motivate the employees for a better production.
The discernment of the manager to the employees
Manager listens to employees
|
Positive |
26 |
37.14 |
|||||||
| Neutral |
24 |
34 .29 |
|||||||
|
Disagree |
20 |
28 .57 |
The managers according to the analysis are proving to be listening to the employees meaning that the possibility of the organizations having a better structure in management is positive.
Manager has the knowledge of employees work
| 34 |
40 |
|||
| 28 |
32.94 |
|||
|
27.05 |
From the neutral part gives a percentage of 72.94% a good percentage showing that the managers are able to identify the various possibilities of the work details in various departments. If the managers are able to identify this then the employees stand a better chance in being motivated by the manger increasing the motivation skills.
Manger being fair to the employee
|
Disagreed |
31.58 |
|
|
Positive |
36.84 |
|
The managers are proving to be friendly to the employees in the company. This is to create a good and friendly environment for the employees. The manager being friendly to the company gives the credibility of the employees’ motivation.
Manager support individual development
|
25 |
33.78 |
||
|
20.27 |
Managers must at all time be able to make it profitable for the company. Support of individual development is one of the factors that increase the productivity of the company and s a way of motivating the employees. From the neutral part of the employee feedback, 79.73 were at least in agreement with the manager support.
Manager has pragmatic prospect of employee involvement
|
43.59 |
|
|
12.82 |
The managers proved to be physically involved in employee work. The manager must be able to be satisfied that the employee understands his/her work efficiently. 87.
18
% of the data analyzed gave it that the managers take part in pragmatic prospect of employees’ involvement.
How are you satisfied with the whole management?
|
Discernment |
Very good |
Good |
Bad |
|||||
|
Relationship with your boss |
22 |
18 | ||||||
|
Manger managerial abilities |
||||||||
|
Communication with the general manager |
30 |
|||||||
|
Appreciation from manager |
21 |
16 | ||||||
|
Career development support from the manager |
13 |
We judge the analysis form the satisfactory part and n the part of managerial satisfaction, quite a good percentage was able to give credit to the success and managerial involvement and participation. When the employees are in trust with the mangers work, their motivation increases since they are satisfied that the manager will be able to attend to them well.
How is the boss satisfied with your work?
|
14.46 |
|
|
21.69 |
|
|
30.12 |
|
|
19.27 |
This part proved to be more challenging since this is the area that determines the employee involvement in the organization and job continuity.
How much you give rating to your job satisfaction
|
Very Satisfactory |
Satisfactory |
Unsatisfactory |
Very unsatisfactory |
|
Recognition for your job |
|||
|
Development opportunities available |
|||
|
Your pay level compared to similar position in industry |
24 |
19 | |
|
Your performance feedback from management |
Skills development of employee
| Discernment |
Strongly |
Agreed somehow |
Agree |
|
Opportunities are specified to get improved my skills for the job |
|||
|
Manager chains the employees intensification |
|||
|
Management emulate to get improved training on underperformance in my department |
32 |
When a person is employed into a company the responsibility of his job must be defined to the person so that he/she can work. One of the ways of making the employees aware of their roles is by organizing seminars and training. At least half of the survey replied with positive feedback that their organizations are concerned in increasing and developing their skills positively.
Timescale
The research was aimed at performing the data collection n quite a number of seasons of the year with respect to the economic stability and market performance in the state. The survey was manly carried in three successive intervals which was in September and December 2012 and on the month of January 2013. This was to give room for employee participation and response within a considerable time in order to give a clear indication on the feedback and at least have responsible time to analyze it.
The data represented below shows how the data was distributed and the response of the clients by the duration of each questionnaire distribution.
Percentage
functioning employee
38
45.95
Supervisor
27
32.43
Executive
10
13.51
superior manager
7
8.11
RESOURCES
Finance
The financial investment into the project never really took much since the mode of data collection involved the questionnaire which I had to distribute to various emails. More of the financial was on the acquiring of the emails from various departments and personal
Data access and equipment
The data collection was mainly by use of the computer and the internet. I generated a well database questionnaire that was based on multiple answers since I wanted to avoid the clients’ commitment in typing since most of them will not prefer the mode of answering. This was also to make it easier for me during data analysis to be simple. The clients was targeting were also to be computer literate and so I can give credibility that quite a good number of them were able to answer the questions.
The limitation of the data and equipment used is that I targeted the computer literate and omitted the other. The reason behind this is that the other proved to be tiresome, time consuming and will take a lot of resources.
