Employees and a Job That Offers Extrinsic or Intrinsic Rewards - Dissertation Example

?Research proposal Study on what drives potential employees who are currently studying business in Foundation Campus (UK) to choose a job that offersextrinsic or intrinsic rewards by Liu Jie(Alice) Teacher:Rossana Espinoza MQP,Foundation Campus,Coventry University Submission Date: 31th may, 2013 Table of Contents Table of Contents 3 CHAPTER I – INTRODUCTION 5 1.1 Overview 5 1.2 Problem or Opportunity 6 1.3 Purpose of the Study 7 1.4 Significance of the Study 7 1.5 Research Objective and Research Question 8 1.6 Conclusion of the chapter 11 CHAPTER II - LITERATURE REVIEW 11 2.1 Overview of the Chapter 11 2.2. Motivation Theories 11 2.3 Intrinsic Motivation 14 2.4 Extrinsic Motivation 15 2.5 Conclusion of the Chapter 15 CHAPTER III - RESEARCH METHODOLOGY 15 3.1 Overview of the Chapter 15 3.2 Type of Research 16 3.3 Research Families 16 3.3.1 Quantitative or Qualitative 16 3.3.2 Deskwork or Fieldwork 16 3.3.3 Research Approach 17 3.3.5 Sampling 17 3.3.4 Research Tools 18 3.4 Ethical Considerations 19 3.5 Conclusion to the Chapter 19 CHAPTER 4 – DATA ANALYSIS FINDINGS AND DISCUSSION 20 4.1 Overview of the Chapter 20 4.2 Findings and Analysis of the Questionnaire 20 4.3 Findings and Analysis of the Interview 28 4.4 Conclusion of the Chapter 29 CHAPTER 5 - CONCLUSION 29 5.1 Conclusions 29 5.2 Recommendations 30 APPENDICES 34 Appendix 1: Questionnaire 34 Appendix 2: Interview 36 CHAPTER I – INTRODUCTION 1.1 Overview The area of this research is human resource management. This area is made up by several fields which includes reward and motivation (Boddy, 2008). Human resource management refers to the use of modern science approach to "train, organize, and allocate some people"(Stone and Stone-Romero, 2008). People's thought, psychological and behavior of the appropriate induction, control and coordinate. To create people’s self-image and to improve people’s motivation of working, it is good to keep balance of employee e and material resources. Human resource management is the “effective use” of people so that can “boost organizational performance” (Simons 2011). Managers use employees to finish task effectively so that to make company performance better. Managers can give opportunities to motivate employees to work better. It is a way to use people to work hard. For example, manager reward, recruits, train and verbally punish their employees (Thussu and Freedman, 2003; Ruppel, 2010). The field of this research will be based on reward, extrinsic motivation and intrinsic motivation. Mmotivation is a “process of allocating energy to maximize the satisfaction of needs” (Pritchard and Ashwood, 2008). Motivation is the driving force in order to employees to keep their goals. For example, employees hope to have their own car. They will be motivated by their own desire. They will earn enough money to buy it. Motivation can also be defined as a recurrent concern (McClelland, 1985, p.590). The goal state acts like workers to do something very well or having impact. For example, if people feel hungry, they will find food from different places. The aspect of human resource management is interesting as the research seeks to reward employees in intrinsic motivation and extrinsic motivation. Reward is that" work analysis, making plan of human resource needs and recruit; training and exploiting" (Adair, 1996). It is a good way to know what the employees need when they work in a company and how the employers can meet the needs of employees. Intrinsic motivation refers to inside an individual "interesting" (McClelland, 1985). Workers enjoy job itself and the challenge is offered a sense of pleasure. Inside desires to finish a special task, people do some activities because it can give them pleasure. Meanwhile, it develops particular skill of employees. Extrinsic motivation factors are external rewards such as salary for workers or grades for students (McClelland, 1985). This type of motivation provides satisfaction and pleasure even though the task itself can be discussing. People are motivated by money and other rewards. 1.2 Problem or Opportunity The aim of the current research represents an opportunity of employees and to reward employees from different types of jobs to motivate their intrinsic and extrinsic because this topic through different jobs to meet needs of different employees. In other words, employer can reward employees through different ways between intrinsic motivation and extrinsic motivation of employees. 1.3 Purpose of the Study The study aims to analysis employer what can offer to them employees meanwhile to meet employees. The research will understand that different employees are rewarded by different ways to motivate intrinsic and extrinsic of employees. The research wants to achieve both of employer and employees to get benefit. If employer cares about feeling, thinking of employees, they not only can satisfy employee’s work needs, but also employees will hard work to get good profit to a company. 