Section 1: The Proposal Template
Title
“Assessment of Motivational Strategies: Applied within HR team, managers and the workforce at Hospital 123”
Abstract
There are such desired strategies determining motivation in work organizations particularly Hospital 123 employees in assessing how HR team, managers and the workforce is motivated and given motivation appropriately as well as maintain good type of role performance, such job experiences from the Hospital 123 system that should be rewarding, particularly if these employees have freedom to move in and out of the organization. Motivating people with theories conceived in the 80’s and 90’s can be feasible thus, distill knowledge that will help illuminate the motivation path for present and future HR people. The core message is that Hospital 123 should consider better motivational patterns utilized to maintain good work performance.
This research will assess the reliability and rationale of Hackman and Oldham’s job characteristics model among Hospital 123 employees. Then, continues by focusing on such job motivation elements of HR team, managers and workforce from such motivational outcomes. The purpose of the research is to describe such theory model of work motivation relevant to hospital work stance of professionalism .The theory will be derived from selected theories of behavioral motivation and work motivation as review of selected theories of motivation is presented, that includes theory analysis and evidence supporting theoretical propositions and linkages to Hospital 123 assessment of motivation strategies. Moreover, attention to motivation theory and research provides insights and suggests relationships among employees perception towards motivation at work as part of research paradigm.
Introduction
Ideally, research questions impose a positive function in every research that will happen as it will provide a causal link among relevant theory applications within critical assessment and organization of related studies that can be found in the review of literature. The central question could be that, “Does Hospital 123 reflects an attempt to move such groups of employees such as HR team and managers and the workforce respectively through motivation conditions at work such as the enhancement of tasks within the job?
The sub-questions can be the following:
The questions mention above were interesting because it will possibly give the readers a brief overview of what the research is about and how the study process will be organized according to such critical aspects and will provide ideas as to how the literature works and be achieved from within.
Relation to previous research
.According to Locke (Cited from, 1997), he said that motivation is determined by goal directedness, human volition or free will, and perceived needs and desires, sustaining the actions of individuals in relation to themselves and to their environment. Although this definition appears to be comprehensive, it is put forward here for critique amid other competing definitions found in the literature. Using Hind’s criteria for concept clarity, the authors propose the following definition for motivation: “Motivation is values-based, psycho-biologically stimulus-driven inner urge that activates and guides human behavior in response to self and environment, supporting intrinsic satisfaction and leading to the intentional fulfillment of basic human drives, perceived needs, and desired goals” (Cited from, Locke, 1997).
As the definition meets Hinds’ criteria for conceptual clarity in that it uses clear, concise, positive, noncircular terms and language; it is in the natural context of self, other and environment; and it is on an expressive continuum from internal values to external behavior. Research on individual differences in relation to motivation and human performance at work is needed to explain variables linked with individual differences, theories of motivation, and relationships among personality and other psycho-social variables. Organizing and linking research and theory in these areas provides more insights into the complexity of work motivation.
Motivation within its strategy ways amiably serves as an essential paradigm in determining professional growth also, in attaining personal development among Hospital 123 employees particularly within the human resources area as there can be related theoretical posits verifying motivation approaches applied among HR team, managers and the workforce in general. Motivation at work has been popular area of research as influenced on contemporary research and have provided a more informed understanding of work motivation. Essentially, such motivation models contend that work should be challenging and require workers to use skills and knowledge if they are to be motivated and if such jobs are unskilled and easily accomplished, Hospital 123 employees will become bored and frustrated and will give rise to job dissatisfaction unless job elements are changed in a positive way.
Thus, for example Hackman and Oldham’s (1974, 1975) theory has not been tested among hospital catering employees. It is therefore essential that the theory be analyzed to establish rationale and reliability. There focuses upon “internal work motivation”, whereby the presence of specific job attributes motivates workers. The more effort expended by employees on their jobs, the more motivated they will become, creating self perpetuating cycle of motivation. For example, such hospital 123 employee from their workforce who has strong desire for accomplishment and growth should respond positively, but an incumbent who has low need for accomplishment or growth may feel intimidated and consequently may not respond favourably.
Proposed methods
The research will have the utilization of semi-structured interview methodology serving as a primary method for assimilation because it is believed to be effective and accessible for the researcher to gather all the needed information in realizing the whole process of the study and thus, interview method allows the respondents to freely share their ideas and respond properly to such interview questions as precisely as possible. It can be ideal to just limit the representation of sample respondents to just 15 employees in total particularly:
- Five (5) employees who are part of the HR Team
- Five (5) employees who are HR heads/managers
- Five (5) employees coming from the Hospital 123 workforce
Quantitative data collection methods are centred on the determination of the weighted mean of the given statements. When these methods are used, the researcher is usually detached from the study and the final output is context free. Measurement, numerical data, and statistics are the main substance of quantitative instruments (Cited from, Saunders, Lewis and Thornhill, 2003). With these instruments, an explicit description of data collection and analysis of procedures are necessary. The quantitative approach is more on the detailed description of phenomenon. It basically gives generalization of the gathered data with tentative synthesized interpretations. The quantitative data gathering methods are useful especially when study needs to measure the perception of the respondents regarding the focus topic (Cited from, Gall, Gall and Borg, 2003).