RESEARCH CONTRIBUTION TO THE THEORY AND PRACTICE
Originality
The project cannot be articulated as an original one but a modification of the previous theories of motivation. I will relate my project with the theory of Frederick Winslow Taylor who said that workers are mainly motivated by the pay. The originality of my project comes to existence when the data analysis was giving quite a different impression compared with Frederick Winslow Taylor theory.
Employees proved to be satisfied with the pay from their various companies and so the margin of motivation lied on the managerial of nonfinancial motivation skills. The managers have to look and study well the behaviors and expectation of the employees and determine the right ways in which they have to motivate them.
The similarity of my project also is on the development of individuals by offering training. The employees are satisfied with the motive of skill development in their various companies.
Importance
Productivity by definition is the need of the human effort or machinery in the ability to have a profitable output with respect to the input.
First motivation puts human effort into action. It’s by motivation that the organization is able to gear up the morale of the employees. Factors considered are the physical, financial and human resources. With this the originations will account use of its resources.
It also improves the level of efficiency in the employees. The employees’ skills are not the only thing that creates the quality in the product but rather the motivation of the employees. The employees’ motivation result in increased productivity, reduce the cost and improve the efficiency.
The company is able to archive its goal. The companies depend on human skills and knowledge to be able to run the business and activities more importantly. An example of a bank, if the employees are able to be motivated they are prone to advertise the company hence the company will have a variety of customers. This will create good revenue for the company.
It also builds a friendly environment. Motivation creates human satisfaction. When the employees are motivated they are able to have a friendly environment with the company since they are able to fill they the company really cares for their work and themselves in particular.
There is a possibility of work establishment in the workforce. The employees are subjected to remain loyal to the organization. This creates a good public image and the fruits of it is that every person will need to be part of the winning team.
Experience and critical thoughts
The employee motivation is more of understanding the long duration of the companies work and continuity. Managers must take into consideration the experience of the employees and the duration of their work in order to have a strategically motivation goal for each of the employees. One cannot motivate a new staff similarly with the long working staff.
According to the survey, the analysis showed that quite a number of the people who responded have been working in the company for a long time.
Research design
The research was more open and targeted a number of employees I various companies. With this I was able to acquire quite a reasonable data with regard to the questionnaires distributed. Though these questionnaires came back, others were incomplete but the little data that was set I used it to pile for the data represented in my project.
Before I came up with the questionnaire I first made observations and identified the possibility of the employees’ motivation expectations. When you look at the companies others make losses other gain and this is accompanied by the employees work. When you look at most of the companies that experience losses are the ones that the works are frequently going on strike and also resigning from them.
The research questions diversely covered the employees’ scope of motivational possibility by looking at the job work in general.
Potential findings
The study entailed an observation on the employee motivation and productivity together with the ability of the managerial taking part in identification and plating part in the employee motivation. The study intensively looked at the possibility activities that are responsible for the motivation of the employee. The motivations included the financial and the non financial factors of motivation.
According to the survey, quite a number of employees were satisfied with their salaries but the relation of their work with the managers proved not to be that pleasing. This means that the motivational are needed not only in the money part but in other activities that are pleasing to the employees.
We come from different backgrounds and have different cultural adaptations. The difference is more into the education, background, expatiations and attitude. These differences must be taken into consideration in selecting employees’ motivation. Though it proves to be a very hard task the management must at least target a good percentage in the motivation. Management should offer employees quite a good opportunity.
The findings also point the need for the management to be able to monitor the employees work and be able to know the details about a number of jobs n the departments. This will make it possible for the managers’ ability to correct the employees and also identify the possible motivation on their activities.
Reference
Chaudhary, N & Sharma, B. (2012). International Journal of Business Trends and Technology-
volume2Issue4 Impact of employees motivation on performance (productivity) in private organization. Retrieved From: http://www.ijbttjournal.org/volume-2/issue-4/IJBTT-V2I4P1
Forson, J. (2012). Impact of motivation on the productivity of employees at GTbank Ghana.
Retrievedfrom:http://dspace.knust.edu.gh:8080/jspui/bitstream/123456789/4297/1/JOYCE%20ESSEL%20MC%20FORSON
Garber, P. (2004). 99 ways to keep employees. Mill Rock: Business and Legal publisher.
Wetherspoon, D. (). The importance of employee motivation. Retrieved From:
http://businesscasestudies.co.uk/j-d-wetherspoon/the-importance-of-employee-motivation/introduction.html
Wayne, S & Jamal, K. (2007). Gaining productivity. Kingston: National library of Jamaica.
