Human Resource Management Final Project Research Proposal on Factors influencing motivation

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Acknowledgement All praises and thanks to Almighty Allah. The Lord, Creator of this universe by whose power and glory all good things are accomplished. He is also the most merciful, who bestowed on us the potential, ability and an opportunity to work on this report. We owe our profoundest thanks to our teacher we feel shyly blessed to have him as our teacher, whose strength and wisdom we learn up to and no doubt, e perience of work with him is far better than we believed possible. We appreciate his way of teaching, e plaining and guiding the students. He really has an art to get most out of his students without making them feel what he got from them. He is really a source of inspiration for us and for every student of our class. Last but not the least! ordinary words of gratitude do not encompass the true love and guidance e tended to our loving and caring parents. Their constant interest, prayers and encouragement have been a very strong support for us and have enabled us to finish our course work.

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Table of Contents ". #ntroduction$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$.% "." Title$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$...% ".& Abstract$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$.' &. (ackground Literature )eview$$$$$$$$$$$$$$$$$$$$..$$..* &." The role of motivation$$$$$$$$$$$.$$$$$$$$$$$$$.* &.& +otivation theories$$$$$$$$$$$$$$$$$$$$$$$$$...* &., The most and least important factors of motivation$$$$$$$$$$$$.$,. )esearch .roblem$$$$$$$$$$$$$$$$$$$$$$$$$$$.."/ %. Theoretical 0ramework$$$$$$$$$$$$$$$$$$$$$$$$$.."" %." +odel$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$.."" '. )esearch +ethodology$$$$$$$$$$.$$$$$$$$$$$$$$$."& '." 1efining 2ariables$$$$$$$$$$$$$$$$$$$$$$$$$..."& '.& 3nit of Analysis$$$$$$$.$$$$$$$$$$$$$$$$$$$..", '., 4ample 4i5e$$$$$$$$.$$$$$$$$$$$$$$$$$$$$."% '.% Tools for Collecting 1ata$$$$$$$$$$$$$$$$$$$$$$$."%

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'.' 1ata Analysis$$$$$$$$$..$$$$$$$$$$$$$$$$$$."% *. 6ustification$$$$$$$$$$$$$$..$$$$$$$$$$$$$$$.."' -. )eferences$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$.."* 7. Appendi $$$$$$$$.$$$$$$$$$$$$$$$$$$$$$$..."-

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Factors Influencing Motivation Level 1.1 Introduction As a result of the powerful force of technology, which is driving the world towards a converging commonality, we have seen various changes in the world8s economic e pansion. 9ne of the changes that bring the most challenge not only to the international firm but also the domestic one is the emergence of a global market. #n order to be successful in the long term, managing people is one of the most crucial tools for a global business in today8s competitive world. 4pecifically, for an international organi5ation, human resource becomes a more and more important factor to reach its goal. The word : Human )esource +anagement ;H)+<: has been used widely and increasingly in recent decades as a vital approach to create a successful organi5ation, however, the more worldwide the firm, the greater the comple ity of the international H) re=uirement. Hence, in order to ma imi5e the benefit from the performance of the employees, the employer must develop strategies to manage and improve their human resources so that they can perform their best. To create an effective strategy, the employer needs to understand that there are many factors that affect the employee8s behavior within the organi5ation. 9ne of the key factors that have an impact on the performance of an individual in the organi5ation is their motivation. +otivation refers to >the emotional forces, needs, wants, urges or drive within us that influence our behavior:, or: something ;as a need or desire< that causes a person to act:.

