Employee Motivation - Essay Example

Student Name Professor’s Name Course Number Date Employee Motivation A case study conducted on the fast-growing retailers excluding the food retailers aimed to assess the complex relationship between salary satisfaction/job satisfaction, and intrinsic/extrinsic motivation through pay according to performance strategies for the leading workers. The study involves the development of for proposition that would be used to obtain the relationship between the four concepts. The proposition one (P1) outlined the relationship between salary satisfaction and extrinsic motivation which was termed as positive according to the reinforcement theory that argues that payment that is linked to the employee performance whereby the employee is rewarded according to their job performance index enhance their performance. P2 was used to gauge the association between the intrinsic motivation and pay satisfaction which was termed as negative (Heneman, et al., 45). The prior conclusion was drawn from the theory of cognitive evaluation which argued that pay satisfaction which facilitates intrinsic motivation sometimes counteract the intrinsic motivation. P3 proposition sights that the association between job satisfaction and extrinsic motivation was positive. Some researchers such as Heneman et al., (1988) (Robert & David 149) argued that job satisfaction and the employee motivation should be treated as different entities, to enhance better understanding of the factors influencing both of the entities. Nevertheless, motivation-hygiene theory supports this proposition where it states that hygienic factors uphold intrinsic motivation (Luthans, 16). The (P4) was the final positive proposition assessed the association between job satisfaction and intrinsic motivation. The claims that supported P4 were drawn from the self-determination theory which suggests that intrinsic motivation is upheld by supportive working environment resulting in employee satisfaction and efficient performance. P4 also was greatly linked with qualitative elements such as the rise of self-esteem and employee attitudes. Having stated the four preposition that was to be used in the study, the study explored other two (fairness and goal clarity) issues that also provided insights into the four valuables (motivation and job satisfaction; extrinsic and intrinsic) (Kominis, George, and Emmanuel 67). The definition of sample and data collection methods and data collection tools The sample to be used in the case study was selected from seven retailer employees payments records. Though it was technical to choose the retailers store due to the major component test: retailers with motivation through pay-for-performance strategies; the sample was able to reach a recommendable number of employees who would respond to the survey inquirers. The data was collected from the responded answers and the questioners that were issued while the employees were at works. In order to cover both the quantitative and qualitative data from the respondents, the open-ended questionnaire was used where the employees were capable of expressing their perception on the four variable (Latham, 317). Results analysis The three contrast which included pay satisfaction, a motivation which included extrinsic and intrinsic where finally job satisfaction were first examined. The pay satisfaction Question (PSQ) used to test the result was taken from Schwab (1985) which included four proposals. The average mean of the four question sample was determined and the sum of the sample mean was 3.1. Further analysis was done to the groups of sample mean where 87 of the employee were neither very satisfied nor very dissatisfied. In the intrinsic and extrinsic analysis were calculated in terms of the question of rating. The analysis showed the factors of rating such as bonuses were categorized as extrinsic while the emotion achievement such self-esteem achievement were termed as intrinsic. The job satisfaction score was calculated in each of the respondents where the overall satisfaction score was 3.5. This score implies that most of the employee is neither fully nor lowly certified with their jobs. The table below shows the descriptive statistic of the result obtained on the four valuables Table 1 n Range (Likert scale 1-5) Minimum Maximum Mean. Standard deviation Job occupation satisfaction 91.00 2.95 1.95 4.89 3.50 0.63 Intrinsic motivation 91.00 2.30 2.70 5 4.10 0.56 Extrinsic motivation 91 3.33 1.67 5 4 0.81 Salary satisfaction 91 4 1.00 5 3.1 0.72 Table 2 job Job Pay Intrinsic Extrinsic Job satisfaction 0.9210 Salary satisfaction 0.6090 *(0.0) 0.959 salary satisfaction 0.2330 * (0.0120) 0.208 * (0.0240) 0.850 0.8500 Salary satisfaction -0.2006 (0.050) -191 (0.070) 0.3840 *(0.0) 0.8550 Qualitative result discussion Correlation analysis was used to examine P2 and P1 while in P3 and P4 regression analysis was used. There was no significant correlation in P1 as table two show (Bodur, 353). The agency theory, therefore, has been proven wrong by the results. Also, table 2 show an existence of a correlation between P2 variables (intrinsic motivation and pay satisfaction) where, p Read More