Maximizing Employee Performance: Motivation, Behaviors, and Attitudes - Research Proposal

Introduction

Typically, most companies are majorly concerned with the various factors which can assist these organizations in achieving more exceptional performance via the application of their labor force. For some firms, to increase their returns, they generally assume that the workers' performances can be significantly influenced by their proper motivation, behaviors as well as attitudes. Indeed, highly motivated workers are viewed to be more productive, much satisfied, as well as highly dedicated to doing tasks given, and overall organizational performance. Therefore, the following are some of the empirical journal articles which have helped in examining various motivation impacts on the employees' productivity and returns in several organizations:

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First, a research study conducted by the Uzonna (2013) in testing the Maslow's Theory of Wants, indicated that intentionally or accidentally lower-level workers within all business firms of Austria has several significance to the junior level wants, and the greater-level workers stress on greater-level wants. Second, in another empirical study, Vrancic, (2015)collected data from about 90 workers of the chosen manufacturing organization in Texas, USA, and concluded that payment, performance bonuses, acknowledgment as well as commend were famous shows the overall productivity of an organization. Hence, they supported Herzberg's Hygiene Theory of motivation. Finally, regardless of the cash payment or other monetary remunerations, multiple theories of motivation, as well as other experiential surveys again, show the functions of the non-cash payments forms of rewards within the motive, particularly in the technological-based, more magnificent paying job.Aibievi (2014) indicated that various non-financial institutions within their study got explicitly accepted among the acquired skills as well as technological-based organizations like sales, marketing, and service companies.

Method

Participants

This particular research study applied the quantitative methodology whereby the data were collected using the online research study approach. The respondents of this research consisted of the management and the subordinate employees of the community-owned higher learning institutions in New York. A total number of 900 questionnaires were overseen to the workers via the email.

Furthermore, to obtain the least needed sample size, the researchers administered questionnaires towards various workers after getting a full list of their email addresses. Hence, this activity was conducted to achieve the needed sample size of the study. Concerning the Aibievi(2014), applying the research study approach in collecting data from the more significant samples is more effective and accurate than adopting the interviews. As the questionnaire technique enables for contacting many individuals, online research studies allow researchers to contact participants at a minimum cost.

Dependent and Independent Variables

In this case, the independent variable is the employee's motivation, such as remuneration, working relationship, and career development opportunities. In contrast, the dependent variable is the productivity of the workers at the workplace, as the degree of achieving the company's goals, key responsibilities, loyalty, and job-related skills.

Procedure

During the process of collecting data, the answers from respondents were put in the SPSS after getting obtained and finally analyzed via the channeled equation modeling (SEM) with the use of AMOS 18. Multiple tests like reliability, validity, factor analysis, as well as regression analysis, were carried out to obtain results of this research study. Finally, the research showed that out of the total 900 online posted questionnaires that were overseen to the respondents, about 250 were received from participants(Haider et al. 2015). Additionally, the descriptive analysis showed that 100 (40%) of the total participants are male, while females accounted for 150 (60%). Similarly, the finding also indicated that most participants (50%) represented the age cluster of between 25 and 30 years old, 40 (5%) represented age cluster between 18 and 24 years old and the rest represented the age bracket between 36 and 60 years old.

Conclusion

The main aim of this particular article was to explore the impacts of the employee's motivation regarding their productivity at workplace. Therefore, the outcomes indicated that worker's motivation has a very crucial and positive influence on the worker's productivity. Moreover, the outcome of this given survey provides experiential facts that the motivation has vital favorable impact regarding the companies' commitment and then matched various previous research studies, which ensure that worker's motivation as a significant predictor of the company's commitment.

References

Alhaji, I.A., &Yusoff, W. F. (2012). Does the motivational factor influence organizational commitment and effectiveness? A review of the literature. Journal of Business Management and Economics, 3(1), 1-9.

Alhaji, I.A., &Yusoff, W. F. (2012). Does the motivational factorinfluence organizational commitment and effectiveness? A review of the literature. Journal of Business Management and Economics, 3(1), 1-9.

Aibievi, S. (2014). Training as an Essential Tool for Increasing Productivity in Organizations: Uniben in Focus. Current Research Journal of Social Sciences 6, 35-38.

Haider, M., Aamir, A, Abdulhamid, A & Hashim, M. (2015). Literature Analysis of the Importance of Non-financial Rewards for Employees' Job Satisfaction. Abasyn Journal of Social Sciences, 8(2), 341-354. Retrieved March 13, 2017, from www.aupc.info.

Uzonna, U.R. (2013). Impact of Motivation on Employees Performance: A Case Study of CreditWest Bank Cyprus. Journal of Economics and International Finance. 5(5), 199-211.

Vrancic, I. (2015). And people? Why are Managers' Cars the Most Important Assets in Every Organization?. Retrieved on April 3, 2017.from http://www.TechnicsPub.com.