Background and Context:
While in earlier times, the financial resources of an organization have been regarded to be an issue of paramount importance, in determining the long-term sustenance of an organization, perceptions of doing business in a competitive world has largely changed. The human resources of an organization are being regarded as the real assets of an organization, and hence enhancing their skills as well as to keep them motivated is considered to be imperative in today’s world. There is no point in stating the fact that a variety of employment development programs helps in creating a pool of talented workforce, who can satisfy the consumers of the organization in a more effective way, and thus directly contributes to the higher share of profitability of the company (Noe et al. 2014). Most importantly, the employment development programs enable an organization enhance and brush up the existent skills, knowledge and expertise of the employees that help them to develop interpersonal communication skills, embrace leadership qualities and innovative managerial skills that can help them combat with the unforeseen challenges in future (Graves 2017). Most of the organizations initiate a variety of employee development programs, in the form of in-house as well as outsourced trainings, conferences, seminars, WebEx sessions for extracting the best out of their employees.
As part of the Cabinet of Jordan, the Ministry of Interior, was formed in the year 1921, is a government organization (Sharp 2015) . The phenomenal development the UAE has witnessed since its evolution called for highly skilled and well equipped police apparatus that can effectively fight crime and ensure safety and stability for citizens and expatriates.
This particular Ministry is responsible for running a variety of functions on top of which, are ensuring peace and security, organizing and managing security and police forces, carrying out naturalization and residency affairs, organizing traffic on local and internal roads, and providing security and safety of premises and properties. From the above discussion, it is clear that the employees working under the Ministry of Interior, Jordan, are entrusted with an important responsibility ensuring security for the native residents as well as the expatriates living on the land. Hence, it is imperative that the employees are well-trained in order to understand the environment, and adopt effective strategies that can help them in communicating with all the segments of the society, providing them with comfort and peace, and continuing to meet their needs (Kulkarani 2013). Hence, it is highly important to ensure that the employees are well trained so as to meet the security needs of the nation. Hence, the following research intends to discuss and critically evaluate the employee development programs as adopted by the Ministry of Interior, Jordan, assess the effectiveness of the same and offer necessary recommendations, if any.
While discussing and critically analysing the issue of employee development as relevant in the Ministry of Interior, Jordan, it should be discussed why employee development in this specific department is important. The employees of this department are responsible for ensuring internal security, peace and stability, as well as for matters pertaining to public administration, immigration and emergency management of a nation. The political as well as the economic stability of the nation is completely dependent on the efficient management of the specific ministry, the importance of employee development cannot be understated (Abebnah 2013). It would be interesting to mention here that the Interior Ministry has recently launched the official website https://www.moi.gov.jo/ that wishes to share important news and offer e-service to the residents regarding crucial matters such as e-applications for visa or residence permits (Nusair et al. 2012). However, according to a study held by the committee headed by the Interior Minister, a huge number of employees lack technological expertise to be able to administer the activities of the website. Despite the enormous benefits as well as synergies offered by the e-governmental website, lack of human expertise and technological awareness is a hindrance. Hence, the employees working in the Interior Ministry of Jordan need to be provided with technological training. Again, the police chiefs working in the police stations of Jordan have also been accused of torturing and abusing as well as mishandling the prisoners and hence they also require soft skill training (Frantz 2013). The migrant workers of Jordan working in the Interior Ministry are not being found to be efficient enough, and hence they should be trained in administrative and accounting jobs, sales wok and warehouse related activities. Similarly, the Decentralization Law is being introduced and yet a large number of employees are not aware of the same. Hence, it is imperative that the Ministry organizes programmes and workshops to facilitate implementation of the Decentralisation Law. The detailed training programs should be provided for administrative governors and elected councils in governorates, in addition to managers and employees of local development directorates (Abebnah 2013). On the other hand, the workshops and seminars need to cover various topics related to decentralization. The plan must include hosting international experts to benefit from their expertise in the field.
A research study is conducted with a specific aim that clearly states the overall purpose of the study, and the general intentions of the study (Ingram et al. 2016). As far as the present research project is concerned, it aims to examine the significance of employee development in an organization, and the role of employee development in enhancing the skills and expertise of the employees in any organization, with special reference to the Ministry of Interior Jordan. The employee development of any organization is crucial for successful operation of business, and unless the employees are efficient enough, there is no point in expecting the growth of the organization. Since the employees are the actual assets of the organization, leading the growth and managing the business affairs, the following research intends to analyse how far employee development can improve employee performance and recommend the areas where the employees working in the Interior Ministry of Jordan can be trained so as to perform better in future.
The purpose of the research project can also be explained with the help of few objectives stated below:
The research question of the following research project is as follows:
What is the impact of employee development on the performance of employees working in the Interior Ministry of Jordan?
The research sub-questions of the concerned research project are as follows:
The scope and importance of the present research lies in the fact that the research intends to establish the importance of employee development in an organization as well as discuss the most effective employee development programs that can easily enhance the employee skills and contribute to greater consumer satisfaction (De Vaus 2013). Most importantly, the Ministry of Interior Jordan plays an important role in ensuring security of the countrymen, and hence the employees, managers as well as the governors and elected councils in governorates, must be trained enough so as to serve the residents of Jordan in a satisfactory way. Accordingly, the research project after critically analysing the existent employee development programs of the Ministry of Interior Jordan intends to offer necessary recommendations for future.
The employee development is an important concept as far as the organizational growth of any company is concerned. The employee development programs help a company pass on the skills to be acquired by the employees for effective performance. Hence, it is important to conduct a research that will demonstrate how and why the employee development activities are crucial for the growth of a company. So far most of the research studies have focused on the employee development activities as seen beneficial for the growth of a private sector company. However, this research study will also help in enlightening how the government organizations such as Interior Ministry of Jordan can also benefit through the implementation of effective employee training activities.
The rationale of the following research intends to offer a set of concrete reasons why the research study has been undertaken and why the specific research topic is being chosen. The reason behind choosing this research topic is that although the past research studies have focused much on the benefits of introduction of employee development programs in the organization, not a single research study has focused on the importance of the same in governmental sectors such as the Jordan Ministry of Interior. Hence, the research intends to address the issue of employee development in the organizations with special reference to Jordan Ministry of Interior and critically analyse the practical benefits of the same (Ohmer et al. 2013). Apart from intending to eliminate the existent gap in literature, the research is also being conducted to develop an understanding of the most effective employee development programs, as adopted by other organizations, to train and motivate the employees. This research will help in throwing a light on how employee development programs are directly related to employee motivation and organizational success.
It is important to have an idea about the overview of the research project that will discuss and explain the content of each chapter and the contribution of each section in validating the hypothesis. The first chapter of the research introduces the research topic, and establishes the background of the research topic. Next, in Chapter 2, a variety of literary articles and published journals will be reviewed in order to develop an understanding of the hypothesis, identify and address the literature gap and critically review the existent literature to extract relevant theories and concepts of employee management. Next, in Chapter 3, the research methods will be discussed, that will explain the different methods of data collection. Chapter 4 will analyse the collected data, leading to Chapter 5, which will evaluate the results, offer necessary recommendations and ultimately conclude the research project. At the end, the Personal Development section will highlight the skills and knowledge which I gained in the process of conducting the present research, and how I wish to utilize the same in my future endeavours.
