Proposal Title:
‘’The role of employee motivation and job satisfaction of employees to Honda’s business success’’
Research Questions
Can the business company specify the attitude of any individual toward his or her job? What are the causes of attitudes as well as the consequences?
How does motivation and job satisfaction theories help in achieving a well organized role of the employees for achieving business success? (Note: there is a need to discuss several theories)
Is it possible to affect the attitudes of employees in business such that attitude does not become a factor which leads to lack of motivation and dissatisfaction?
Do business policies reflect an attempt to move employees through reward/punishment conditions or motivate employees through the enhancement and even reconfiguration of tasks within job?
Literature Review
Ideally, job satisfaction has been defined and measured both as a global construct and as a concept with multiple dimensions or facets (Cited from, Price, 1997; , 1983). Aside, for instance, Odom et al. (Cited from, 1990) investigated the relationships between organizational culture and three elements of employee behavior, namely, commitment, work-group cohesion, and job satisfaction, concluded that the bureaucratic culture, which dominated their sample of transportation organizations, was not the culture most conducive to the creation of employee commitment, job satisfaction, and work-group cohesion. In such studies,(Cited from, 1993) investigating health care organizations, found that employees in strong cultures tend to express greater organizational commitment as well as higher job satisfaction.
Furthermore, Herzberg et al. (Cited from, 1959) proposed that an employee’s motivation to work is best understood when the respective attitude of that employee is understood. That is, the internal concept of attitude which originates from a state of mind, when probed, should reveal the most pragmatic information for managers with regard to the motivation of workers. Moreover, according to Herzberg et al. (Cited from, 1959), motivators cause positive job attitudes because they satisfy the worker’s need for self-actualization (Cited in Maslow, 1954), the individual’s ultimate goal. Amicably, employees should be allowed inputs for enhancement and time for experimentation (Cited from, Woods, 1993). Employees should be able to make changes to improve the environment without excessive management intervention as business can then demonstrate its commitment to success endeavors by means of good culture.
Methods
The methods will be the utilization of survey questionnaires and interviews that will be eliciting responses from such respondents dealing to such issues of role among employee motivation and job satisfaction of employees. There can be construction of brief scenarios to describe business success and its uniqueness. Thus, in giving respondents the opportunity to indicate objective reasoning, respondents then will be instructed to hand out 100 points between the survey questions as the survey design will assess business culture patterns as well as management style in employee handling. Thus, the survey items will be measured in dimension of satisfaction construct: degree of motivation and satisfaction with work, supervision, salary and promotion opportunities on such five point scale ranging from strongly disagree up to strongly agree category. The respondents will then be classified into low and high satisfaction groups based on median split of sum scores to high satisfaction group.
Credit:ivythesis.typepad.com
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