1.4 Significance of the Study This research is worth doing because the academic community of teachers and students may benefit from the findings. Then, teacher cares about what are they worth in Foundation Campus, they want to find useful information and what did you learn in this year through this research that the teacher will know. Nevertheless, the students want to know the mark of this research, because this is easy way to know their ability of study and what knowledge did they get through the teachers in this year. Meanwhile, workplace organization of managers and employees is also critical. Managers care about who can gain a high profit to a company, they will give chance to them. However, the employees want to high level jobs or money up to different employees. When they be satisfied by employer, they will hard work. 1.5 Research Objective and Research Question This research’s main question is “What drives potential employees who are currently studying business in Foundation Campus (UK) to choose a job that offers extrinsic or intrinsic rewards? and the focus of this research is on employees are rewarded in different ways to motivate intrinsic and extrinsic factors of employees. To provide intrinsic and extrinsic rewards to satisfy employees Sub-questions of this research are as follows (See Figure1): Here are the sub-questions: 1. What is motivation? 2. What are the motivation theories? 3. What is intrinsic motivation and extrinsic motivation? 4. Why do employees choose jobs that offer intrinsic and extrinsic reward? 5. What are the recommendations for employees and employers? 6. The objectives of this research consequently are: To define motivation. To explain motivation theories. To define extrinsic motivation. To define intrinsic motivation. To know which elements is important to employees in intrinsic reward and extrinsic reward. Together were from Foundation Campus students about the type of jobs and reward. Figure1: Research questions and objectives 1.6 Conclusion of the chapter This chapter clearly highlighted that the study will be aiming to know the rationale behind employees choosing jobs that offer intrinsic and extrinsic reward. However, the study also aims to put emphasis on the theories of motivation and make recommendations to both employees and employers. The next half of the study will be carrying out a literature review about the area of concern. CHAPTER II - LITERATURE REVIEW 2.1 Overview of the Chapter This literature review includes two main parts, which are motivation, intrinsic motivation and extrinsic motivation. In this chapter different motivation theories will be presented and types of motivation will be also underlined. 2.2. Motivation Theories The first theory of motivation explains that this occurs due to employees having a “salary”. Taylor (911) explains that motivation is about the human being satisfied by money. He was the first person to introduce the idea of motivation by salary. The best way to improve productivity in organizations was scientific management. He agrees that machinery factors are the most important; people are used to help with the machines. Taylor saw that if he could improve the way the machinery worked. Then timed using a stopwatch, the last one, the quickest and the best movements and implements (Stone and Marsden, 2001). Workers put less effort into their jobs. Money is a key incentive. For example, students have a lot of homework and exams when they study in Foundation Campus, students as a study machine to achieve their aim of high scores. Mayo defines motivation as social recognition. Groups are very important. Meanwhile social relationships are the most important. The theory describes that people have feelings and thinkings. It needed social relationship with each other. Mayo also sets up informal groups in the companies. Informal group unite with people who have same benefits and goals and organize voluntarily (Stone and Marsden, 2001). They also build their targets which attempt to finish them together. For example, in Foundation Campus, students not only can improve their teamwork, but also they will have a good relationship with each teacher and other students. Maslow argued a theory of human motivation named ‘Hierarchy of needs’ in 1943. He argues that the needs of individual should be stated into five levels. The first level of Maslow’s theory is that physiological needs. First of all, physiological needs can be explained as” physiological drives” (Maslow, 1943, p.72). The first level is survival needs such as food, water, air. It is essential for supporting people’s life. A human being cannot live without air, water, food, rest. For example: food is an important for employees, and then it is also basic survival. When people feel hunger, they will go to a restaurant to eat something or they will cook some food by themselves. In foundation campus students can get knowledge from any perfect teachers. The second level of Maslow’s theory concerns safety needs. It can be explained as “security; stability; dependency; protection; freedom” (Maslow, 1943). Students not only can get knowledge when they study in Foundation Campus, but also they will be protected and will be helped and get a safety place to study in foundation campus. The third level of Maslow’s