Non-Profit Employees in Savannah: The Impact of Motivation on Job Satisfaction - Paper Sample

Introduction

This project focuses on the impact of the perspective of Human Resources Managers motivating employees as a means of job satisfaction and employee motivation at Non-Profit Organizations in Savannah and surrounding areas. According to Survey Monkey, 2019, 40% of employees are not motivated or unhappy with their jobs in the non-profit organization throughout Savannah and surrounding areas. In another study, the researchers found that the motivated employees' performance and productivity were significantly higher than that of employees who were not motivated. In this case, 60% of the company's productivity was contributed by the employees who were motivated (Reizer et al., 2019). By focusing on how important it is to have job satisfaction and motivated employees, this project will analyze and review the need for HRM to address employee motivation. Employees' motivation enhances effective staff performance among workers and subsequently fosters productivity within an organization (Ibrahim & Brobbey, 2015).

Is your time best spent reading someone else’s essay? Get a 100% original essay FROM A CERTIFIED WRITER!

Save 25%

Capstone Topic (NP)

My area of specialization is the Human Resource Management (HRM). Fundamentally, HRM emphasizes the knowledge and skills needed to address many issues within the field of HRM. These are issues that affect the well-being of the employees and those that affect the organization's overall performance. I will evaluate numerous corrective concepts and HRM strategies and procedures for creating flexible and advanced settings in the 21st century's global workplace (Reizer et al., 2019). Undeniably, the HRM specialization focuses on key issues related to drawing, creating, and retaining a worldwide workforce. The coursework addresses various demographic and cultural perceptions, the influence of new technologies on the workplace, and the impact of the dynamic external work environment on human resource management practices (Capella, 2020).

Productivity within an organization can be related to employee satisfaction (Reizer et al. 2019). This kind of satisfaction comes because of the motivational factors implemented by the organization. Resolving low employee motivation and job satisfaction has proven to increase productivity in many organizations (Stepitup Savannah, 2020). Here are some results one could encounter after improving the issues of employee satisfaction and motivation; improved productivity, everyone works well, Individuals perform better, reduced number of leave days, and higher attention to detail (Ciobanu et al. 2019).

It is critical to note that motivation plays a pivotal role in the workplace because it leads to the excellent performance of employees and retention of the most productive employees This makes it easy for an organization to enhance innovation and achievement of the set goals of the organization (Reizer et al., 2019). Motivation is a process that accounts for a personal intensity pathway and repeated efforts toward achieving a set goal. The motive of employees in organizations is reflected through the management of an organization. Determining the employees’ needs, offering platforms where the employees receive incentives to satisfy them, and considering other motivational elements such as promotion and increments of wages and salaries (Ibrahim & Brobbey, 2015). Through this, the employees can get a driving force that will ensure they work positively hence escalating the productivity of the organization.

The project aligns with my specialization because my focus is in the realm of HRM. I have a tremendous interest in how organizations employ people, train them, compensate them, and consequently develop the policies that relate to them. The various demographic and cultural perceptions, the influence of new technologies on the workplace, and the impact of the dynamic external work environment on HRM Practices (Capella, 2020). Employee performance forms an integral component of the HRM. In this case, the performance takes a more in-depth look into how organizations can effectively manage their employees and increase productivity through the lens of the Human Resource Department or management. HRM comes with many different components, however, finding out what one can specialize specifically can become misleading. In this project, one has decided to focus on employee motivation and job satisfaction. Having engaging employees that will increase customer service and productivity is an asset to any company (Reizer et al., 2019). Because this project will help one understand the importance of employee motivation and job satisfaction, it aligns with my specialization in Human Resource Management. HRM is the driver of ensuring employees are engaged and satisfied.

Problem of Practice (NP)

Employee job satisfaction and motivation is a significant problem in many organizations. According to Thiefels, 2020, no work-life balance, lack of recognition, and no growth opportunities are ways employee motivation and morale decreases. The general business problem is low employee job satisfaction and motivation may result in poor work performance and job productively (Ciobanu et al. 2019). Individuals can get complacent in their roles if they do not feel challenged or do not feel there are opportunities for growth within the company. This leads to a lack of motivation, decreased performance, and in many cases, employee turnaround. Most hard-working employees are intrinsically motivated, but they still need to feel valued and appreciated in the workplace says. When surveying a non-profit organization in Savannah, 30% of their employees have become unmotivated or not satisfied with their job. The state has a solid work-life balance that can increase employee morale and motivation (Survey Monkey, 2019). To embrace employee work-life balance, one must reframe from burning out employees by guaranteeing that they're not only meeting their goals at work but that they also have the time and strength to achieve their individual goals, according to Critical Metrics (Sardjana et al., 2019).