The employees of an organization are the real assets of an organization, and hence it is highly important to invest in each of the employees. The employees are the backbone of any company, and they help in serving the consumers through direct interaction or by rendering indirect services. The employees ultimately make or mar the organizational growth of a company, and hence needs to be specially taken care of. Hence, it is an important human resource management function to enhance the skills and expertise of the employees, so that the employees can help the organization stay abreast with the latest developments in order to survive in a fiercely competitive world (Rees et al. 2013). An organization that upgrades the existing skills and knowledge of its employees facilitates the personal as well as the professional growth of the employees. The employees working in the Ministry of Interior Jordan also need to be trained so as to keep them motivated, as well as help them stay updated with the most innovative ways of maintaining administrative justice within the country (Urbancová and Hudáková 2015). The employees working under the Ministry of Interior Jordan are usually enrolled in a variety of interesting employee development programs, such as the program of upgrading employee IT skills, law enforcement training as well as security training to the employees.
In the highly competitive world, the organizations find it difficult to retain talent, and as the war for talent intensifies, it becomes highly necessary for the organizations to enhance the skills and expertise of the employees. In their Predictions for 2015, Bersin by Deloitte said, “Organizations with high-impact learning delivered profit growth three times greater than their competitors (Rahman and Nas 2013). Why is this? Simply put—if you can keep your employees current and skilled, you can evolve and perform better than your competitors.”The employee development programs help in increasing employee engagement, enhancing employee motivation as well as improving the employee competency as well. It becomes clearly evident that the employee development programs help in increasing the revenue of the organization, while also reducing employee turnover problems. Thus, the past research studies clearly show the direct relation between the introduction of employee development program and the growth in annual profit. Besides, the employees feel motivated and this helps in reducing the employee turnover cost incurred by the company (Meyer and Brünig 2014). As an organization decides to expand, its existent employees may not be able to support the growth plans with the limited skills and expertise. However, this does not mean that the organization should hire new employees by terminating the service of the less skilled ones (Zakaria et al. 2017). In case the existing management talent pipeline fails to support the growth plans, the company should develop an effective employee development program which includes learner-driven content, virtual instructor-led options, semi-annual conferences, and on-the-job projects, which in turn helps in enhancing the skills of the employees (Ok et al. 2016)
Usually, an organization develops its training program to meet the immediate needs nad goals of the organization. Next, the management tries to evaluate the extent to which the existent skills of the employees are able to meet the business goals of the organization. By analysing the skill gap of the employees, the new learning goals are being determined which are accordingly being communicated to the stakeholders, especially the employees (Dong et al. 2017). By analysing the gap between the current and the ideal skills of the employees, the organization is able to determine the effective learning activities for the organization. The most effective training programs use layered, sustainable learning activities to create performance improvement over time. A layered approach makes sure that the program targets the most essential employee, customer, and business needs, while training the right people at the right time in the right way. Once the training is being offered to the employees, the effectiveness of the same should be evaluated as well.
The employee training and development process has become more of a strategic instrument used by an organization for affecting positive change in employee productivity. First of all, the organization identifies the immediate goals as per its organizational strategy, and accordingly formulates the strategic imperatives that need to be achieved for organizational success. As soon as the strategic learning needs are being identified, the same are being translated into the specific training and development programs that are essentially aligned with the strategic goals of the organization (Tuck 2014). All training interventions should be carefully planned, designed, and evaluated in support of organizational goals and objectives. It should be noted in this context that the training and employee development programs help the employees in the acquisition of the understanding, and know-how techniques and these intellectual intelligible help them perform current and future jobs more efficiently (Little 2015). The productivity and the competitiveness of an organization are largely threatened by the skill gap, and the employee development programs help in closing the skill gap and eliminate the issue of existent employee skill deficiency. There are specific group of works which would always require customization of skills, for which the introduction of employee development programs become indispensible.
As it is evident from the above diagram, an organization can provide a variety of training to the employees, depending on the specific needs of the organization. However, irrespective of what the training method is, it is bound to lead to positive outcome for the organization. An organization may choose to develop the product and service knowledge of the employees so that they can directly contribute to increased revenue and market share of the company. Similarly, providing service training to the employees can lead to higher consumer satisfaction, resulting in greater consumer loyalty (AbuKhalifeh and Som 2013). Again, the provision of innovation training can help an organization adopt new ways of thinking, thereby leading to new products and services. Last but not the least, any kind of leadership training can help the employees grow more qualified for internal promotions, saving the organization the time and money of bringing in external candidates when such opportunities arise. According to recent research reports, the companies that enrolled their employees in effective training and development programs witnessed as much as 65% less voluntary than their respective industrial peers (Sikora 2014). In order to substantiate the above argument, it would be interesting to see how some organizations had largely benefitted from the introduction of employee development programs, in respect of high rate of profitability. The Cheesecake Factory has been investing an average of $2000 annually per employee on training. Consequently, the chain is now able to enjoy sales of $1000 per square foot, almost double the restaurant industry average (Shuck et al. 2014). Further, it is interesting to note that as per the Deloitte’s Human Capital Trends Index, employee learning and development have been regarded as one of the top five trends followed in the most successful business organizations of 2014 (Rahman et al. 2014). The profitability achieved by the organizations providing employee development activities, is derived from two chief sources. First of all, as the employees become more competent and are able to offer innovative business solutions that enable the organizations achieve greater consumer satisfaction, thereby boosting the sale growth. Secondly, employee engagement also increases with the provision of employee development programs. The number one cost incurred by the employer is the cost of rehiring, which not only implies the loss of an experienced workforce, but also the added financial cost of training and grooming the new employees as per the needs of the organization. It is highly expensive to hire a new person, as well as train him well so as to serve the long-term needs of the organization. In fact, there is no denying the fact that higher rate of employee turnover in an organization leads to lowered productivity, overworked existent staff, higher rate of training cost and interviewing cost. However, on the other hand, a company introducing the employee development programs, can easily sustain its employees, keep them highly engaged and motivated, with the result of low employee turnover at workplace. Research reports suggest that merely 13% of the employees working worldwide can be regarded as engaged, and even though an organization may not suffer from the problem of employee turnover problem, disengaged workforce leads to $500 billion all over the world. The employees, working in a capitalist system, often feel unappreciated, unvalued and exploited. As soon as an organization starts developing the skills and expertise of its employees, the employees start feeling valued. They understand that their contribution towards the company is being valued, and they feel valued when they find the company investing for their career growth opportunities. It motivates and inspires the employees, and needless to state here that employee development is directly associated with higher rate of employee engagement. It would be interesting to note that even apart from the private organizations, 71% of the employees of the government organizations (both state and local government) are unhappy and feel disengaged with their jobs (Haider et al. 2015). Consequently, they fail to contribute actively to the sustenance of the organization as per the Gallup Report. Again, as per another survey, 27% of the employees change jobs each year, 17% are actively job-hunting and 46% are passively looking for jobs (Vetrakova et al. 2016). Hence, the only way to engage the employees, and attract their loyalty, is to prioritize employee training and development programs over money.