theory is that social needs. It refers to “the needs for friendship, love, and acceptance/belongingness to a group” (Hume, 1998, p.13). In daily life, this type of needs may be family, friends and love. Students study in Foundation Campus, they almost have a party in order to students can communicate with classmates. They can develop friendship between each other. The fourth level of Maslow’s theory is that self-esteem needs that it refers to the needs to a sense of achievement, competence and confidence (Boddy, 2008, p.495). The students when they finish study in Foundation Campus, the school will choose an excellent student. They will get glory in order to affirm aspect and reward their students. The last one and the most important level of Maslow’s theory is self-actualization need. This need was explained as “the need to fulfill one’s potential” (Hume, 1998, p.13). The students finish the study in Foundation Campus, when they get a good mark; they will continue their high level course in Coventry University such as master. This way give students chance to improve themselves, meanwhile, they can show their creativity. Another theorist is Theory X and Theory Y of McGregor. Kressler mentions Theory X is “unpleasant for the average person in the modern world” (Kressler, 2003, p.17). Theory X believed that employees are very lazy and lack of motivation and interests in them works. Manager should manage and supervise employees to finish tasks. Nevertheless, theory Y support that employees have ability and employees are very happy to get challenge and chance to finish works. When students study in foundation campus, some of them often becomes very lazy and lack motivation. However, some others like to challenge to study new subject. And finally, two factors of “Motivators and Hygiene” are a significant theory is proposed by Herzbery (Kressler, 2003, p.21). Hygiene factors are the first factors. He refers to elements that cause workers’ dissatisfaction. Motivators are another one. These factors were provided workers sense of job satisfaction. For example, sense of happy working success, expectation development and responsibility of the jobs in the future. Hygiene factors lead to student’s dissatisfaction of the contact of teaching and rules of management. Nevertheless, others expectation of future development and responsibility of the jobs are critical. 2.3 Intrinsic Motivation Intrinsic motivation can be defined as “drives an individual to adopt or change a behavior” (Edward, 1975). It is good way to motivate employees own internal satisfaction or fulfillment. For example, in Foundation Campus, teacher gives many chance to their students, the students will restrain their behavior and control their own act so that they can find a nice job in the future. They will study hard to gain a vast of knowledge to think about their future what can they do. 2.4 Extrinsic Motivation Extrinsic can be explained as “external incentives” (Makowka, 2007). External incentives can include verbal reinforcement, reward, prizes, etc. In foundation campus, students study in order to earn much money in their life in the future. They just want to keep their life have enough money to live. 2.5 Conclusion of the Chapter It is clear that the questions and objectives of the research are applicable in helping the research to explore and evaluate intrinsic reward or extrinsic reward which one is important to suit the students to choose a job. Extrinsic is people motivated by salary in outside. However, intrinsic is students satisfied by opportunity of a job. CHAPTER III - RESEARCH METHODOLOGY 3.1 Overview of the Chapter This section will form different content to introduce this research. It covers the type of research, research families and ethical considerations. For example, this chapter of the study will highlight the type of research to be undertaken, the ethical guidelines followed as well as the study will underline whether it will undertake qualitative or quantitative research. 3.2 Type of Research Exploratory research helps ensure the best research design, data collection method and selection of subjects (Matthews and Ross, 2010). This research is an exploratory study in order to find out the appropriate way to let the people understand what they need to do in the future. Moreover, the research is based on intrinsic and extrinsic reward to explore what can motivate their study hard (Blaxter, Hughes and Tight, 2006; Bryman and Bell, 2007; Giddens, 2010; Markides, 1997; Shajahan, 2007). 3.3 Research Families 3.3.1 Quantitative or Qualitative Qualitative research is a research tactic. It is “emphasizes words in the collection and analysis of data” (Hammersley, 2013). Paying attention to people’s opinion is vital. It is a way to collect ideas of people. This research is a qualitative study. It aims that understand the behavior of intrinsic and extrinsic employees and also identify a strategy or process which is rewarded employees. 