The Specific business problem is that Non-Profit organization HRM's have seen a significant decline in employee motivation, resulting in low productivity, poor customer satisfaction, and low work performance (Enrichment, 2020). HRM must be able to take these underling issues channel in on the need for improvement in the organization.

Non-Profit organizations have served the community of Savannah and the surrounding areas for fifty years. Slowing productivity will affect the way these organizations demonstrate excellent community services. With slow productivity and lack of job satisfaction, the community non-profit organizations serve in Savannah will continue to suffer from poverty. While more than a quarter of Savannah's residents live in poverty, that percentage jumps to 50% and higher in some neighborhoods. Such high rates have persisted for more than 30 years. Currently, this is the poverty threshold for a family of four (Step it up Savannah, 2020). Suppose the employees of are Non-profit Organizations are not motivated to come to work and perform at the highest level to reach the community. In that case, the community will continue to lose the battle against poverty. This project will be investigating how motivation will be used as a factor to enhance performance and job satisfaction amongst the non-profits organizations employees. Within the highly competitive environment, organizations are regularly subjected to tremendous pressure to retain their workforce. Studies have shown that highly skilled employees are an asset to any organization (Ali et al., 2016).

Purpose of the Project (NP)

This qualitative inquiry aims to explore the perspectives of Human Resource Managers who have experienced demotivation within their organization. They may have useful insights into how to overcome employee motivation and productivity (Hendijani et al. 2016). By HRM's reviewing employee satisfaction, one will believe that it will enhance staff performance and job productivity among Non-Profit Organizations. The research will be based in Savannah, Georgia, and surrounding areas.

Project Need (NP)

The need for this project is to address HRM's necessity to address employee motivation and job satisfaction. Addressing employee motivation can necessarily increase employee motivation and morale, which drives productivity. Motivation generally drives the behaviors of an individual's aspects, either in the workforce or personal responsibility. Nevertheless, it is the internal feelings that make a person become encouraged to participate in a specific goal or project (Ibrahim & Brobbey, 2015). By motivating employees, they may realize that their output is explored and given value. They may also realize how vital their production is to the community. By understanding the importance of motivation and productivity, employees may enhance their performance and continue to drive the company’s fight on poverty in the community and surrounding areas (Ali et al., 2016).

Project question(s)

PQ1: What are the perspectives of NPO HR managers regarding improving employee motivation resulting in increased organizational performance?

PQ2: What the perspectives of NPO HR managers regarding improving employee motivation resulting in increased employee productivity?

Project Justification (NP)

This project aims to show the gap between HRM's and demotivated employees within the non-profit organization in Savannah Ga and surrounding areas. According to Enrichment, 2020, there's a demand for HRM to address employee motivation and job satisfaction.

HRM should be able to identify the need to promote job satisfaction among employees in an organization. Essentially, employees form an essential part of any organization. Without motivation, employees, companies are unlikely to succeed because of a lack of motivation and job satisfaction.

A huge gap exists between HRM's and the state of employees concerning job satisfaction and motivation. Studies have shown that HRM's attempts to lower the gap through motivation tend to have better productivity and satisfied employees (Sardjana et al. 2019). Bob Nelson, 2019 states, Employee motivation, is a critical aspect of the workplace, which leads to the performance of the department and even the company. Motivating your employees needs to be a routine.

In organizations where HRM's have motivated employee, they have seen minimal rates of unrests and increased job satisfaction (Ali, 2016). Consequently, HRM realizes with increased motivation and job satisfaction, it has increased their profit margins and the cost of production is reduced based on the fact that no resources are used unnecessarily to mediate on associated issues.

Therefore, there is a need to research the impact of motivation on employee performance because a motivated workforce will demonstrate an increased tendency to work, thus improving productivity.

Project Context: Company or Industry (NP)

The project context will help non-profit organizations serve their impoverished community. This project will impact HRM, employees, as well as other businesses. It will do this by showing the importance of employee motivation and job satisfaction. The project's context will show how HRM's motivation drives productivity, also helping with employee job satisfaction. Reaching enhanced motivation, it will help serve the business or organization well.