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+otivation is therefore providing a conscious or subconscious inducement that will influence an individual8s decisions and provide an incentive to produce a certain action or set of actions. +otivation shows a person8s uni=ueness and intention. This means different things and different people influence each individual in making choices about their actions. An individual8s motivation has many sides and is comple . Accordingly, each action of behavior or performance re=uired by the employee may involve various different motivating factors. This report will enable the employer to answer why it is their responsibility to motivate the employees, the factors that influence their motivation levels and e plain how to improve and ma imi5e the efficiency of their staff8s performance. 1.2 Abstract (usiness all over the world today is very challenging. #nternal and e ternal operating environment factors continue to challenge corporate performance and revenue growth. To stay profitable in the highly challenging and competitive global market economy, all the factor of production ? men, machine and materials @ should be wisely managed. Among the factors of production the human resource constitutes the biggest challenge because unlike other inputs employee management calls for skillful handling of thoughts, feelings and emotions to secure highest productivity. Amployee motivation delivers long?term benefits in the form of high productivity. A motivated employee is a valuable asset which delivers immense value to the organi5ation in maintaining and strengthening its business and revenue growth. The proBect paper studies factors influencing employee motivation. This is accomplished through the si main chapters of this proBect study which includesC #ntroduction, Literature )eview, )esearch +ethodology, 1ata collection and Analysis, and 6ustification. The surveyD=uestionnaire research

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method was used as the basis for the research design and results of this survey is analy5ed and discussed. This proBect paper ends with a summari5ed Bustification.

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2. Background Literature eview There are different factors that motivate people, not everyone is similar, and each factor depends on individual needs. Most !eo!le tend to work" because t#e$ know t#at at t#e end of t#e da$ t#e$ will be !aid for it . #n addition, knowing that they will be paid motivates them during the day. (y researching, we found out that most unskilled workers are motivated only because they are paid and with this money, they are able to provide shelter and food for their family. These are different to the skilled workers, who have =ualifications, and have been on training schemes are motivated by other factors. 2.1 T#e ole of Motivation According to ;"EE%<, organi5ations need necessary motivated employees for survival as needed in the fast moving and changing workplaces. Motivated em!lo$ees #el! organi%ations survive. +otivated employees are more productive. To be effective" managers need to understand w#at motivates em!lo$ees wit#in t#e conte&t of t#e roles t#e$ !erform '1((1). 0or e ample, research suggests that as em!lo$ees* income increases" mone$ becomes less of motivator ;"E7-< and if becoming older, interesting work becomes one great motivator. 2.2 Motivation T#eories There can be approaches that assume understanding of motivation based on +aslowFs need?hierarchy theory, Her5bergFs two? factor theory, 2roomFs e pectancy theory, AdamsF e=uity theory, and 4kinnerFs reinforcement theory. +aslow argued that lower level needs had to be satisfied before the ne t higher?level need would motivate employees. Work categori5ed motivation into two factorsC motivators and hygiene8s ;"E'E<. 2roomFs theory is based on the belief that employee effort will lead to performance and performance will lead to rewards

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;"E*%<. )ewards may be either positive or negative. T#e more !ositive t#e reward t#e more likel$ t#e em!lo$ee will be #ig#l$ motivated. Conversely, t#e more negative t#e reward t#e less likel$ t#e em!lo$ee will be motivated. AdamsF theory states that employees strive for e=uity between themselves and other workers. A=uity is achieved when the ratio of employee outcomes over inputs is e=ual to other employee outcomes over inputs ;"E*'<. Theory simply states those employeesF behaviors that lead to positive outcomes will be repeated and behaviors that lead to negative outcomes will not be repeated ;"E',<. .ay was not ranked as one of the most important motivational factors by ;"E7-<, but was ranked second in this research and by ;"EE/<. 0ull appreciation of work done was not ranked as one of the most important motivational factors by ;"EE/<, but was ranked second in this research and by ;"E7-<. There supports the idea that what motivates employees differs given the conte t in which the employee works. What is clear is that employees rank interesting work as the most important motivational factor. 2.+ T#e most and least im!ortant motivational factors Factors +ost important Appreciation #nteresting work #nteresting work Hood wages Factors Least important 1iscipline 1iscipline .ersonal problems .ersonal problems