3.3.2 Deskwork or Fieldwork Fieldwork as field research form which the research learns something and by which valid information is obtained (Jackson, 1987). It is based on questionnaire and interview and focus groups. Deskwork uses “online review, searches in the library to get experimental work by literature” (Blaxter, Hughes and Tight, 2010). It is easy way to gain information form online and books to do your questionnaire and interview. This research will concern with Deskwork and Fieldwork, the data will be based on books, journals and information from potential employees in intrinsic and extrinsic by means of using study skills. 3.3.3 Research Approach The approach of this research case study argues “an intensive study of a unit, such as a company or department of a firm in order to understand what can affect a company success or failure (Blaikie, 2009). Case study is a way to make a study in order to more easy to know status of a company such as success or failure (Slywotzky, 1996; Aswathappa, 2010; Dierkes, Antal, Child and Nonaka, 2003; Dransfield, 2004; Gay, 2008). A group of business students in Foundation Campus UK will be used for the same. Using this case study will get information from students of Foundation Campus UK so that can know what they are going to do in the future between intrinsic and extrinsic reward. 3.3.5 Sampling As mentioned earlier the sample population of the study will be the business students of Foundation Campus (UK). The total sample size for the study will be 50 and the sampling process will be simple random sampling. 3.3.4 Research Tools The research tools are based on a questionnaire and interview. Questionnaire is “popular means of data collection instrument” (Ronchi, 2003). Doing questionnaire for employees to understand and evaluate job of offer intrinsic and extrinsic reward to motivate them (See Appendix 1) (Henry, 2008; Nybo and Lama, 2010; Williams, Champion and Hall, 2011). Interview refers to a communication method which can observe ideas and opinions (Kadushin, 2012). Moreover, the effect of an interview is that students of Foundation Campus will be interviewed, and it will be known what they will do in the future (See Appendix 2). A Gantt Chat was produced to offer plan of this research (See Figure 2). Figure 2: Gantt chart 3.4 Ethical Considerations Ethical considerations are explained as in research involving regulations to protect people as research subjects (DeRenzo and Moss, 2006). Researcher must keep information of personal safety when people agree to do a research. Ethical consideration refers to the moral impact of determination made throughout the research. It refers to the standard, rules or behavior that is predicted or established by a special area of study. In the case of this research will follow some of the ethical considerations that will be covered: To make sure that the participants is informed.(Bell 2010) The participants of research have the rights to withdraw, to safety, confidentiality. (Bell 2010). Protection of interviewee’s identity. Ensuring that the person’s information will be protected securely. Ensuring that the research is not copy. 3.5 Conclusion to the Chapter This chapter of the study has made it evident that it will undertake exploratory research. Qualitative study will be undertaken as the study is aiming to know in-depth insights into the perception of the students. Finally, the study has also made it clear that to accomplish the same both primary and desk research will be carried out. The research instruments to be used are questionnaire survey and interviews. CHAPTER 4 – DATA ANALYSIS FINDINGS AND DISCUSSION 4.1 Overview of the Chapter This chapter of the study will shed light on the findings and analysis of the questionnaire and focus group interview. On the basis of the findings of the primary and secondary research, the study will directly address the research question and will ultimately draw a conclusion. Lastly, the study will also make some recommendations to both employees and employers for ensuring better coordination among them. The instruments used for collecting the data are questionnaire survey and interview. 4.2 Findings and Analysis of the Questionnaire The questionnaire session started with demographic questions. The principal reason behind asking demographic question was to know whether there are any relationships exists between the age and sex of the potential employees with the job that offers extrinsic or intrinsic rewards. In simple words, this question will help us know whether the demographic factors acts as an influential factors for students to choose a job. Since the questions in the questionnaire was closed, there users were provided with options and they were asked to mark their answers in the answer sheet. The first question in the questionnaire was about the gender of the respondents. The question was “1. What is your gender?” It has been found from the survey that the sample population consists of a mix of both male and female population. The distribution was also almost symmetrical. Around 28 people out of the 50 were male population and 22 were female. Hence, it is expected that comprehensive result will be uncovered from this study. Figure 1 – Gender Ratio The next question asked to them was related with their age group. The age of a person is considered to be a vital factor in choosing