Proposal Employee Motivation

A PROPOSAL EMPLOYEE MOTIVATION
Submitted by
Amber Soomro
Under the supervision of
MADAM AROOJ MALIK
Head Department of MBA & BBA
June 23, 2018

Table of content
1 Introduction .........................................................................................................................3
1.1 Background .............................................................................................................................3.4
2 The problem statement ……………………….………...................………..................………......................5
2.1 The purpose of the study ………………………………………………………………………………………………………5
2.2 Research question ………………………………………………………………………………………………………………..5
3 The scope of the study ………………………………………………………………………………………………………….5
4 The relevance of the study…………………………………………………………………………………………………….6
5 The research design ………………………………………………………………………………………………………………6
5.1 Type of study………………………………………………………………………………………………………………………..6
5.2 Data collection methods ………………………………………………………………………………………………………6
5.3 The sampling design……………………………………………………………………………………………………………..6
5.4 Data analysis ……………………………………………………………………………………………………………………….6
6 Time frame of the work ……………………………………………………………………………………………………….7
7 Bibliography …………………………………………………………………………………………………………………7.8

1 Introduction
1.1 Background:
Every organization and business wants to be successful and have desire to get constant progress.
The current era is highly competitive so compete their competitors and market it is possible only
when important source to be cultivated and managed as a strategy that is required by all the
organizations. Employees are any organization its main assets which can lead them to success or
if not focused well, to decline. Unless and until, the employees of any organization are satisfied
with it, are motivated for the tasks fulfillment and goals achievements and encouraged, none of
the organization can progress or achieve success. Theonly way to getemployees to like working
hard is to motivate them. Today, people must understand why they're working hard so
employees need motivation to feel good about their jobs and perform optimally .it can be must
be understand the area concern of employees because every employees are different as every
concern requires physical, financial and human resources to accomplish the goals .
Research and experience suggest that motivation is a dynamic state that can fluctuate over time
and in relation to different situations, rather than a static personal attribute. Dynamic power
affects personal behavior and activities (Kucharčíková, 2014) and can be described by direction
and intensity. High-level performance achieved permanently is the main aim of motivation.
The concept of motivation is abstract because different strategies produce different result at
different time and there is no singlestrategy that can produce guaranteed favorable result all the
time (Halepota ,2005).
There are numerous motivation factors identified such as, Gender, Racial/Ethnic, and Religion
Differences, Language, Education, Age, Disability, Experience, and so on. Some employees are
motivated through feeling asenseof accomplishment and achievement for meeting personal and
professional goals. Many workers are self-disciplined and self-motivated. Incentive and rewards
have little effect on employees who feel motivated only when they are confident in their abilities
and personally identify with their role within the organization. These individuals perform
productively for the sake of the personal challenge their work provides. There are several ways
employers can motivate employees and drive worker productivity. Because different factors
influence workers in different ways, employers can utilize motivation strategies that encompass
several techniques. Motivation has been defined in research literature as an individual internal
process that causes a person to act in a particular manner (Pride, Hughes, & Kapoor, 2006)
TECHNIQUES OF EMPLOYEE MOTIVATION:
There are many ways in which employee motivation may be enhanced:
 Social Support:
It is known that employee motivation tends to improve with improved support from their
superiors (Van Yperen & Hagedoorn, 2003). An organization can motivate its employees

intrinsically by providing social support for their jobs that tends to ease off the job related
pressure and thus makes them feel better. This strategy may be useful for stressful jobs such as
customer care service employees in a large public organization.
 Job Enrichment:
Job enrichment may be an effective mechanism to improve employee motivation. Job
enrichment techniques may include added responsibilities, tasks, skills set and challenges for
employees which makes them feel responsible and empowered at work (Hackman, Oldham,
Janson, & Purdy, 1975). Therefore, managers can provide more interesting and skilled jobs to
their employees in order to enhance their motivation and commitment towards the organization.
 Leadership Influence:
The type of leadership practiced in an organization has a direct impact on employee motivation.
Transformational leadership when practiced can help in clarifying organizational goals to the
employees and also persuading them to work towards the attainment of these goals (Wright,
Moynihan, & Pandey, 2012). Therefore, transformational leadership can help in enhancing the
motivation of employees within an organization. It is recommended that transformational
leadership is encouraged in current organizations in order to effectively lead employees.
 Employee Training and Development:
Human resource strategies such as employee training and development can play an important
role in motivating existing employees in an organization (Tabassi, Ramli, & Bakar, 2012).
Organizations therefore need to design effective employee training and development programs
which make employees empowered and motivated towards their work and result in better
performing teams within the entity.
 Job Rotation:
Job rotation is a practice whereby each employee learns several operations in manufacturing
process and rotates through each in a set period. Job rotation has important implications for firm
learning. On one hand, when employees rotate, the firm receives information about the quality
of various jobs - employee matches. On the other hand, without rotation, the firm receives only
direct information about one match, but the information it gets about this one match is very
reliable.
 Job Enlargement:
Job enlargement involves expanding the job of an employee that has them doing more work of
a similar nature to what they already do. This may be allowing them to complete the whole task
instead of just part of it, for example, packaging the products as well as manufacturing them. This

process ideallyremoves the boredom out of the job by eliminating the repetitiveness out of tasks
and allowing them to complete the whole process, further increasing their responsibility.
2 The problem statement
The study assessed the job motivation in achieving their organizational goal. In today`s world
employee motivation has got significant attention by managers and researchers .If employer
motivate his employees then it will increase the work efficiency and could lead to achieve the
organizational goals and visions. Previousstudiesonemployee motivationfocusedonthe factorsthat
are contributedtoitasbeingattained.Manymanagershavetriedtoattainmotivationof theiremployees
by tryingto use the methodsthatwere successful inotherareasaroundthe worldanddisappointed,but
the reason is simply because this research was not directly relevant.
2.1 The purpose of the study:
First of all, the study aims to find out the main factors that have an impact on employees’
motivation. The study also aims to analyze how the establishment of a performance evaluation
system can create a feeling of security to human resources, where all employees’ performances
are evaluated according to the same criteria and indicators. Institutions should set targets and
standards for the future evaluation of the institution, providing an equitable valuation system.
On the other hand another thing that was needed be overviewed that what are the steps or
measurement should be taken to improve the employee retention in the organization.
2.2 Research question:
The specific questions sought to be answered were as follows:
1. What will be the effect of reward and promotion on employee performance?
2. What should be the organizational strategy in order to retain employees in organization?
3. What impact does employee motivation have on employee performance?
4. What are the extrinsicfactorsthatinfluence employeemotivation?
5. Why employee welfare practices are important?
6. What impact does employee welfare measures have on employee performance?

Proposal Employee Motivation

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