The report describes about the self-determination theory as work motivation and indicates the relevance with the organizational theory of behavior. Evaluation theory of cognitive theory describes the responses about extrinsic motivators and intrinsic motivation. The association between intrinsic and extrinsic motivates different types of work settings (Gagne and Desi 2005).
This report discusses the both positive and negative aspects of work satisfaction and motivation. The data is an overview of organizational employee management. The research data is collected by questionnaire survey method among the employees.
In the following, the report provides the research objectives, rationale, research question process, methodology, contexts of the research, characterization of the research project and conclusion.
The purpose of the study is to investigate the association between incentives, reward recognition on employee motivation and satisfaction. Our hypothesis is to test the significant and insignificant effects of the factors behind motivation and satisfaction of the employees. The analysis shows that the result is very much precious for management and controlling procedures of an organization. Our objective is to draw necessary inferences about association and relevance between different factors that are related to the motivation and satisfaction of the employees.
Our aim is to link the relationship between self-confidence and work motivation. Behavior of leaders towards the employees is associated with the tendencies to set the goals of self-concordant (bono and Judge 2003). Transformational leaders viewed their work on positive performance and job attitudes. The pattern of relationships differed in the field study and experimental study (Hackman and Oldham 1976).
The research proposal describes about rationale of research proposals. First, the factors of data are non-numeric. Secondly, the evaluation process includes the rating systems in many questions. Here we observe that lesser the star, lesser is the quality of performance on that aspect. Third, we gather the maximum number of question-answer data in “Yes-No” format. Lastly, the data is randomly taken from all employees and calculated by MS excel and R software package.
The survey process of job satisfaction is dependent upon stored responses on a set of questionnaire. The queries for the questionnaire is –
The methodology and methods of analyzing research questions is normally done with the help of statistical packages and software. We calculate the Pearson’s correlative correlation coefficient, linear regression and multiple regressions. We plotted some bar plots, scatter plots and box plots for further evaluation and decision-making.
Our strategy is to provide the correct significance of the factors and draw references for the welfare of the company or organization.
A review of the relationship between job satisfaction and job performance is given in this essay. According to the researches and meta-analysis, we consider the relevance between job satisfaction and job performance. The future research relies on the relationship between satisfaction-performance relationships. Job satisfaction is also a mediating factor in that case (Judge et al., 2001).
A motivation towards physiological states of the employees must be present for internal development (Gupta and Dawn 2014). The characteristics of the jobs can generate psychological states. The attributes of satisfaction determine that how an employee would respond to a complicated and challenging job. An analysis of 658 employees who work on 62 different jobs in seven organizations validates the result. A number of special features and factors of the analysis are diagnosed on the evaluation and satisfaction of job (Danish and Usman 2010).
We all know that human resource is the most crucial among all the resources in an organization. To maintain efficient and experienced workforce in an organization is very important in overall assessment of an organization (Judge and Bono 2014). The major factors that motivate employees in the relationship with authority and higher organization are reward, recognition, appraisal and sectoral composition. In the survey, 605 of the selected employees of different sectors completed the useable questionnaires for response rate of 88%. The participation of the survey was voluntary and confidentially ensured. The analysis statistically shows that different dimensions of work motivation and satisfaction are highly correlated. Reward and recognition have deep effect on motivation of employees. Implications of the analysis for managers and policy makers practices in the context of human resource.
The characteristics of the analysis and report are –
Promotional opportunities: Assertion of promotions creates the opportunity for personal growth, increment of social standing and responsibility. To have the promotion of organizational growth and job satisfaction, extension of scopes for the employees is necessary. It is a part of performance evaluation process where an opportunity for growth and development is present according to his or her work, abilities and skills.
Operating Procedures: Operating procedure includes all the rules, regulations, requirements and procedures. The nature of job and values of an organization is performed by operating procedures. The data of operating procedure depends on satisfaction of procedure.
