Impact of Employees Motivation on Organizational Effectiveness

1. Introduction:

This dissertation report deals with the effect of motivation on employees and an ultimate effect of smooth working of organization. This report has some aims and objectives which will help to elaborate the hypothesis methods of employee motivation.

1.1 Aim of the Research Work

The aim of the dissertation is to study the issues or factors that effect the employee motivation. Furthermore, it also aims to recognize the relation between the employee motivation and organizational development or well-being.

1.2 Objectives of the Research Work

To identify the effect of employee’s motivation on organizational efficiency and performance.
To study the issues that give rise to motivation of employees in an organization.

To recognize the relation between the employee motivation and organizational development or well-being.
- Hypothesis
There is no influence of employees’ motivation on organizational efficiency and performance.
There is no any relation between the employees’ motivation and performance of a company.

2. Literature Review:

2.1 Introduction: Employee motivation is necessary for companies to create an environment of oneness. This part of study deals with the different levels of employee motivation, organizational effectiveness and the chapter summary; this will help the researcher to understand all the factors that affect the organization and give rise to employees motivation.

2.2 Level of employee Motivation:

The level of employee motivation is not only necessary for an organization’s development but also for the development of an employee itself. The levels of employee motivation are related to:

Employee’s performance: how an employee perform in a firm or in an organization further gives rise to motivation that can help an employee to decide what to do and what not to do.
The level of effort: Employee motivation is needed to increase the efforts from the side of an employee. It further describes the efforts that an employee should put on his or her work. And also describes employee’s eagerness to maintain a position in the organization.
The level of persistence: It is related with an employee’s or individual’s efforts to maintain a level of performance despite the presence of barriers.

2.3 Organizational Effectiveness: when an organization obtains its preferred results made out of the demands then the organization is said to be successful. Organizational effectiveness is all about the capability (along with the co-ordination among the employees) to achieve the targeted result. It further defines the relation of the employees within the organization and with the organizational head. It is degree to maintain a level of organizational performance without the interference of any issue or barrier.

2.3 Chapter Summary: The theory of this chapter deals with the impact of employee motivation on an organization and to study how much actually it influences the performance of any organization.

3. Research Methodology:3.1 Research Design

Expressive survey design has been used in this dissertation as it involves elaboration of the factors that give rise to employee motivation. The motive behind using the descriptive survey is to complete the collection of data that can accurately explain the aim and objectives of the research work. The descriptive survey followed for completion of this research contains questionnaire to support the ruling the impact of employee motivation on organizational performance.

3.2 Research Philosophy

The primary focus of this research is on the positivism part. The focus is also on the factors that lead to organizational efficacy. And these factors are empowerment and employee gratitude that helps to motivate employees of the organization and maintain a healthy working environment within the organization.

3.3 Data Collection Method:

The primary technique that has been used to collect information regarding the research isquestionnaire. Questionnaire is a technique that is tremendously plastic and information regarding any topic can be gathered from this technique with the help of small or large group of people. The collection of data for the research is made possible with the help of questionnaire, observation, document investigations and interviews.

3.4 Sample size:

The data has been collected by taking interviews or surveys of 103 employees from 17 selected manufacturing firms. The study employs the values or thoughts of only senior employees that helps to collect useful data.

3.5 Research Ethics: while performing any task it becomes mandatory for a researcher to maintain a level of behavior and follow some ethics. Some of the ethical problems that a researcher can highlight are Voluntary involvement of the respondents and data application.

3.6 Limitation: There are some limitations that have made the researcher to conclude the following:

The hypothesis which states that there is some implication connection between employee motivation and organization.
There organizational effectiveness not only depends on employees but also on organization itself as there are some organizations which demands for high profit but gives low wages to their employees. In such cases, employee motivation is not only the factor for organizational effectiveness.

References

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GrublienÄ—, V. and UrbonaitÄ—, A. (2014).Organizational culture strengthening and employee motivation improvement. Management Theory and Studies for Rural Business and Infrastructure Development, 36(3), pp.507-515.

Morrell, D. (2011). Employee Perceptions and the Motivation of Nonmonetary Incentives.Compensation& Benefits Review, 43(5), pp.318-323.

Ornoy, H. and Tarba, S. (2011). The effects of situational and personal factors on employee motivation for relocation. Global Business and Economics Review, 13(3/4), p.257.

Subrahmanian, M. and Abhilasha, N. (2014).Employee Motivation in Airports Authority of India. ANVESHAK-International Journal of Management, 3(1), p.140.

Tan, Y. and Abu Mansor, N. (2014).Role of OCB and demographic factors in the relationship of motivation and employee performance. Intangible Capital, 10(3).