Importance Of Motivation In Enriching Employee Performance | Research Hypothesis

Factors influencing employee motivation

Question:

Evaluate the influence of motivation on the performance level of the staff.
 

1.1 Background of the Research

Motivation accounts for the major factor for every organization. An organization will only grow if there is proper motivation and the willingness to grow in the organization. Employee performance seem to be directly proportional to the employee performance irrespective of managers, employees or staffs. Any type of motivation whether it is rewards or bonus will help in stimulating motivation. In addition, if the employee remains motivated, the organization will be able to achieve the necessary organizational profitability as well as growth (Zameer et al. 2014).

Today’s organization can simply change their needs, materials as well as goods and services but human resource remains one factor which holds the utmost importance as it cannot be exchanged. In fact, employees and staffs are the only tool that can decide the growth path of the company. The retail organization that work on large workforce needs to focus on different techniques to keep the employee motivated (Ijah 2013). Moreover, there has to be motivation in relation to staff’s performance because it will lead to performance of duties and responsibilities. However, this research will depict the importance of motivation and the way it helps in enriching the performance level of the staffs.

The problem in achieving desired motivation level is difficult to interpret. However, for conducting this research different factors have been considered such that the different ways implemented in enhancing the motivation level of the staffs. Moreover, there are different problems that arise when there is lack of desired motivation level in staffs. However, an organization needs to be flexible as well as considerate enough for maintain a positive relationship between the staff as well as the organization (Armstrong and Taylor 2014). In addition, the management of the companies implement the research to understand different employee related issues at different level of employee hierarchy.  

The aims and objectives of the research is to understand and evaluate the influence of motivation on the performance level of the staff. The basic aims undertaken to highlight employee motivation are:

• The research will evaluate the different theories that will help in reinforcing employee motivation techniques.
• The research determines to collect information on employee performance that has been influenced by employee motivation.
• The research also underlines to study the different methods that could help in providing motivation to the staffs.

The following research questions that can help in analysing the study are:

• What are the different motivational techniques/methods that will help in enhancing the performance level of staffs in the organization?
• How the motivational techniques will help in ensuring employee motivation in the staff?

The research hypothesis helps in establishing the link between the independent and the dependent variables. The research hypothesis constructed for the study is given below.

Hypothesis 1

H₀: Employee motivation does not have any significant influence on the employee performance.

H₁: Employee motivation have significant influence on the employee performance.

Hypothesis 2

H₀: The different motivational techniques will not have any impact on enhancing the performance level of staffs in the organization

H₂: The different motivational techniques will have positive impact on enhancing the performance level of staffs in the organization.

Figure: Research Hypothesis

Source: (Created by Author)

2.1 Employee Motivation

Motivation are derived with intrinsic factors that help in accomplishing activities and creates a drive to take actions. However, an individual is motivated on basic factors like social, biological, emotional as well as social needs. Nevertheless, employee motivation at workplace is achieved when the employee’s needs and expectation are fulfilled by the organization. Although, this proves to be challenging but by adopting different techniques and theories employee motivation can be achieved by enhancing skills and knowledge (Asim 2013).

Different motivational techniques to improve employee performance

The three important theories that underlines the research are namely the Maslow’s Hierarchy of Needs, Herzberg’s Two-Factor Theory and Alderfer’s Three-Party Hierarchy of Needs.

The Maslow’s hierarchy of needs provides a base for the motivation of an individual that can be arranges in five level hierarchy of needs.

Figure: Maslow’s hierarchy of Needs

Source: (Lester 2013)

• Basic Needs

The basic needs that creates a driving force causes physiological tension in the body’s behaviour. However, a person tries to fulfil their biological as well as physiological needs that can help the individual to move further. The needs include food, shelter, clothing, sleeping, sex, etc. (Jerome 2013).

• Safety Needs

The safety needs accounts for the stability as well as security that one needs in ensuring dependency.  This can be well explained by the employee who wishes to possess job security, promoting safety as well as health security to shelter and protect oneself in the changing business environment (Schunk, Meece and Pintrich 2012).

• Belongingness Needs

These needs highlight the social needs that account for the feelings of love, friendship, care, etc. Ina workplace, these are often established with interaction with co-workers and the managers. This can be prove to be an essential need in promoting team work while striving for organizations goals in a  business setting.

• Esteem Needs

These needs are the self-worth needs that provide a base in achieving reputation, prestige as well as glory emphasizing on fame and recognition. However, these needs when applied in a business setting can be achieved by giving respect to juniors as well as seniors which in turn helps in achieving confidence in oneself (Heinrichs Oser and Lovat 2013).

• Self- Actualization Needs

Self-actualization is the last and the highest stage in the Maslow’s hierarchy of needs where self-development in terms of morality, acceptance of facts, creativity and spontaneity forms of desire to attain a certain goal in one’s life (Chintalloo and Mahadeo 2013).

The Herzberg theory of motivation is a modified version of Maslow’s hierarchy of needs. It after considers two factors that are satisfiers as well as dissatisfies.

• Satisfiers (Intrinsic Factors)

The satisfiers that influence the needs of the employees are acquirement, appreciation, job satisfaction, improvement and restraint. However, the last three factors often becomes a challenge for the organization to enhance employee’s performance level.

• Dissatisfies (Extrinsic Factors)

Dissatisfies comprises of components like supervision, policies and regulations, salary and working conditions. All these features can be the factors that adds to the dissatisfaction to the employees. However, when these facts are eliminated, they bring peace in the employee’s well-being (Chaudhary and Sharma 2012).

Clayton Alderfer introduced a substitute to the Maslow’s hierarchy of needs. This theory demonstrated the “satisfaction progression principle” based on three categories.