Recognition: The recognition process provides the employees a certain status within an organization. This is a very important factor towards an employee motivation. The perfection of work evaluates the recognition process appreciated from the organization (Huang and Rundle-Thiele 2015). The way of receiving rewards and promotion, is also the measure of satisfaction.
Relationship with Co-workers: The environment of an organization and the relationship among co-workers develops the idea of person-to-person relevance.
Satisfaction with compensation: It is measured by the amount of pay and fringe benefits given to the employees fairly paid by the companies.
Satisfaction with security: It is measured with the help of two items that are amount of job security and secured matters that are stored for the employees in the company.
Satisfaction with supervision: This attribute is consists of amount of support and guidance and Likert scale of diagnostics survey on job diagnostics survey.
Satisfaction with growth: The satisfaction of growth is dependent on the Likert scale of amount of personal growth and development.
Achievement Sense: We measure the sense of achievement from the Likert scale of the data.
With respect to the promotional opportunities, operating procedures, coworkers’ relationship, security of satisfaction, satisfaction of supervision and satisfaction with compensation, the motivation and satisfaction of the employees puts deep impact.
The collected data is summarized with the instruction of descriptive statistics. Our complete filtered data submitted by 136 employees. However, we took the total visit of 630 students among which 494 data was just shown. The overall closing rate is 21.6%.
We calculated the frequency bar diagram according to the percentage of frequency. The cumulative frequency is also provided in the table as a measure of summarization. Various types of different levels (in Likart scale) of each data presentation are given by percentage bar diagram.
The summary summarization would be critical if we take into account all the incomplete data. The data survey analyze would be more erroneous. The comparative regression model and correlation coefficient might get bias. The response survey is not at all successful in all manners (21.6%). Many of the data are incomplete. The filtration of data was therefore essential for good result.
The analytical strategy is to analyze the qualitative data with graphs. Presentation of survey data includes most of the qualitative data. Therefore, we had to use the percentage calculation, cumulative percentage calculation and percentage bar diagram.
The statistical analytical tools that were used here to analyze the data file is MS excel spreadsheet and R (“plotly” and “lattice” package). . The graphs using “plotly” and “lattice” package are highly interactive.
We could convert the nominal qualitative data to the numerical value using “factor” function such as “Yes” = 1 and “No” = 2. We could then only convert these data as quantitative data. We could convert different levels of ordinal qualitative data to qualitative data such as “always”=1, “sometimes”=2, “rarely”=3, “Never”=4. Then we can summarize the data and find its descriptive statistics. Next, we can find the correlation coefficient, linear regression model, binary logistic regression model and different types of bar plots, scatter plots, box plots between different types of two columns. The testing of hypothesis, p-value calculation, F-statistic calculation, goodness of fit could be calculated with the help of the converted analytical data.
The alternative tools of analyzing the data are PSPP or Minitab software. The data could also be analyzed properly with the help of this analyzing software. If we would have the data analysis in PSPP, then graphs and the calculation table representation would be different.
Chosen data columns are random in nature. Any authority persons do not anyhow manipulate the data. For the of data columns, we can analyze qualitatively or quantitatively both the data. We can calculate the mean and estimated mean of the data. Their difference would indicate the presence of significant or insignificant bias. We can calculate standard deviation of each the data and calculate the estimated values. The bias is measured with respect to mean and standard deviation. We could not found any significant bias in these cases.
Conclusion
Apart from Operating procedures and work itself process, the factors and attributes have deep impact on motivation and job satisfaction of the employees. The effects that have huge association with the employees’ job satisfaction and motivation are promotional opportunities, bonus availabilities and relationship between co-workers. Some factors are highly correlated with each other. Such as appreciation of boss and amount of work-done, recognition and production management are highly associated (Cox 2017). These kinds of associations motivate the employees for better performance and probability of sticking to the same company. An analytical result could be beneficial for the authority and policy makers (Men 2014). The motivation and influence about training should be enhanced for the welfare of company. It is also shown that the employees are happy with their position and performance. Managers could apprehend the demand and need for satisfaction of the employees. Similarly, they could take the possible measures. The data also indicates that if data association between Boss’s interference to employees’ work and satisfaction to own work increases, then it would be more helpful (Lazaroiu 2013). Next, if association between satisfaction with security and rate of motivate increases, then organization would be more successful towards employee-satisfaction policy. Employees’ performance and production would definitely increase if and only if they would get their incentives and promotion in time.