Then, there should be such support method in such secondary method approach that can be through the utilization of case study analysis pointing to motivation strategies applied by the Hospital 123 through such press releases and or statements or reports from the HR area along with relevant information from peer reviewed journals and articles, with the use of interviews and published literatures, this research takes the combined quantitative and qualitative approach of research (Cited from, Saunders, Lewis and Thornhill, 2003) from reliable publication resources such as Emerald insight – EBSCO database, Blackwell Synergy and or from Questia Library
Reflections
The researcher believes that such substantial purpose do ideally support motivation at work of Hospital 123 employees affect but, in broader sense, there is human trait purpose akin to mission that arises more symbolically to support and guide one’s motivational behaviors in research analysis contexts as sustained by held values that connect to perceived meaning of one’s motivation at work. Thus, there can be hindrance to such alignment factors involved in research such as affecting certain implicit meaning of Hospital work, as such employees in the HR area are more inclined to commit to Hospital principles and trust in legitimacy of management to support purposeful work as being congruent with employee values, even in context of change in work situations as revealed through reflection. In addition, some proponents had posited that such work purpose backed by value system that is meaningful to the employee is driver of the motivation approaches as human motivation starts with needs, but how work values grow out of human needs has not been empirically studied. The research will suggests that the desire for meta-level purpose at Hospital 123 supports human need nested in motivation to improve professional skills from within.
Thus, there consistently encourages and incorporates nurses’ professional ethical value system and conscious reflective attention to this value system contributes necessary meaning and professional purpose management that support nurses’ intrinsic motivation at work as influenced by individual differences and trait variations affecting individual mindfulness and reflective skills as individual performance factors need to be taken into consideration related to strategies found into such job role of the HR team, managers and workforce at Hospital 123. The research can thus pursue ideal contributions for greater good in such societal as well as political process that can impose some research barriers to be avoided.
For ethical considerations, in keeping with the appropriate procedures and in the interest of maintaining the integrity of the research, the researcher had made every effort to ensure that the ethical guidelines for conducting study were strictly followed. Prior to commencing with the research, permission was obtained from each customer, who participated in the study. All data collected from the respondents were kept in secure location. The names of the respondents were secured. The objective, purpose and the significance of the study were all relayed to the participants before initiating the research process.
Conclusion
It can concluded that, motivation strategies do basically impose a positive function among employees at Hospital 123 thus, allowing them to see and perceived differently how they are motivated and how motivation strategies is applied to them as they have diverse job specifications within the organization. The theory of Hackman and Oldham will be utilized in the study as one positive theory that explains the depth of motivation process that Hospital 123 staff can use. Therefore, it is imperative for the research to amicably identify, determine and evaluate how such groups, the HR team, managers and workforce are being motivated according to standards and to understand and be aware of motivation strategies as presented by various theoretical proponents relevant for the completion of research.
Timetable
TASK
Month
1st
2nd
3rd
4th
5th
6th
7th
8th
9th
Select topic
Undertake preliminary literature search
Define research questions
Write-up aims and objectives
Select appropriate methodology and locate sources of information. Confirm access.
Write-up Dissertation Plan
Undertake and write-up draft critical literature review.
Secondary and Primary Data Detailed
Sources
Consulted
Research Findings:
Analysed
Evaluated
Written-up
Discussion:
Research findings evaluated and discussed in relation to the literature review
Methodology written-up
(including limitations and constraints)
Main body of the report written-up and checked for logical structure
Conclusions drawn
Recommendations made
Introduction and Executive Summary written-up
Final format and indexing
References
Gall, M. D., Gall, J. P., & Borg, W. R. (2003). Educational Research: An Introduction (7th ed.). Boston: Allyn & Bacon
Hackman, J.R., Oldham, G.R. (1974), Motivation Through the Design of Work: Test of a Theory, SOM, Yale University, New Haven, CT
Hackman, J.R., Oldham, G.R. (1975), “Development of the job diagnostic survey”, Journal of Applied Psychology, Vol. 60 No.2, pp.159-70
Locke, E. A. (1997). The motivation to work: What we know. In M. Maehr & P. Pintrich (Eds.), Advances in motivation and achievement (Vol. 10, pp. 375–412) Greenwich, CT: JAI Press.
Saunders, M., Lewis, P., Thronhill, A., (2003). Research Methods for Business Students 3rd Edition. Prentice Hall
Credit:ivythesis.typepad.com
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