Gears "E%* "E7/ "E7* "EE&

0or many years researchers administered employee surveys in order to address the challenge of employee motivation. 9ne of the first surveys was conducted in "E%* ;Hersey and (lanchard, "E*E, p. ,'<. The Labor )elations did it. #nstitute of Iew Gork and reported in 0oreman 0acts. The subBects included industrial employees. 4imilar surveys were administered in "E7/, in "E7* and in "EE&. #n "E%*, industrial employees were asked to rank ten >Bob reward:

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factors in terms of personal preference. At the top of the list ;see Table #< was ;full< appreciation of work done. At the bottom of the list was ;tactful< discipline. #n "E7/, &// employees ranked the same ten items presented in the "E%* survey. At the top of the list for employees was interesting work! at the bottom of the list was tactful discipline. #n "E7*, Jovach ;"E7-< conducted a similar study of ",/// industrial employees. The list was headed again by interesting work and ended wit# s$m!at#etic #el! wit# !ersonal !roblems. The present study highlights the importance of good wages. #t also confirms the lack of interest in sympathetic help with personal problems. #n addition to comparing the employees8 factor rankings, the "E7* survey analy5ed the employees8 responses by subgroups ;e.g. age and income<. The underlying assumption was that the motivational potency of the factors might vary according to gender, age, income level, Bob type andDor organi5ational level ;Jovach, "E7-, p. */<. +otivation is the number one problem facing business today ;Watson, "EE%, p. %<. 9ver the past %/ years, there have been numerous surveys on what +otivates employees to do their best work. #n order to attain to high levels of .erformance, employers depend on their employees to perform at levels that positively affect the bottom line. Thus, they must understand what motivates them. 4uch an understanding is essential to improving productivity and, ultimately, to ensuring the success of the company. 0or this reason, employee 4urveys may be used to gain insight to employees8 Bob motivation preferences. 9ften the strongest potential motivators are the things employees8 value, but Lack. #f managers ade=uately and regularly administer such surveys, and appropriately consider their results, companies and employees would gain a Hreat deal.

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.erhaps com!anies would gain a com!etitive advantage t#roug# Motivated" productive employees and the employees would gain the work related )ewards they value. The respondents to this survey ranked as the top five factors that motivate them in their BobsC ;"< Hood wages ;money< ;&< 0ull appreciation for work done ;reward< ;,< 6ob security ;Bob satisfaction< ;%< .romotion and growth in the organi5ation ;'< #nteresting work ;challenge<

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+. esearc# ,roblem A preliminary literature review for this proBect had revealed different factors influencing onesF motivation levels. +otivation is the number one problems faced by businesses today. We cannot apply one theory of motivation and assume it to motivate that particular group of people. 0or instance, for the 0. W. TaylorFs theory, if an unskilled labor is working for money, all he re=uires is money to be motivated. Although +aslowFs Hierarchy would help in motivation but all he re=uires right now is to fulfill his physiological needs. )esearch 9bBective To be able to come up with as many solutions to the biggest problem faced by businesses globally! that is get their workers to work to the best of their abilities. )esearch Kuestions ? What are the different aspects of a motivated workforceL ? What motivates employees within the conte t of the roles they performL ? What makes a person more motivated towards a Bob compared to anotherL ? What is the significance of studying motivationL

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-. T#eoretical Framework

3sing our information from literature review, we should be able to identify the different variables that are interlinked with motivation directly and indirectly. #n this section of the proBect, you should be able to understand the different variables involved in either motivating an individual or demotivating with the help of a model and its description belowC