References
Baglin, J., 2014. Improving your exploratory factor analysis for ordinal data: a demonstration using FACTOR. Practical Assessment, Research & Evaluation, 19(5), p.2.
Bono, J.E. and Judge, T.A., 2003. Self-concordance at work: Toward understanding the motivational effects of transformational leaders. Academy of Management Journal, 46(5), pp.554-571.
Christensen, R.H.B., 2015. ordinal: Regression Models for Ordinal Data. R package version 2015.6-28. See https://www. cran. r-project. org/package= ordinal.
Cox, V., 2017. Exploratory data analysis. In Translating Statistics to Make Decisions (pp. 47-74). Apress.
Danish, R.Q. and Usman, A., 2010. Impact of reward and recognition on job satisfaction and motivation: An empirical study from Pakistan. International journal of business and management, 5(2), p.159.
Gagné, M. and Deci, E.L., 2005. Self?determination theory and work motivation. Journal of Organizational behavior, 26(4), pp.331-362.
Gupta, N. and Shaw, J.D., 2014. Employee compensation: The neglected area of HRM research. Human Resource Management Review, 24(1), pp.1-4.
Hackman, J.R. and Oldham, G.R., 1976. Motivation through the design of work: Test of a theory. Organizational behavior and human performance, 16(2), pp.250-279.
Huang, Y.T. and Rundle-Thiele, S., 2014. The moderating effect of cultural congruence on the internal marketing practice and employee satisfaction relationship: An empirical examination of Australian and Taiwanese born tourism employees. Tourism Management, 42, pp.196-206.
Judge, T.A. and Bono, J.E., 2001. Relationship of core self-evaluations traits—self-esteem, generalized self-efficacy, locus of control, and emotional stability—with job satisfaction and job performance: A meta-analysis. Journal of applied Psychology, 86(1), p.80.
Judge, T.A., Thoresen, C.J., Bono, J.E. and Patton, G.K., 2001. The job satisfaction–job performance relationship: A qualitative and quantitative review.
Lazaroiu, G., 2015. Employee Motivation and Job Performance. Linguistic and Philosophical Investigations, 14, p.97.
Men, L.R., 2014. Strategic internal communication: Transformational leadership, communication channels, and employee satisfaction. Management Communication Quarterly, 28(2), pp.264-284.
Essay Writing Service Features
Our Experience
No matter how complex your assignment is, we can find the right professional for your specific task. Contact Essay is an essay writing company that hires only the smartest minds to help you with your projects. Our expertise allows us to provide students with high-quality academic writing, editing & proofreading services.
Free Features
Free revision policy
$10Free bibliography & reference
$8Free title page
$8Free formatting
$8How Our Essay Writing Service Works
First, you will need to complete an order form. It's not difficult but, in case there is anything you find not to be clear, you may always call us so that we can guide you through it. On the order form, you will need to include some basic information concerning your order: subject, topic, number of pages, etc. We also encourage our clients to upload any relevant information or sources that will help.
Complete the order form
Once we have all the information and instructions that we need, we select the most suitable writer for your assignment. While everything seems to be clear, the writer, who has complete knowledge of the subject, may need clarification from you. It is at that point that you would receive a call or email from us.
Writer’s assignment
As soon as the writer has finished, it will be delivered both to the website and to your email address so that you will not miss it. If your deadline is close at hand, we will place a call to you to make sure that you receive the paper on time.
Completing the order and download