Once the employees are recruited, it is highly important to keep hem motivated. By providing salary to the employees at the right time, the organization will never be able to keep the employees motivated. Once the employees are hired, it is an important function of the management to encourage the tasks within the stipulated period of time, without any delay. According to Hertzberg’s Two Factor Theory of Employee Motivation, there are two integral factors that can potentially influence the employee satisfaction at workplace. The first factor is the motivational factor, that may motivate the employee in the form of employee reward and recognition programs or employee career development courses. On the other hand, Hertzberg claims that the hygiene factors are the factors which do not usually motivate the employees, but their absence des cause employee dissatisfaction and disengagement (Dwivedula et al. 2013). Considering the findings of the Hertzberg theory, it becomes clearly evident that motivational factors increase employee satisfaction and motivation.
As it is evident from the above diagram, the provision of career growth opportunities to the employees, help in preventing employee job dissatisfaction, as the employees start feeling appreciated and supported. It would be interesting to mention in this context that the millennials are said to contribute to 75% of the workforce by the year of 2030, and out of that, approximately 87% of the millennials claim that career and professional development are one of the topmost motivational factors for them (Eid 2016). In accordance with the shifting corporate goals, the organizations will necessarily need to introduce employee development programs, for increasing the revenue as well as keep the employees motivated. As soon as an organization starts investing in the professional growth of the employees, the employees feel being invested in, and being offered new learning opportunities, they embrace new challenges, creating more innovative ideas and relying on individual as well as organizational growth.
It would also be interesting to refer to Maslow’s Theory of Hierarchy Needs. According to Maslow, in order to keep an employee motivated, an organization must satisfy the five basic needs of the employee. The hierarchy of employee needs, as pointed out by Maslow, consist of the psychological needs, the safety needs, the belonging needs, the needs for esteem and the self-actualization needs.
As it is evident from the above diagram, the highest level of hierarchy need is the need of self-actualization for an employee that refers to “becoming the entire employee is capable of becoming.” One of the principal needs of an employee is the desire to acquire new skills, talent and knowledge that will enable the attainment of the personal goals. The employees of an organization are not merely content by getting the same salary every month, and they look for career growth opportunities, in absence of which they choose to leave the company or become less productive at workplace (L?z?roiu 2015). According to the aforementioned theory of employee motivation, disengaged employees easily take on negative attitudes, sloppy work habits, and cause damage to relationships with other employees and customers. However, with the help of impressive employee development events as well as employee training programs, an organization can successfully prevent any form of boredom or disengagement setting in, amongst the employees. With the help of continued investment in employee development projects, the organization can enable the employees enjoy a higher sense of job satisfaction, that can in turn increase their efficiency rate at the organization (Zameer et al. 2014). With the increase in employee productivity, and the decrease in employee productivity rate, the profitability of the organization is automatically improved.
The Expectancy Theory of Employee Motivation deserves special mention here as well. According to the Expectancy Theory, the way how an employee behaves will always be determined by what he believes the expected outcome of the action will be. In other words, if an employee feels or can be convinced that by working hard, he will be able to get any form of reward or recognition, only then will be agree to work more dedicatedly (Miner 2015).
As it is evident from the above discussion, the expectancy refers to the expectation of the employee that if he can achieve the goals, his effort will be valued and rewarded. Next, the instrumentality refers to the belief that if the employee meets performance expectations, he will be rewarded and recognized. Last but not the least, valance determines how much value does the employee place on the reward. Hence, it is clear from the Expectancy Theory, that people are most motivated if they believe that they will receive a desired reward if they hit an achievable target (Pinder 2014). The financial rewards are not the only rewards an can offer its employees for ensuring employee satisfaction; rather, an organization can also invest in different training programs for employee progression.
From the above discussion, it becomes clearly evident that the employee development programs not only boost the financial performance of an organization, but also essentially motivates the employees. Although the nature of the employee development programs depends on the specific needs and the immediate goals of the organization, The employee development programs can be introduced in order to address the long-term as well as the short-term needs of the organization (Nyberg et al. 2016). The project management program may be an example of a short-term training program, while the diversity management program can be regarded as an example of long-term employee development plan, meant for addressing the needs of the company in future. Often organizations introduce a career progression course, that helps the employees understand what they are good, which skills are fit for which job role, in what job role can they best excel (Pinder 2014). The career progression course helps the employees match their personal goals with the professional goals. In case an organization lacks the financial resources, it may encounter challenges in the form of financial constraints, in providing training to all the employees at once. In such situations, some organizations train a limited number of skilled and experienced employees, who after the completion of their own trainings, offer in-house training to the remaining employees. In fact, it is interesting to note that few organizations even seek the opportunities to provide full-time or part-time temporary assignments to the employees, enable their participation in special projects, and membership on a cross functional team or participation in short-term transfers to different departments where they can learn and grow. While this form of informal employee development programs is not being acknowledged to be important, they can serve an organization to a huge extent (Pinder 2014). While there is a variety of employee training and development programs available such as communication development program, leadership training program, diversity training program or time management program, the organization can select the most effective one as per its needs. It would be interesting to note that some of the most popular commercial giants of the world, operating globally, invest in a variety of employee development programs. One of the most recognized biotechnology companies of the world, Seattle Genetics is not only known to offer online training courses for enhancing job-related skills of the employees, but is also offered access to the a variety of job-related conferences and seminars. However, the organization offers onsite training courses for the purpose of enhancing job- and management-related skills at free of cost, and the tuition reimbursement is being provided to each of the employees. Again, one of the leading organizations in the business analytics software, SAS offers professional training and development programs, and both in-class as well as on-job training facilities are being provided to each employee so as to keep the employees, engaged as well as challenged (Malik et al. 2015). The organization is especially known for offering leadership training programs that can spark innovation, change as well as business transformation. Again, Amazon offers individualized and customized training to its employees, and each of the intensive, month-long training programs are offered to the employees, so that the employees can take charge of their services that impact millions of consumers put there. It may be interesting to note in this connection that Amazon prepays 95% of tuition for employees at fulfilment centres to take courses in in-demand fields (Nyberg et al. 2016). A “Virtual Contact Centre” trains employees to work from home. It should be noted in this connection that the employee development programs may not be meant only to enhance the skills, expertise and knowledge of the employees in order to serve the company more productively in future. The employee development programs are meant to offer employee development programs also because that can contribute to the well-being and emotional growth of the employees. Marriott International Inc., a leading hotel of international repute not only introduces employee development plans for developing the professional skills of the employees, but also the work-life balance, leadership and management programs that contribute to the well-being and growth of each and every one.