the desired job. This is principally because of the fact that the needs and motivating factors of a person changes with time. Hence, this question has the ability to uncover the extent to which age of a person influences the choice of jobs of a person. The question in this context was “What is your age group?” and the respondents were provided with 4 options. From their responses, it has been found that most of the respondents belong to the age group of either 18-20 or 21-23. However, some of the students were also there who were above this age group. Again, a combination of different frequency will help in accomplishing the study in a detailed manner. Figure 2 – Age Group A number of studies as well as scholars around the world have highlighted that the national culture of a country plays a critical role in the taste and preferences of the consumers. As a result of that this study also tried to uncover whether the culture and background of a student influences his or her job selection. To know the same, they were asked about their nationality. The question asked to them was “what is your nationality?” The findings of the study revealed that the chosen respondent group encompasses diversity in the form of different culture. However, the students were mostly from UK, but a substantial number of students were also from other parts of Europe, Asia, Americas as well as Oceana. Hence, the distribution of the frequencies was appropriate for this study. Around 55% of the students belong from the UK, whereas the remaining students belong from China, Spain, Australia, USA and Argentina among others. This clearly reflects that the university has students from different parts of the world. Figure 3 – Country from which students belong The next question asked to them was related with the region in which the students belong from. This question was asked specifically to the Chinese students in order to know their geographical area. The question asked to them was “What is your region” and they were given the option of Beijing, Shang Hai, Shan Xi and Si Chuan. In response to this question, most of the Chinese marked on Beijing and hence majority of the Chinese students are from the region of Beijing. However, some of them also belong from other part of the country. Figure 4 – Place from where Chinese students belong The graph above shows that students from different part of China come to UK for completing their studies or getting higher degree. The fifth questions asked to them were related with the perception of the students about the Foundation Campus in UK. The students asked to them were “Do you like to study in Foundation Campus in UK?” In response to this question majority of the students highlighted that they like the university. Around 79% of them have agreed with the fact that the university offers high quality education. Apart from that, the student may have also considered some other factors on the basis of which they have stated that they like to study in Foundation Campus in UK. Some of the possible reasons for which the students have selected this option can be the infrastructure of the university, quality of education, placement facilities as well as other miscellaneous facilities being offered by the university. In the meantime, it has been also observed that 21% of the students have marked against the university. In other words, these students do not like studying in the Foundation Campus of UK. In this context, the possible reason for the disliking can be the fees structure, the quality of education being imparted, and the pattern of assessing the students. However, the factors stated which have been perceived as the factors considered by the students behind marking their likings or disliking are all assumptions. Hence, in order to get authentic and deeper insights into the causes of these happenings, the university needs to carry out a primary research on the students of the university. Figure 5 – Whether like or dislike studying in UK From the above graph it can be also deduced that majority of the students have favorable outlook of the university. As a result they are also expecting a good job from the university. However, the choice of job will certainly differ as per the factors motivating them. The next question of the questionnaire is probably the most important one in understanding the preferences of the students related with their preferences of the job. This question will also help in directly addressing the questions of the study. The study was meant for analyzing the impact of potential employees who are currently studying business in Foundation Campus (UK) to choose a job that offers extrinsic or intrinsic rewards. In order to underpin the same, the question asked to them was “which elements is the most important when you choose a job?” In other words, the question tried to identify the most important elements being considered by the students in selecting a job. As a response to this question, around 44% of the students have stated that intrinsic rewards are the one which attracts them the more. While, 29% of the total population feels extrinsic rewards are more important for them. One of the possible causes can be the sense of getting a physical reward is more pleasurable than the one which is intangible. 