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Monday, 17 October 2011

Motivation on Employee Productivity Research Proposal

Introduction


The critical workforce management challenges of the immediate future driven by corporate re-engineering and restructuring efforts, loyalty concerns, and fierce competition for key talents are closely linked to the emerging issues of employee commitment and productivity. In any organization, the issue on productivity of employees is always related to the subject of motivation.


In any given situation, the role of managers become more important because they play a significant and unique role compared to others in the organization.  This role can be considerably a kind of a catalyst, able to tap and awaken each employee unique talents and convert them to performance. However, only through varied organizational strategies can a manager managed to trigger his/her employees’ hidden talents highly important in the productivity and performance of the organization. These strategies can be external and internal to employees. One of these strategies employed by managers is motivation.


Objectives


            The study aims to analyze the importance of motivation on employees’ productivity in any business organizations in particular to Nig PLC Jos Metropolise. Furthermore, aims to investigate predominant motivational theories and strategies used in many business outfits in relation to employees’ productivity and in particular to identify motivational strategies used in the Nig PLC Jos Metropolise.


Statement of the Problem


            Since motivation is important in the productivity of employees, the importance of knowing what motivation is most effective and efficient that could generate higher productivity, commitment and satisfaction to employees is significant as a problem of this study.


Review of Related Literature


            Motivation is the “driving force within individuals that drive them physiologically and psychologically to pursue one or more goals to fulfill their needs or expectations (Lam & Tang: 2003). For Wilbert Scheer (1979), “To maintain [motivation] it is to create and perpetuate the climate which brings harmony and equilibrium into the entire work group for the benefit of all who are involved.” Since it is the work of a manager to employ effective motivation, he/she should always aware of the environment and the status condition of his/her employees. Furthermore, motivation means an inner wholesome desire to exert effort without the external stimulus of money. It is the ability of indoctrinating the personnel with a unity of purpose and maintaining a continuing, harmonious relationship among all people (Thwala & Monese, n. d).


            Motivation plays a vital role in reaching and fulfilling the goals and objectives of an organization by trying to motivate, inspire, and raising their satisfaction and self-esteem in order to be highly productive that in turn will lead to the fulfillment of organization’s goals and objectives. Thus to Robin DeCenzo (1995:271), cited by Thwala and Monese, motivation is “the willingness to exert high level of effort to reach organizational goals, conditioned by the effort’s ability to satisfy some individual need.” While Campbell and Pritchard (1976), defines motivation as a dependent and independent set of relationships which explains the amplitude, direction, and persistence of a behavior holding constant the effects of skills, aptitude, and understanding of a task and the constraints operating in the work environment. Hence, the necessity of understanding the nature of motivation and its underlying principles and theories are all important in order that improper application of motivation can be deduced and avoided. Nevertheless, all motivational processes and strategies are beneficial yet, not all of them can be applied in certain organization for some constraints.


Methodology


            This study will use a share ownership theory for greater motivation to employees. This case analysis will operate on the idea that owning shares will provide employees with financial incentives that will make them more committed and motivated to the organization and their work. Moreover, the use of classic motivational theory of Maslow’s hierarchy of needs, and the Total Quality Management theory will also be employed.  


            Since, a case analysis will be used in understanding the role of motivation to employees’ productivity, the use of qualitative and quantitative approaches will be utilized.


            The triangulated method instruments are to be employ for this case which is only limited to the employees, managers and other personnel of the Nig PLC Jos Metropolise.


 


References:


Thwala, W. & Monese, L (n. d). Motivation as a Tool to Improve Productivity on the Construction Site. Department of Quantity Surveying and Construction Management, University of Johannesburg.


 


Kreisman, B. (2002). Executive Overview Insights into Employee Motivation, Commitment and Retention.


 


Michie, J., Oughton, C., & Bennion, Y. (2002). Employee ownership, motivation and productivity. Birckbeck, University of London.


 


Lam, S. & Tang, C. (2003). Motivation of Survey Employees in Construction Projects. Journal of Geospatial Engineering, Vol. 5(1). Hong Kong Institution of Engineering Surveyors


 


Kimball, L. & Nink, C. (n. d.) How to Improve Employee Motivation, Commitment, Productivity, Well-Being and Safety.




Credit:ivythesis.typepad.com




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