After evaluating the importance of employee engagement in an organization, it would be interesting to note how employee development plans contribute to the development of employees working under Ministry of Interior, Jordan. The managers as well as the employees working at the grassroots level, are being trained and groomed. The Civil Defence managers are being provided with interpersonal communication skill training, leadership training programs as well as ethics training and development activities (Yafi et al. 2014). The military employees are being trained every month so as to develop and improve the army values, such as integrity, personal courage, selfless service, discipline and selfless commitment. In fact it is interesting to note that in order to develop the morale of the newly recruited employees, the Ministry of Interior arranges workshops which involve mutual discussion amongst the employees regarding the military attacks and their ethical behaviour. The workshops are often being organized to get the soldiers generate case studies of their own, based on personal experiences. The individual soldiers are expected to talk to their colleagues about the case, what happened, and whether they think that the right thing was done (Kilani 2014). Alternatively, cases can be chosen to illustrate moral dilemmas, which soldiers then have to resolve. This encourages people to think about various solutions, rather than simply being told the “right” answer. In this way, Jordan Ministry inculcates and develops new warrior values amongst the employees, that helps the personnel tackle the ethical issues, before, and not after the disaster. The employees are being provided cross cultural training programs as well. While half of Jordanians are of Palestinian roots, the nation is also populated by the minorities such as Circassians, Chechens, Armenians and refugees such as Iraqis, Syrians, and Assyrians. Hence, it becomes highly important to develop the cross-cultural competence of the employees. This is the reason why the military officials as well as the general managers of the Ministry of Interior Jordan are being provided with cross cultural training programs. Cultural learning involves gaining understanding of the salient aspects of a new and unfamiliar cultural environment, together with its underlying rationale. The employees are being trained with the help of professional workshop as well as seminars meant for developing the linguistic skills as well as cultural sensitivity of the employees (Noe et al. 2014). Consequently, the employees are able to work amidst a diverse workforce environment, without showing any sign of cultural bias and embracing a variety of new, innovative ideas. Since the official language of the country is Arabic, many non-Arabic employees failed to effectively communicate with the Arab speaking people owing to the cultural skill training programs. Further, the general managers have also being enrolled in a variety of leadership programs and time management skill developing programs. Some of the general managers were being found incapable of inspiring the subordinates, effectively communicating the aims and scope of the plans and manage the employee skills in an effective way. This is the reason why the Ministry of Interior Jordan introduced the Manager and Supervisor Development Programs, Partnership Mentoring Program and Executive Development Plan in order to inspire true leadership amongst the managers (Balassa 2014). These training programs were being found to be largely beneficial in improving the team leadership skills of the employees working in managerial designations. Further, some of the employees were also being found to be unpunctual at work, and hence time management skill developing programs were also being introduced (Shields et al. 2015). The time management and poor supervision were the two worst skills that the employees were lacking in. Since the employees working at Ministry of Jordan delivers service to the citizens of Jordan, the employees have been trained in employee development programs that have helped them to manage time and other challenges more efficiently, decreasing their anxiety, fear of failure and stress.
In order to conduct the research in a systematic and organized way, it is important to have an idea regarding the approach undertaken for the completion of the research as well as well as the method of collecting the data. The research methodology helps in providing a theoretical framework of the research methods being used to conduct the research study. The following chapter intends to critically discuss and explain the methods involved in the research process, for the collection of data as well as enhancing the existent knowledge for the purpose of the research (Taylor et al. 2015). Since the present research study intends to investigate the role of employee development in the Ministry of Interior Jordan, the present chapter explains the process used for collecting information and data for the purpose of verifying the hypothesis and establishing the conclusion. The various research techniques used for extracting a variety of information, as well as the limitations encountered in the process of conducting the research has been discussed in detail here.
The concept of research onion was being developed by Saunders, and the research onion helps in illustrating the stages which must be covered in order to develop an effective research strategy. While viewing the research onion from outside, it can be seen that each distinct layer of the research onion helps in explaining a more detailed stage of the research process (Saunders et al. 2009). Hence, the research onion of the present study will help in illustrating the effective progression of the different stages of the research process, for designing the research methodology.
AS it is evident from the above discussion, the first layer of the research onion, research philosophy is followed by research approach, strategy, choices, time horizon and techniques, that is presenting a clear framework for the suitable strategies and methods used to address the research.
The research philosophy of any research process plays an integral role in determining the way the research will be conducted. The research philosophy helps in explaining the process through which the research data has been gathered, analysed and used in the research process. There are mainly four kinds of research philosophy- positivism, interpretivism, pragmatism and objectivism. The research system is helpful for conducting any research because it provides a system of theories necessary for developing the research knowledge and conducting the research in an effective way. The research philosophy explains the underlying research philosophic approach undertaken in order to address the research problem. The present research employs the use of positivist research approach (Bryman 2015). The positivist research philosophy states that knowledge is based on natural phenomenon and its properties and relations can be easily understood with the help of information derived from sensory experience, interpreted through reason and logic, forms the exclusive source of all certain knowledge (Saunders et al. 2015). Since knowledge according to this research philosophy is believed to stem from human experience, the research study heavily relies on the use of interview. In case of the present research, it is clearly evident that the research aims to gain an understanding of the relation of employee development program and the impact of the same on the employees (Mertens 2014). Hence, the positivist research will help in revealing the attitudes and behavioural patterns of the employees when they are being provided with the chance of enrolling in employee development programs, and thus will help in establishing the relation between the variables (Liamputtong 2013).
The research approach is also an integral part of nay research process, as it helps in offering an idea regarding the concept Plans and the procedure for research that span the steps from broad assumptions to detailed methods of data collection, analysis, and interpretation. It should be remembered that there are two kinds of research approach that can be adopted for the research: Deductive Research Approach and the Inductive Research Approach. On the one hand, the deductive research approach, otherwise referred to as the top-down method, is a research approach where the research process moves from the general to the specific. A theory is first developed, and next the authenticity of the same is verified in the process of the research. Usually, in case of deductive research approach, the arguments based on law, rules or accepted principles are being used. On the other hand, in case of inductive reasoning, the research moves from the specific to the general. As opposed to the deductive research approach, the inductive research approach is informally referred to as the bottom top approach (Sekaran and Bougie 2016). Unlike the deductive research approach, the inductive approach offers conclusion often considered to be less reliable and certain. The present research has employed the use of deductive research approach. The research has reviewed and critically evaluated the existent research and employee management theories in order to derive and deduce the effectiveness of the employee development programs in Jordan Ministry of Interior and the impact of the same on employee engagement and organizational growth.
The research design is defined as the overall strategy that has been chosen for the purpose of integrating the different components of the research in a coherent and logical way. The research design constitutes the blueprint for the collection, measurement as well as analysis of the data. The importance of the research design lies in the fact that it not only helps in accomplishing the research, but also aids in developing a comprehensive idea regrading each step of the research process. As far as the research design is concerned, there are various kinds f research design that can be used, such as descriptive research design, exploratory research design, experimental and observational research designs (Lewis 2015). However, this research employs the use of exploratory research design. It is one of the most popular and widely used research design methods, when the research intends to gain familiarity with a phenomenon, or to acquire new insight into an existent research problem. The present research study employs the use of exploratory research design as it has explored the inherent relation between employee development and employee motivation at an organization, with special reference to the employees of the Ministry of Interior Jordan. The exploratory research design has been selected for the present research as it is meant to help in gaining significant insight into the different employee development programs adopted by the employees of the Ministry of Interior Jordan. The exploratory research design helps in answering research questions starting with “what”, “why” and “when”, and hence the present research has used secondary research in the form of review of literary articles as well as formal qualitative research methods in the form of in-depth interview sessions (Creswell and Poth 2017).