• Existence

This highlight the physiological and safety needs from the Maslow’s hierarchy of needs that stress on physical comfort and security.

• Relatedness

It is based on social needs where it demands the people to be together with a sense of their being.

• Growth

This is based on the esteem as well as social actualization needs as it incorporates the need of self-determination and achievement (Mangi, Kanasro and Burdi 2015).

Maslow’s Hierarchy of Needs, Herzberg’s Two-Factor Theory, and Alderfer’s Three-Party Hierarchy of Needs

The employee performance deals with the job quality, job productivity and job accomplishment. To survive these three aspects, the employee in the organization needs to survive with all honor and respect so the organization can not only increase the return but also determines the work, ability as well as environment for the employees as well as staffs based on their capabilities (Asim 2013).

The motivation of the employees can be affected by the individual’s likes as well as dislikes and the different motivational needs that each employee will possess. Firstly, it is important that all the employees’ satisfaction is maintained and perform their work with high motivation level to yield greater results for the future. Secondly, there is a need that employees should be involved in the decision-making activities. Thirdly by giving a comfortable and a non-threatening work environment without with flexibility in time and work from home. The employee can remain motivated with proper pay benefits such that the active and satisfies workers can be retained by larger salaries and rewards. Lastly, the company culture should be eco-friendly and positive to increase the motivational levels of the workforce (Chaudhary and Sharma 2012). 

• Job Rotation – Job Rotation is the process in which employees learn different operations in one area for a set period. This implicate for firm learning where the organization receives the knowledge of various quality jobs that matches with the employees.
• Job Enrichment – Job enrichment helps the employees to get more control over tasks (Cummings and Worley 2014).
• Job Enlargement – The job enlargement process involves that the key areas of the job has been expanded such that that the employee who has been involved in the product packaging work, now has to see to the product manufacturing as well. However, this will not only eliminate the repetitiveness of the job but will also increase the responsibility of the employee (Srivastava and Kanpur 2014).

3.1 Research Philosophy

The research philosophy that will be executed in the research will be based on the effectiveness of the research guidelines. The research philosophies that guards the research are realism, positivism, post-positivism and interpretivism. According to Dudovskiy (2016), positivism research philosophy will be followed as the research is guided by the reason and logic that formulates to be the authoritative source such that the variables undertaken are independent of the observer and the human interest tends to be irrelevant because it demonstrates causality. On the other hand, the research is based on hypothesis which will decide the research progress through the value free approach.

The research approach is formulated to discuss the vital part of any research study. However, the research approach carried in this research would be deductive approach as it is based on the validity of the assumptions (theories/ assumptions). Moreover, it is essential to study the causal relationship between the variables so that the validity of the data is ensured through measures of control (Vapnik 2014).

The research design that will be formulated in the research will be based on the descriptive research designs because it will be helpful to provide relevant explanation on the primary as well as secondary data (Creswell 2013). Moreover, this design will be feasible to bear the data according to the phenomenon relating to the explanation of the impact of employee motivation on the performance of the staffs.

The research strategy adapted in the study is based on surveys as the meaningful results will not only incorporate the explanation of the research topic but will also provide the medium for the data collection through questionnaires. However, survey strategy is used to provide the in-depth analysis that minimizes the difficulty of the respondents that will face impending anguish regarding the consent for the topic (Eriksson and Kovalainen 2015).

Link between motivation and employee performance

The data collection techniques used for the sample will be on the primary data collection as well as secondary data collection method. The primary collection method will incorporate the numerical research based on the the staffs and management of the company whereas the secondary data will be based on the business journals, academic journals, books, newspaper articles, etc. However, this states that the designing of the study will be based on the mixed approach that will have both qualitative as well as quantitative data (Wilson 2014).

The sampling method that will be followed here will be random probability sampling in which a company will be selected from which a total of 100 employees will be chosen based on the demographic variables age, income level and gender. However, the 100 respondents will be asked for the filing up of the specific questionnaire for understanding of the research.

The data analysis will be carried out through the statistical tool SPSS where all the responses will be fed and different results on different methods will be calculated whether it is regression analysis or cross tabulation (Pallant 2013). By carrying out the result, the results will be received on the two hypothesis which will ensure that employee motivation undermines to be the key essential reason in the performance level of the staffs. Moreover, the basic theory that will underline the research will be of Maslow’s hierarchy of needs and the techniques that is best used to increase employee motivation other than rewards, pay benefits will be the decision making process through job enrichment technique. 

According to Bryman and Bell (2015), the research process is incomplete without ethical considerations such that reliability as well as the validity of the data will be maintained and the dignity of the participants will be prioritised such that the data undertaken will ensure confidentiality of the respondent’s privacy through full consent. Moreover, none of the participants.

Task Mode	Task Name	Duration	Start	Finish	Predecessors
Auto Scheduled	Research Proposal	100 days	Tue 3/1/16	Mon 7/18/16
Auto Scheduled	Literature Review	35 days	Tue 3/1/16	Mon 4/18/16
Auto Scheduled	Theories of Emplyee Motivation	15 days	Tue 3/1/16	Mon 3/21/16
Auto Scheduled	Employee Motivation Impact on Employee Performance	10 days	Wed 3/24/16	Tue 4/6/16	3
Auto Scheduled	Techniques of Employee Motivation	10 days	Tue 4/7/16	Mon 4/20/16	4

5. Conclusion

To conclude, it can be said that the research will be carried on the management of a company such that effective results can be formulated. However, the employee motivation is one of the key factors that the organizations are enhancing to keep their employees intact. Nevertheless through adoption various techniques and theories, the organization will be able to maintain its human resource. Therefore, this research had been undertaken under research methodologies to understand the relationship between the variable employee motivation and employee performance that will ultimately help the organisation to achieve the growth and profitability path.  

Reference List

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