-.1 Model

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.. Met#odologies ..1 /efining t#e 0ariables 1ependant 2ariable M +otivationC #t is the dependant variable in this model because we are trying to find out

the different factors that influence motivation. Therefore, motivation is influenced through different independent variables. #ndependent 2ariables M 6ob satisfactionC #f workers get Bob satisfaction they will enBoy working which will mean

high =uality work is being produced. Workers will come early to work, they will have good attendance at work, workers will take pride in their work, workers will want to work overtime, and would want to help the business meet its goals. #f employees do not get Bob satisfaction they will not put time and effort into the =uality of the work and targets will not be met. M ChallengeC #f you are in a monotonous environment, you are in a day in day put routine

where you are motivated, you feel your work is not challenging enough. Therefore, it is necessary for employees to have a challenging role within the work place. (y having more challenges employees will set themselves targets, work harder more importantly they will feel the necessity to work to their best potential. M )ewardsC #f employees are given rewards, it will motivate them to work harder. )ewards

may be shares for the business, profit related pay, performance related pay, introduce schemes such as employee of the year, company cars etc. +oney also falls in the category of monetary rewards! money is one of the greatest factors for motivation! when pay rises are given employees

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tend to work much harder. However, apart from money there are factors that motivate employees such as social status, recognition, responsibility, opportunity for promotion etc. M .romotionDCareer developmentC #f employers offer employees chance to develop their

career, it will be a great method of motivating employees, because they will want to work towards the companies goals and also will want to work up the organi5ational structure. Having training schemes within the business is another motivating factor. #f employees feel that employers are spending time and effort on them they will feel appreciated and in return will work really hard during the training and will try their best to put the training skills in practice. ..2 1nit of Anal$sis 3nit of analysis is industry, the company 309IA is unit of analysis in our research. #t is basically a telecom company. The branch we are taking as a unit is located in (lue Area #slamabad. 3fone H4+ is a .akistani H4+ cellular service provider. #t is one of the five maBor H4+ +obile companies in .akistan. #n 6anuary &//" .ak Telecom +obile Limited ;.T+L< a wholly owned subsidiary of .akistan Telecommunication Company Limited ;.TCL< started its operations under the brand name N3fone8. +i ed approach will be used for the data collection. Kualitative and Kuantitative both type of data is collected. 0or the =uantitative data collection =uestionnaires will be used as a tool and for the =uantitative data, interviews will be taken.

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..+ 2am!le 2i%e 4ample si5e taken is "'/ for survey ;=uestionnaire< and "/ people for interviews. Types of )espondentsC The respondents are from the top level and the middle level management. ..- Tools for Collecting t#e /ata M M #nterviews Kuestionnaire #nterviews will be taken from the top level management of the organi5ation as the top level management does not have so much time that they can read the =uestionnaires and answer them. Kuestionnaires will be given to the middle level employees as it is very time consuming to take interviews of the whole sample. The =uestionnaire will consist of close ended =uestions and structured interviews will be taken from the top level management. ... /ata Anal$sis M 1ata will be analy5ed by using regression, correlation and descriptive analysis.

)egression and correlation are used to check the relationship between the dependent and independent variables. M 1escriptive analysis is for calculating the mean, median and mode from the data

collected.

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0or Kualitative data 0or the analysis of =uantitative data A?view is used. A2iews ;Aconometric 2iews< is developed by Kuantitative +icro 4oftware ;K+4< to analy5e the =uantitative data. 0or Kuantitative dataC 0or the analysis of =uantitative data, we are going to use a =uestionnaire which has been attached at the end of the proBect in the Appendi section.

3. 4ustification The proposed study8s importance is to state the significance of motivation in an organi5ation. A fall in motivation levels could be signs about the company highlighting that they are being unfair with their workforce. +any would even say that disastrous events take place in the company because workers were not motivated. A fall in concentration of the worker, a rise in absenteeism, a fall in =uality of the products! these are all signs of a company that is unable to keep its workers motivated. +otivation plays a key role for a business to achieve its goals. The higher the motivation levels, the more likely a company is to achieve its goals and survive in the market in the long term. Therefore, studying different ways to motivate your labor force is an e tremely important subBect to understand as it will lead to a better and successful leadership and management of your company.