The data collection method is one of the most essential methods involved in any research process, as it is a methodological approach of data collection from a variety of sources. It should be noted that it is the data that acts as a source of knowledge in any research process, and hence it becomes imperative to select the most effective and suitable data collection method. There are two kinds of data- primary data referring to the first hand data used in a research, and secondary data extracted from existent researchers of the past (Ikpeze 2015). The present research employs the use of both primary data as well as secondary data. In order to collect first hand, primary data, the present research has employed the use of semi-structured interview method. The reason behind the use of this form of data collection method is that this data collection method helps in interviewing the respondents and extracting a variety of information apart from the pre-determined set of ideas and values. The semi-structured interview is being chosen instead of the actual interview session as unlike the latter the former does not merely involve the use of pre-determined set of questions, but also offers the opportunity to explore specific themes deemed useful for the specific research study (Palinkas et al. 2015). Although the research employs the use of primary data in order to derive case-specific knowledge, it also has used secondary data so as to verify the validity of the hypothesis on the basis of employee management theory. As far as the secondary data is concerned, the research has reviewed the secondary data found in the research articles, business magazines, published research articles, business journals as well as he government reports of Ministry of Interior Jordan, in order to derive qualitative secondary data regarding the concept of employee development, and its impact on the government organization (Dumbach 2014). For the purpose of the semi-structured interview, 5 managers working in the Ministry of Interior, Jordan have been selected with the help of the convenience sampling method to reduce the time, cost and efforts of the researcher in the data collection.
While conducting any research, it is important to important to ensure that the ethical standards of the research are being maintained well, so that the research study does not harm any individual involved in the research and does not violate the codes of research. As far as the present research is concerned, it should be noted that the research study has been conducted completely on the basis of individual and independent efforts, and the content of the research cannot be accused of plagiarism. The research interview has been organized by taking the consent of each of the respondents, and no respondent has been asked to participate against his wish. Apart from the voluntary participation of each of the interviewees, it should be noted that each participant has been made aware of the scope, purpose and benefits of the research study, before the same has been undertaken (Faden et al. 2013). The research is not experimental by nature and consequently it has not harmed any living or dead person in any way. Besides, the research has also maintained the confidentiality and anonymity of each respondent. The responses collected and recorded from the interviewees have not been disclosed to anyone. The response of the participants have been kept confidential and the basic details of the interview has not been revealed to any third party. The questions asked in the semi-structured interview did not consist of any question that could harass or hurt the sentiments of the respondents in any way. The respondents were also being provided with the option that they might withdraw from the research if necessary, and they were also being informed that in order to avoid altered behaviour, some information has been deliberately withdrawn from the participants. The participants of the semi-structured interview, under no circumstance, have been influenced to respond in a way so as to favour the research hypothesis. Finally, the research has been undertaken with the purpose of serving the society and contributing to the knowledge of the existent database regarding the utility of employee development programs. The research thus contributes to the well-being of the society, and the basic ethical principles such as honesty, objectivity, respect for intellectual property and integrity have been maintained in the research.
Although the research has been carried out in an effective way, there were limitations in the process of making the research reliable. First of all, the time allotted for the research was merely 5 months, making it extremely difficult to conduct a research in an effective way. Next, the quantitative research has not been used in any part of the research, and limited number of respondents had the potentiality of reducing the reliability of the collected data. Due to financial and time constraints, the research has been conducted with the help of interview rather than survey, and hence the data collected did not involve the case-specific response of a large number of people. Out of the 5 respondents, 2 respondents refused to clearly explain the answers given owing to inadequate time, and thus the information gathered was inadequate. Since this research study has been one of the first attempts in this field of research. Consequently, owing to the lack of experience and knowledge the academic research depth of experienced scholars has been slightly compromised here.
It was aimed at understanding the importance of training and development by conducting a semi structured interview amongst the five managers of the Interior Ministry of Jordan. The analysis can be done on the basis of certain themes related to the employee development and motivation.
|
Respondents |
Respective Codes |
|
Employee 1 |
E1 |
|
Employee 2 |
E2 |
|
Employee 3 |
E3 |
|
Employee 4 |
E4 |
|
Employee 5 |
E5 |
How often do you experience the increment in salaries in case you have enrolled in employee development programs?
|
Identified patterns |
Codes |
|
Increase in salary |
A1 |
|
Good amount of money |
A2 |
|
Better pay |
A3 |
|
Higher pay scale |
A4 |
|
Job based training |
A5 |
|
E1 |
E2 |
E3 |
E4 |
E5 |
Total |
|
|
A1 |
1 |
1 |
2 |
|||
|
A2 |
1 |
1 |
2 |
|||
|
A3 |
1 |
1 |
2 |
|||
|
A4 |
1 |
1 |
||||
|
A5 |
1 |
1 |
1 |
3 |
||
|
Results |
From the analysis, it became clearly evident that the respondents clearly agreed that an increase in pay scale does certainly motivate them to a considerable degree, as the 2 votes suggest. However, higher pay scale is not being considered invariably an important factor of job satisfaction, as only 1 employee has claimed the same. The most noteworthy thing that can be concluded here is that job-based training has been considered to be a vital source of motivation, as the maximum number of votes (3) suggests. |
Primarily, they were asked about their reaction on how the employee development programs are associated with the increment of salary. There was a common response from all the managers that there has been increment in their salaries once they have undertaken the employee training programs and that have definitely motivated them. In fact, one of the managers pointed out that the Interior Ministry never fails to compensate the hard work of the workers and they are paid good amount of money. Aligning with the research objectives, the respondents were asked about the job-related training that can actually motivate them and can help them satisfy their needs.
How far do you think that the job-related trainings the Ministry of Jordan offers its employees is aligned with the career advancement plans of the employees?
|
Identified patterns |
Codes |
|
Job based trainings |
A1 |
|
Trainings on soft skills |
A2 |
|
Support from the ministry |
A3 |
|
Training is one of the needs |
A4 |
|
Training as career advancement plan |
A5 |
|
E1 |
E2 |
E3 |
E4 |
E5 |
Total |
|
|
A1 |
1 |
1 |
1 |
1 |
4 |
|
|
A2 |
1 |
1 |
2 |
|||
|
A3 |
1 |
1 |
1 |
3 |
||
|
A4 |
1 |
1 |
||||
|
A5 |
1 |
1 |
1 |
3 |
||
|
Result |
The analysis stated above suggests that job-based training plays an integral role in influencing employee motivation, as it is clearly evident from 4 responses confirming the importance of job-based training courses. Followed by this, is the employee demand for comprehensive skill developing support system from the ministry with 3 votes and 3 people have also claimed that they do believe that employee training programs not only enable them to complete their tasks more effectively in the present workplace, but also ensure their career development in the long run as well. |
It was important to understand how much the Ministry of Jordan valued the training and development program of the internal managers. It was found that the respondents denied the fact that job related training will offer career advancement plans to the employees. One of the respondents said that he does not believe in this and that the Ministry of Jordan is also not keen towards this approach. Others were also of the similar opinion and do not consider job-related training as a career advancement plan for the employees. They completely support the initiative and always remain active when the Ministry provide one. According to these managers, the employees are offered training in basic soft skill training programs. However, they have to go a long way before they can introduce employee training methods that can successfully help in aligning the needs of the organization with the skills of the employees.