11% of the total population considers position to be the most vital element for selecting a job. They believe that the designation and power of employees motivates them the most. On the contrary, the renaming 16% of the population deem opportunity to be the most critical one. According to them, it is the opportunity of career which has more importance than any other factor. Hence, from an overall point of view it can be stated that employees have their personal preferences for choosing a job over other. Figure 6 – Preferences of the students in choosing a job The last question asked to them was related with the aspiration of students about the first month salary. This will again shed light on the extent to which money acts as an influential factor in selecting a job. The question asked to them in this context was “How much would you consider as you first monthly salary when you graduate from Foundation Campus?” In response to the question, majority of the students have mentioned they would like to draw something ?2000-?4000. This was portrayed by 39%of the population. Around 32% stated that they would like to draw around ?4000-?7000. 10% people mentioned that drawing ?1000-?2000 will be a wise decision. Nevertheless, 19% of the students of the university have mentioned that ?7000 and above must be the salary of first month. 4.3 Findings and Analysis of the Interview The study has also carried out an interview session with the student. This is principally because of better understanding of their thoughts. The first question asked to them was related with their background academics. It has been observed that the background academics of the students greatly vary from one another. Hence, the university embraces diversified student base. On asking the students about the reason behind studying a course of master and undergraduate outside China, the respondents mostly emphasized on the career growth opportunity. In addition some of the students also mentioned the exposure they will get studying in a foreign university is more than what they will get in China. On the basis of the feedback of the students about the rationale behind choosing UK, they mentioned that UK consists of some of the renowned universities of the world and is also tagged as the hub of education. Furthermore, some of them have even pointed out that job opportunities in UK is more in comparison to other countries. In the context of the job they will expect after the completion of the course, students mentioned that they will like to work on their specific domain. However, some of them have firm determination to work in marketing, finance, systems as well as in the human resources. In this focus group session, the students were also asked about their preferences of intrinsic reward or extrinsic reward. Similarly, the majority of the students were in favor of intrinsic reward. This again reflects the intentions of the students to get a job that offer dignity and respect. On asking them about their preference of job location, most of them mentioned that they would like to stay in UK. However, some proportion also mentioned that they would like a job in China as they will be able to remain in close contact with friends and relatives. On the contrary, students who would like to stay in UK want to return China after their retirement. Lastly, they were asked about the source from where they came to know about the university. In response to this question, the sources of information were mostly friend referral, internet, and advertisements (both broadcasting and print media). 4.4 Conclusion of the Chapter The only conclusion from this chapter is that majority of the student favors intrinsic rewards more than that of extrinsic reward. CHAPTER 5 - CONCLUSION 5.1 Conclusions The research attests to be one that will add to the knowledge available in the world of academia while also becoming exploratory information for any students and employees who cares about job to reward their intrinsic and extrinsic in the future. They will be able to wield the step that should be taken in students of Foundation Campus and the methods that must be linked intrinsic rewards and extrinsic rewards. The study revealed that majority of the students of the university is looking for a job which offers intrinsic reward. Moreover, most of the students have made it clear that they would be happy if the starting salary is around ?2000-?4000, reflecting an average pay desire. Therefore it is evident that more than tangible rewards, students like intangible rewards and hence it can be concluded that intrinsic factors drives potential employees more, who are currently studying business in Foundation Campus (UK). 5.2 Recommendations The recommendation is meant for the students as well as for the employers by which their coordination can remain intact and the employees remain motivated. The employers are recommended to provide the employees with both intrinsic as well as extrinsic rewards. This approach will highly motivate the employees. The employees are recommended to learn through their work and generate new ideas of doing the work. This will allow them to remain motivated and will also help in enhancing their productivity. List of Reference Adair, J. (1996) Effective Motivation, London, Pan Books. Aswathappa, K., 2010. International Business. 