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5. eferences

1awson, J.+. and 1awson, 4.I. ;"EE/<, >How to motivate your employees:, HR Magazine, 2ol. ,' Io. %, April, pp. -7?7/. 1awson, J.+. and 1awson, 4.I. ;"EE"<, >The cure for employee malaise @ motivation:, Clinical Laboratory Management Review, 2ol. ' Io. %, 6uly?August, pp. &E*?E7, ,//, ,/&. 1enton, 1.J. ;"EE"<, >What8s wrong with these employeesL: Business Horizons, 2ol. ,% Io.' ,4eptember?9ctober, pp. %'?E. Hersey, .. and (lanchard, J. ;"E*E<, Management of Organizational Behavior, .rentice Hall, #nc., Anglewood Cliffs, I6, pp. ,%?'. Her5berg, 0. ;"E7-<, >Workers8 needsC the same around the world:, Industry &" 4eptember, pp. &E?,/, ,&. Leibman, +. and Weinstein H... ;"EE/<, >+oney isn8t everything:, HR Magazine, 2ol. ,' Io. "", Iovember, pp. %7?'". 4herman, A.W. 6r, (ohlander, H.W. and 4nell, 4.A. ;"EE*<, Managing Human Resources, "/th Ad. 4outh?Western College .ublishing, Cincinnati, 9H, pp. '/&?,, ee!,

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An Analysis of the 0actors Affecting +otivation and .erformance of 1iploma Teacher Trainers in Jenya.O An Analysis of the 0actors Affecting +otivation and .erformance of 1iploma Teacher Trainers in Jenya.

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6. A!!endi&
7uestionnaire ".< 0rom a professional perspective, how satisfied are you with your position at your 1epartmentL a< 4atisfied b< 1issatisfied c< +inimal 4atisfaction

&.< As a Hovernment employee, do you feel that you receive sufficient and appropriate on? the?Bob performance recognitionL a< Always b< Iever c< 4ometimes

,.< How motivated are you to assist your department in meeting its obBectivesL a< +otivated b< Iot motivated c< 4omewhat motivated

%.< (ased on your observations, do you think that efforts are being made by your 1epartment to retain =ualified employeesL a< Ges b< Io c< 4ometimes

'.< Which type of incentives motivates you moreL a< 0inancial incentives b< Ion?financial incentives c< (oth

*.< 1o you think that the incentives and other benefits will influence your performanceL a< #nfluence b< 1oes not influence c< Io opinion

-.< 1oes the management involve you in decision making which are connected to your departmentL a< Ges b< Io c< 9ccasionally

7.< Are you satisfied with the support from the H) departmentL a< 4atisfied b< 1issatisfied c< Ieutral

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E.< 1o your 4upervisors D Team Leaders in work support employee developmentL a< Ges b< Io

"/.< What are the reasons that you stay at your present BobL ;Check all that apply<

Challenging Bob assignments 2acation 4alaryD(enefits 4tabilityD4ecurity #nteresting work Hours Hood boss 2acation leave Location is convenient )etirement (enefit Work assignments vary Training 9pportunities .romotional opportunities 9therPPPPPPPPPPPPPPPPPPPPPP

"".< How would you rate your current workloadL a< Ade=uate b< #nade=uate c< A cessive

"&< How would you rate the management style of your current supervisorL a< Hood b< .oor c< Average

",< 1oes your supervisor take time to listen to your concerns and support reasonable suggestionsL a< Ges b< Io c< 4ometimes

"%< Are you satisfied with your current salaryL a< Ges b< Io

P a g e | 22 "'< Have you ever been nominated or received an Amployee of the KuarterDAmployee of the Gear awardL a< Ges b< Io

"*< What would be the three ;,< greatest additional employee benefits your employer could implement that would assist in morale enhancementL PPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPP PPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPP PPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPP

"-< How satisfied are you with the level of training and development receivedL a< 4atisfactory b< 3nsatisfactory c< Ieutral

"7.< What changes can be made to improve the work place environmentL PPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPP PPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPP PPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPPP

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