How does the management of the Interior Ministry of Jordan recognize strong job performance of those employees who have been enrolled in the employee training programs?
|
Identified patterns |
Codes |
|
Strong job performance |
A1 |
|
Semi trained employees |
A2 |
|
Employees lose their motivation |
A3 |
|
Importance of effective training |
A4 |
|
Recognition of the training |
A5 |
|
E1 |
E2 |
E3 |
E4 |
E5 |
Total |
|
|
A1 |
1 |
1 |
2 |
|||
|
A2 |
1 |
1 |
2 |
|||
|
A3 |
1 |
1 |
1 |
1 |
4 |
|
|
A4 |
1 |
1 |
2 |
|||
|
A5 |
1 |
3 |
||||
|
Result |
The above analysis suggests that despite strong performance, the semi-trained as well as trained employees receive the same salary if they are working in the same designation. 4 of the respondents confirmed that they tend to lose their motivation, while working here simply because they feel that there is no effective skill recognition policy. Sufficient recognition, financial or non-financial, is not present sufficiently at Jordan Ministry, as evident in only 1 vote, leading to employee de-motivation. |
It has been already evident that if the management of an organization recognizes the importance and the strong job performance of the employees, they would be more motivated and inclined towards their performance. In response to the question that does the management of the Interior Ministry of Jordan recognize strong job performance of those employees who have been enrolled in the employee training programs, all the employees unanimously stated that the semi-trained as well as trained employees receive the same salary if they are working in the same designation. As a result, the managers have claimed that the employees are losing motivation to get enrolled in the effective training and employee development sessions to upgrade their existent skills. One of the respondents said that there are good opportunities in this particular ministry but when it comes to recognition of the good performance in post-training period, the management fails to do so. Thus, there is utter need of the management to think of better ways recognize and benefits the managers who are good in their job.
Is the employee retention rate remarkably higher than the employee turnover rate?
|
Identified patterns |
Codes |
|
Employee development program |
A1 |
|
Training the employees |
A2 |
|
Higher retention rate |
A3 |
|
Higher salaries |
A4 |
|
High job demand |
A5 |
|
E1 |
E2 |
E3 |
E4 |
E5 |
Total |
|
|
A1 |
1 |
1 |
2 |
|||
|
A2 |
1 |
1 |
1 |
1 |
4 |
|
|
A3 |
1 |
1 |
1 |
3 |
||
|
A4 |
1 |
1 |
1 |
3 |
||
|
A5 |
1 |
1 |
||||
|
Result |
Employee retention rate is not high at Jordan Ministry, though employees have confirmed that retention strategies have improved in the course of years. 3 votes have confirmed that the employees do feel that the organization is introducing effective retention strategies to retain talent. However, according to 4 respondents, lack of sufficient training at workplace is the major reason why most of the employees have left or are willing to leave the company. The result also indicates a considerable number of employees may also leave because of low pay at workplace, as 3 employees have confirmed the same. |
Considering the overall approaches of the Ministry of Interior, it can be easily considered that the retention rate of the employees should be higher than the rate of employee turn-over. In this respect, the employees commented that the rate of retention has increased than before because of the several approaches undertaken by the management of the Ministry. However, the managers still maintain that there should be implementation of greater number of programs that directly contribute to the employee development. The Ministry understands the importance of retaining the existing employees and the same has been reflected through their employee development programs.
Does the management regularly communicate with the employees and tries to understand the employee skill gaps? If yes, is it an effective tool of employee motivation?
|
Identified patterns |
Codes |
|
Communication as motivation tool |
A1 |
|
Better communication, higher retention |
A2 |
|
Communication has to be keep going |
A3 |
|
Leaders understand the vision |
A4 |
|
Communication gives better ideas |
A5 |
|
E1 |
E2 |
E3 |
E4 |
E5 |
Total |
|
|
A1 |
1 |
1 |
1 |
1 |
4 |
|
|
A2 |
1 |
1 |
1 |
1 |
4 |
|
|
A3 |
1 |
1 |
2 |
|||
|
A4 |
1 |
1 |
1 |
3 |
||
|
A5 |
1 |
1 |
2 |
|||
|
Result |
Communication does act as a motivation tool for the employees working under the Ministry of Jordan. 4 votes have confirmed that effective management-employee communication helps in clear understanding of the goals and benefits that motivate employees to work with greater motivation. Similarly, 4 votes have also confirmed that effective communication is also associated with better employee retention, as less employees leave, due to conflict with the management authority in a communication-friendly workplace. Although 2 votes stated that communication helps in giving rise to innovative ideas, 3 votes stated that communication must keep going. |
Communication can act as a motivation tool for the employees of an organization and so this question was included in the qualitative analysis. It has been found that the employees are not much satisfied with the form of communication that the leaders carried on with the managers. It has been found that the communication between the managers and the leaders is not very strong and this is impeding the employees to enrol themselves in effective training programs. One of the managers pointed that it is very important to keep the communication going in the right way so that both the employees and the leaders would be able to understand the vision of the organization and come up with the best idea to serve the particular ministry.
What are the common employee development programs adopted by the Interior Ministry of Jordan?
|
Identified patterns |
Codes |
|
Workshops and seminars |
A1 |
|
Training |
A2 |
|
Better communication |
A3 |
|
Basic education |
A4 |
|
Leadership training |
A5 |
|
E1 |
E2 |
E3 |
E4 |
E5 |
Total |
|
|
A1 |
1 |
1 |
2 |
|||
|
A2 |
1 |
1 |
1 |
3 |
||
|
A3 |
1 |
1 |
1 |
3 |
||
|
A4 |
1 |
1 |
1 |
3 |
||
|
A5 |
1 |
1 |
2 |
|||
|
Result |
Offering training and educational programs are the common training courses the employees are enrolled in, as confirmed by 3 votes. Only 2 employees stated that there is any effective leadership training program being implemented by the ministry. It becomes clear that despite the presence of the basic training courses, most of the professional, relevant training courses are missing here. |
The employers are being provided with some basic skill training programs relevant to their jobs, professions, and continuing education requirements. Usually, workshops and seminars are conducted annually and those employees who are interested from each department are asked to participate. The common fields of training include time management and communication skills, project management, leadership training and workplace diversity programs.