4th ed. Noida: Tata McGraw-Hill Education. Bell, J. (2010) Doing Your Research Project, New York, Open University Press. Blaikie, N. (2009) Designing Social Research. Cambridge. Polity Press. Blaxter, L., Hughes, C. and Tight, M., 2006. How to Research. 3rd ed. New York: McGraw-Hill International. Blaxter. L,Hughes.C&Tight,M (2010) How to Research, Berkshire, McGraw-Hill Education. Boddy, D. (2008) Management, An introduction, 4th edition, Edinburgh: Person Education Limited. Bryman, A. and Bell, E., 2007. Business Research Methods. Oxford: Oxford University Press. DeRenzo, E. and Moss J. (2006) Writing Clinical Research Protocols: Ethical Considerations, London, Academic Press. Dierkes, M., Antal, A. B., Child, J. and Nonaka, I., 2003. Handbook of Organizational Learning and Knowledge. Oxford: Oxford University Press. Dransfield, R., 2004. Business for Foundation Degrees and Higher Awards. Oxford: Heinemann. Edward L. Deci. (1975) Intrinsic Motivation, New York, Plenum Press. Gay, P. D., 2008. Production of Culture/Cultures of Production. London: SAGE. Giddens, A., 2010. Sociology: Introductory Readings. Cambridge: Polity. Hammersley, M. (2013) What is Qualitative Research, London, A&C Black. Henry, A., 2008. Understanding Strategic Management. Oxford: Oxford University Press. Hume, D,A. (1998) Reward Management, Oxford, Blackwell Publishers Ltd. Jackson, B. (1987) Fieldwork, United States, University of Illinois Press. Kadushin, G. (2012) The Social Work Interview; A Guide for Human Service Professionals. New York. Columbia University Press. Kressler, H. (2003) Motivation and Reward, Performance Appraisal and Incentive Systems for Business Success, New York: Palgrave Mcmillan. Makowka, T. L. (2007) The Influence of Intrinsic Motivation and Extrinsic Motivation on Test-taking Practices, United States, ProQuest. Markides, C., 1997. Strategic Innovation, Sloan Management Review, 38, pp. 9-23. Maslow, A.H. (1943) A Theory of Human Motivation, New York: Harper and Row. Matthews, B. and Ross, L. (2010) Research methods, Birmingham. Pearson Education, Limited. McClelland, D.C. (1985) Human Motivation, United States, Scott, Foresman and Company. Nybo, S. and Lama, D. 2010. Be generous and prosper: Reflections on how you can save the world. Copenhagen: BoD – Books on Demand. Pritchard, R. and Ashwood, E. (2008) Managing Motivation. New York. CRC Press. Ronchi, S. (2003) The Internet and the Customer-supplier Relationship. England. Ashgate Publishing, Ltd. Ruppel, W., 2010. Not-for-Profit Accounting Made Easy. New Jersey: John Wiley & Sons. Shajahan, S., 2007. Organisation Behaviour. New Delhi: New Age International. Simons, R. (2011) Human Resource Management: Issues, Challenges and Opportunities. Canada, CRC Press. Slywotzky, A. J., 1996. Value Migration: How to Think Several Moves Ahead of the Competition. Massachusetts: Harvard Business School Press. Stone, B. and Marsden, A. (2001). Organisational behaviour. Success in your Business Degree. Exeter: Crucial- Learning Matters Ltd. Stone, D, L. And Stone-Romero, E, F. (2008) The Influence of Culture on Human Resource Management Processes and Practices. America, Taylor and Francis Group, LLC. Thussu, D. K., and Freedman, D., 2003. War and the Media: Reporting Conflict 24/7. London: SAGE. Williams, C., Champion, T. and Hall, I., 2011. MGMT. Connecticut: Cengage Learning. APPENDICES Appendix 1: Questionnaire Student questionnaire At a start I wish to tell you that your answers will help me complete my research job reward, intrinsic motivation and extrinsic motivation. Then, all your answers are going to be treated in rigid believe. Students’ names will be kept secret during the research. About you: Please circle the response that applies to you 1. What is your gender? A. Female B.male 2. What is your age group? A 18-20 B.21-23 C.24-26 D.above26 3.What is your nationality? _________________________________________. 4. What is your region? A. Bei Jing B.Shang Hai C.Shan Xi D.Si Chuan 5. Do you like to study in Foundation Campus in UK? A. Yes B. No 6. Which elements is the most important when you choose a job? A. Opportunity B. Intrinsic reward C. Extrinsic reward D.Position 7. How much would you consider as you first monthly salary when you graduate from Foundation Campus? A. ?1000-?2000 B.?2000-?4000 C.?4000-?7000 D.?7000 and above Appendix 2: Interview Interview questions as below 1. What did you study before coming to the UK to Foundation Campus? 2. Why do you wish to study a course of master and undergraduate outside CHINA? 3.. Why did you choose the UK? 4.. What type of job you will choose when you finish the study in Foundation Campus? 5.. Which one is important to you of intrinsic reward or extrinsic reward of a job? 6.. Where will you choose a job in UK or go back to CHINA when you finish to study in Foundation Campus? 7.. How did you learn about Foundation Campus? Read More