Assessing the Role of Motivation on Employees Essay

In this light the study sets to identify the around(prenominal) be factors among the ten motivational factors. The analysis from the empirical findings showed that Job satisfaction was the most ranked factor for both sub groups that made up the sample survey. However a study from previous researches utilise in this study showed that unlike results could be obtained from different groups of already working employees.This study therefore can be seen as an introduction to a more detailed study to be carried by future researchers on the field of employees motivation. Background When looking at factors that affect job satisfaction, I find that manner theory skill be helpful as it explains the extent to which plaques need to think of their human resource responsible in producing the output needed by brasss to meet sh beholders value.Agency theory is concerned with issues related to the ownership of the firm when that ownership is separated from the day-to-day running of the organiz ation. It assumes that in all but owner- managed organizations the owner or owners (known in agency theory as the principal) of an organization must vest authority to an agent-corporate counsel- to act on their behalf. The principal recognizes the risk, here and act on the assumption that any agent entrust look to serve its own as well as the principal recreates as it ulfils it contract with that principal. However, this is not the event in real life situation. As all agents are perceived to be Opportunistic. These approaches are to examine the problems of human exchange derived from the field of finance and economics but they are often applied to the study of shareholders Risk Management (SHRM). Agency theory is therefore used to analyze this conflict in interest between the principal (shareholders of organizations) and their agents (leaders of these organizations).Whereby the Agents in keeping with the interest of the shareholders and organizational goals turn to use pecunia ry motivational aspects like bonuses, higher payrolls, pensions, sick allowances, risk payments, perks to takings and retained their employees and enhance their performance. There is a strong lobby propounding the view that human resources and their management are the source of competitive advantage for the business, rather than, say, regain to capital or use of technology.It is therefore logical to suggest that, attending needs to be paid to the temper of this resource and its management as this will impact on human resource behavior and performance and consequently the performance of the organization. Indeed Boxall and Steeneveld (1999) argue that there is no need to prove the consanguinity between firm critical influence on performance and labour management as it is self evident that the quality of human resource management is a critical influence on the performance of the firm.Concern for strategic integration, commitment flexibility and quality, has called for attention fo r employees motivation and retention. Given this perception, the principal in an organization feels unable to predict an agents behavior in any given situation and so brings into play various measures to do with motivators in otherwise to tie employees needs to those of their organization. Thus getting employees identification with respect to the organization, and thus increasing their commitment level.As an approach to mediate the use contract, elements of human resource strategy (especially those to do with rewards and retention) can offer a way of ensuring an efficient transaction process that enables both parties to get committed towards the fulfillment of each other needs. The fundamental problem, dealt with is what drives or induces people to exploit their potential resources in the way they do in organizations? The issue of motivation and performance are they positively related?By focusing on the financial aspect of motivation problem like bonus system, allowances perks, salaries, etc. By paying attention to the financial aspect of motivation, I intend to probe in to the role this aspect has on enhancing employees performance. I believe, financial motivation has become the most concern in todays organization, and tying to Mallows basic needs, non-financial aspect only comes in when financial motivation has failed. Though in some(prenominal) situation, it is being operated side by side.But as a research topic for my thesis I will employ the financial aspects of motivation used by the agents of organization in enhancing their employees performance and the extent to which non-financial aspects of motivation turn to enhance employees performance. To evaluate the methods of performance motivation in organization in organizing some motivational factors like satisfies and dissatisfies will be used to evaluate how employees motivation is enhanced other than financial aspects of motivation. Problem Statements As a research question, the research seeks to an swer what role motivation plays in enhancing performance in organization. This will be possible through analysis of information self-contained from students. Hence this thesis is chief(prenominal)ly quantitative. * Objectives In trying to find an answer(s) to the research question and on the basis of the above background discussion and research question, the main purposes developed for this thesis is to assess the factors that motivate employees to perform best at work.This is done by carrying out a survey in which respondents responding to a survey, ranked the least two most important factor on a list of ten factors, and how these factors influence them. * Limitations and Demarcations The limitation is being considered in relation to the rude(a) explanation to which the researcher has exceptional the study and the active choices to limit the study area that is financial motivation as a determinant of performance. The study is limited to existing theories and models, and their i nfluence and limitation on performance enhancement.By considering the financial and non-financial aspect of motivation on employees performance relating to existing theories and models, I intend to starting line a demarcation for the study. Here I have considered limitation in line with the research objective that is the study is limited. I believe that with the changing nature of the work force, recent trends in development, information and technology, the issue of financial motivation becomes consent on one of the most important assets in an organization.A mint candy has been said on the outside forces of an organization. This research considers the inside forces as a starting point. Ideally, a study of all the explanatory variables will be considered subdue in order to capture the interactive influences of other variables and thus be able to come up with holistic and generally more acceptable results, of financial motivation and performance. * Definitions Motivation Motivation by definition refers to what activates, directs human behavior and how this behavior is sustained to achieve a particular goal.Also it can be defined as the set of processes that arouse, direct and maintain human behavior towards attaining some goals. Jones (1955) argues that Motivation is concerned with how behavior gets started, is energized, is sustained, is directed, and is stopped and what kind of subjective chemical reaction is present in the organization while all this is going on. Role of financial motivation The potential role of money is (1) Conditioned reinforce (2) An incentive which is capable of satisfying needs (3) An anxiety reducer (4) Serves to erase feelings of dissatisfactionEmployee satisfaction This refers to the positive or negative aspects of employees altitude towards their jobs or some features of the job. organisational Goals A concept, which refers to the focus of attention and decision-making among employees of a sub-unit. Organizing This involves the complete understanding of the goals of organization, the necessity of proper co-ordination, and the environmental factors that influence the goals and employees within the organization. Employee attitudes Mental state of readiness for occasion arousal.