Apart from the primary data, secondary data has also been collected and analysed for this research paper. From the library as well as the online databases, huge amount of data have been collected, mainly pertaining to the employee motivation and employee development reports. Lest the result gets generalized, the data has been collected via library resources as well as research studies conducted by authentic companies such as Deloitte. As far as the analysis of the literary articles is concerned, there are two commonly used methods of literary analysis- within study literature analysis and the between study literature analysis. The second method of data analysis has been chosen for this specific research. This method of literature analysis involves the process of comparing and contrasting the data collected in one literary article with the data found in the other literary articles. As a result, the data collected via employee motivation theory books has been validated with the help of the data derived from the research studies undertaken to measure the effectiveness of the employee development activities in different companies. In this connection, it is important to note that while reviewing the literary articles, the data is not being analysed by merely drawing from a variety of literary sources and past research studies. Rather, the data collected has been used in order to form concepts about the important themes such as the relation between employee development and employee development or the relation between employee retention and employee development programs. Accordingly, the basic research ideas that were being derived through secondary research has been tested and verified with the help of the primary research method. At the same time, it should be noted that the representation method has been used for analysing the secondary data of the research. Using multiple source types has helped in combining the information from various sources in order to understand better the phenomenon. In other words, using multiple source types has helped in getting more out of the data, thereby (potentially) generating more meaning and, in turn, enhancing the quality of syntheses.
A thorough analysis of the management theories has clearly shown how corporate performance and revenue growth are directly proportionate to employee development programs. The employee motivation theories such as Maslow’s theory or Hertzberg’s Two Factor Theory of Employee Motivation have also clearly established how different successful companies use believe in relying on intrinsic motivational strategies such as employee development strategies for ensuring higher employee retention. A critical review of the secondary sources which comprise of different business journals, case studies of reputed companies as well as management theories establish the same fact- the extent to which employees are motivated will only determine the amount of input they will put in the organization. The in-depth study and critical evaluation of the secondary sources enlightened a very important issue- the issue of Psychological Contract. As an employee start getting opportunities to develop his skills, feels recognized for his improved performance in the post-training period, finds the employer sensible enough to offer him a flexible working schedule, rewarding him both financially as well as non-financially, as a result of better performance, a psychological contract develops amongst them. Consequently, the employee starts putting in harder work than ever, dedicating more hours at the workplace and helping the organization achieve its goals much more effectively than before. The theory of psychological contract thereby refers to the relation between the employer and its employees, and specifically concerns mutual expectations of inputs and outcomes. The employer must introduce employee-friendly actions and policies at his organization before he expects high employee efficiency rate and low employee turnover rate. The employee development activities offered by the companies not only help the employees with their professional growth but also with their personal growth. Consequently, they become aware of the fact that the success and progress of organisation will actually be a success of their own.
Another very important issue that has been discovered is that some research studies have claimed that although the public sector employees do get high monetary rewards as compared to the private sector companies, the other organizational motivation factors such as employee recognition scheme, employee appraisal programs or employee friendly programs a strikingly absent here. Although all the employees are able to enjoy huge salaries here, it is important to recognize the most talented ones and offering them rewards so as to ensure healthy competition amongst the employees (Gould-Williams et al. 2013).
As far as the gaps in the literature are concerned, it should be noted that most of the theories have emphasized the importance of motivating the employees through financial rewards. However, after conducting the interview with the managers of the Ministry of Jordan, it became clear that the employees do receive huge amounts of salary that helps to keep them motivated. However, some of them still complained of having the problem of low employee engagement because of the striking absence of the lack of scope of career advancement, while working in the Interior Ministry of Jordan. The research articles have so far emphasized the importance of extrinsic motivators keeping into consideration the demands and needs of the private sector employees, and yet the interview has clearly emphasized the importance of intrinsic motivators in the public sector companies. Another important gap in the literature has been the fact that most of the previous research works have emphasized how employee developmental activities help in the professional growth of the employees. None of the researches talk about how this helps in cutting off the organizational spending on employees. As an organization introduces employee development activities, it does succeed in reducing its expenditure arising from low employee retention problem. It does succeed in enjoying higher productivity than ever because of the increased rate of employee productivity and efficiency.
The importance of developing the employee skills of the Ministry of Jordan can never be overemphasized as these employees are entrusted with the duty of any form of law enforcement in Jordan and maintaining justice and peace in the country. However, from the interview conducted with the managers of the Ministry of Jordan, it became clearly evident that the public sector employees are not sufficiently motivated. It should be remembered that the public sector employees are oftentimes characterized as “overpaid” and “underworked”. These characterizations impair morale and negatively affect employee engagement. Hence, when it comes to the public sector employees, they should be all the more motivated. This is why it is all the more important to increase employee engagement by training them properly. As stated above, although all the employees are able to enjoy huge salaries here, it is important to recognize the talented ones and offering them proper training programs so as to ensure a highly productive workforce. Although the employs receive huge amount of salaries, the employees feel that their performance goes absolutely unnoticed. Now, if all the employees are working similar kinds of jobs, it is difficult to choose one and reward him. Hence, the Ministry of Interior, Jordan should adopt employee greater number of employee development programs that can help them reward the trained and most productive employee. It is suggested that the Jordanian government introduces a few performance metrics for gauging employee performance. On the basis of the four tried-and-true talent metrics- job productivity, quality of work, accomplishment of goals and extra initiatives undertaken at organization, the most deserving employees of Ministry of Jordan need to be recognized. From the interview, it has become evident that the employees are not much enthusiastic about developing their skills, and unless their effort of getting trained is recognized, they will continue with this complacent attitude. Since this will create a complacent attitude at workplace, it is highly important to introduce different employee development activities. This will create hunger amongst the employees to get enrolled in training programs. Nobody will work hard enough if they feel that their extra effort is going unnoticed and unacknowledged. The monthly reward schemes should be introduced whereby the Best Employee of the Month is conferred on the chosen employee from each sub-department. Further, it is recommended that in order to increase employee engagement and ensure employee retention, the higher authority should keep on communicating the vision of the Ministry to the employees, so that the employees never lose focus of what is expected out of them. Accordingly the employee training programs should be offered to the employees. It is only through regular interaction can the managers get to explore the training needs and skill gaps of the employees. The employees need to be engaged actively in the decision-making process so that they can offer their own suggestions regarding their training needs and channel all their energy to ensure the accomplishment of all the organizational goals. Another important thing that needs to be recommended here is that the employees need to be trained and it should become more of a mandatory activity rather than an optional one. This will help in attaching importance to the idea of getting enrolled in employee training programs. The management authority must introduce job-specific training programs rather than merely introducing general training programs for all the employees. Although the scope of training has been undermined by the managers of the Ministry of Interior, it is highly recommended to conduct training courses as well as specialized workshops so that the employees can upgrade their skills and boost their professional progress. The employees of this department are responsible for ensuring internal security, peace and stability, as well as for matters pertaining to public administration, immigration and emergency management of a nation. Hence, proper training is highly recommended both for public welfare as well as employee engagement. The Interior Ministry has recently launched the official website https://www.moi.gov.jo/ and yet a huge number of employees lack technological expertise to be able to administer the activities of the website. Since the lack of human expertise and technological awareness is a hindrance, the employees working in the Interior Ministry of Jordan need to be provided with technological training. Again, the police chiefs working in the police stations of Jordan have also been accused of torturing and abusing as well as mishandling the prisoners and hence they also require soft skill training. The migrant workers of Jordan working in the Interior Ministry are not being found to be efficient enough, and hence they should be trained in administrative and accounting jobs, sales work and warehouse related activities. Since most of the employees exhibit a complacent attitude towards training needs, the management authority should attach lucrative incentives with the training programs. For example, the employees undergoing training may be offered two work from home facilities a month or a paid vacation leave in a particular month.
Conclusion:
To conclude, it can be stated that the above research has helped in enlightening the importance of employers designing employee development schemes if it is willing to ensure better organizational performance. Though some organizations including the Interior Ministry of Jordan have indeed introduced a few important developmental strategies, yet these organizations have a long way to go. Although the employees working in the Interior Ministry of Jordan receive good pay scale, it cannot motivate them for a prolonged period of time. This is because they will look for a fulfilling career in absence of which they will be compelled to leave the organization. The lack of training does appear to be a considerable problem as the management authority nor do the managers recognize the benefits of employee training sessions. Similarly, lack of communication amongst the employees regarding the training needs has also been found to be an obstacle to employee growth and motivation.
The research has helped in enlightening about the developmental strategies adopted by the Interior Ministry of Jordan as well as the gaps in these motivational strategies. On the other hand, the thorough review and analysis of the secondary sources has helped in seeking proper recommendations that can be implemented to develop and inspire the employees. The research has thrown much light on the importance of introducing intrinsic motivational factors at organizations as well. A sense of meaningfulness provides a strong sense of direction and purpose, and hence the research clearly shows that the employee skills should be enhanced and employee efforts in the post-training period should be properly acknowledged and recognized.
The research has been conducted in the most authentic and reliable way. In order to ensure the credibility of the research results, primary as well as secondary data collection methods have been used. While the secondary sources have helped in understanding the relation between employee motivation and organizational performance, the primary data collected through the interview session has helped in examining the veracity and authenticity of the secondary data. Since primary data has been used in the research, the case-specific data could be collected that has helped in finding relevant answers to the research questions.
However, the research result is not free from its limitation. First of all, it should be noted that the secondary data is solely based on the findings of the previous research papers. Most of the secondary data pertain to discussion of employee motivation in the private sector organizations. The research result could have been more authentic if the research data could be extracted from secondary sources that revolve around the issue of employee motivation in the public sectors of Jordan. The data regarding the motivational strategies of the Ministry of Interior, Jordan is limited. Besides, the interview has been conducted on only 5 managers of the Interior Ministry of Jordan, and hence the limited number of sample can make the authenticity of the research result a little dubious. Last but not the least, the topic was a bit broad and the research objectives were to examine the effectiveness of the motivational strategies as adopted at the Interior Ministry of Jordan as well as the impact motivational strategies have on employee performance at organizations.
There is still a wide scope of improving the research result in future. First of all, it is important to overcome the access to study sites as well as the limited funding opportunities which do impede the research outcome to a considerable extent. The study participants were limited and hence it should be ensured in future that the sample is much larger so as to ensure the reliability of the data. A survey on the employees of the Ministry of Interior could help in throwing a better light on what the employees, the grass root level workers need to stay motivated. In future, the online surveys can be used as it is both a cost-effective and time-efficient method of conducting survey on a larger sample. The topic of research shall be chosen with much care, so that the research can be narrowed down on a single topic. The problem and the purpose of the study must be one, and the research questions will be created in a way that they align with the single research topic only.
Based on the present research, future research works can also be developed that may intend to address the problem of adopting different set of employee development strategies while dealing with public and private sector employees. Since the research offers an insight into how the public sector employees (Ministry of Interior, Jordan) usually can be developed and motivated, it does leave behind a scope of research on how the employee development strategies here need to differ from that of the private sector companies. This research study can also be utilized for exploring whether money or recognition as rewards of employee development programs turns out to be more important for an employee working in a public sector organization. The result can also be used for understanding the results of lack of employee development program in an organization, and examining how can that be overcome by the new strategy plan of the HRM policies.
The present research has largely helped me in not only accomplishing a research independently, but more importantly has helped me achieve the long-term personal as well as professional goals. I had never conducted any research prior to this research and thus was very sceptical regarding my ability to complete the research. However, by the end of this research process, I have been able to acquire multiple skills that will help me in future. First of all, in this section, I will discuss about the skills that I already had prior to undertaking the research and how these skills had helped me in pursuing my research study. Next, I will discuss how this research process has facilitated me in the process of acquisition if new skills and has thereby supported my personal development.
I have always been capable of thinking critically and my analytical skills have always helped me analyse a variety of information available from multiple sources. While conducting tis research, I had to review and critically analyse a huge variety of secondary skills and my analytical skills have helped me extract the most relevant data. Again, I have always been very adept in written communication skills. While conducting the research, one should not only collect and analyse the data but also communicate the data in a well-structured and organized way, something which I have been able to do in my own research.
However, there are multiple research skills wanting in me before I set out with this research. First of all, I was not aware of the different methods of data collection, and most importantly I was absolutely ignorant about the data analysis procedure. However, while conducting this research, I have participated in more than one workshop and research seminars which help me in understanding the variety of data collection methods that can be used and the benefits of the same. Initially, I was not being able to identify any sort of research gap and consequently the topics I was choosing were mostly general and broad. However, while undertaking this research, my professor has largely helped me understand the process of reviewing a huge variety of literary articles and journals, identifying the gap that has not been explored yet and selecting the same as the research topic. As far as my personal skills are concerned, my oral communication skills have always been very poor. Being a shy and withdrawn person, I always have had hard time in interacting with people I do not know. However, for the successful completion of this research, I was being challenged to put myself out there and interact with people to form connections that may be useful. As I conducted the interview with the managers of Interior Ministry of Jordan, I was being able to improve upon my oral communication skills as well. I was being able to communicate much more assertively and confidently than before. Again, before undertaking this research, I was not able to adopt an organized and structured approach while completing any academic project. However, this research dissertation has helped me learn the process of dividing the research process into several sections and accomplishing each, step by step. It is worthwhile to mention here that although I was well-aware of the importance of employee motivation, this research has largely helped me understand several employee motivation theories as well as explore the human resource tools used in the Interior Ministry of Jordan for keeping its employees engaged and motivated.
Apart from the academic skills, the concerned research project has largely helped me in developing my social skills and confidence. Most importantly, the research has helped me become a better human being as well. I was not at all patient, and yet this research taught me the importance of persevering till a task is accomplished. I have been able to manage time more efficiently than before and I have also learnt the art of thinking independently and critically about the problems. The greatest benefit of undertaking the research is that the research has helped me in gaining confidence that even I can complete an academic project based on my independent efforts. It is not possible to gain every kind of knowledge within the classroom and one’s knowledge can be really tested through practical application of what has been learnt. My research experience has allowed me learn much more than I was able explore in any regular coursework, as it has given me hands-on experience in designing the experiments, and simply learning and figuring things out as I went along.
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