Motivation of Human Resources - Research Proposal Example

Literature Review on Motivation of Human Resources Name Institution Literature Review on Motivation of Human Resources 1. Abstract With increasing competition in the market, businesses are keen on ensuring high productivity of the employees. Most of the undertaken research reveal that human resources are important organizational assets; therefore, their attitude on the business is likely to impact organizational performance. Human resources motivation and organizational performance are simultaneous. The connection between human resources and their motivation is the key factor of consideration in this research. The study highlighted some of the important research questions, which formed the basis of research objectives. The objectives of the study include establishing the current motivational practices used in businesses and their associated effectiveness on organizational performance, to determine the existence of a positive relationship between the improved performance and motivational measures employed, and to establish the link between the current practice and performance. Based on the problem statement of the research, poor motivational practices contribute significant to employee poor performance. In the research method, the study used inductive methodology, which derives the qualitative data from the existing theories and connects both interpretism and qualitative studies. In the procedure, the research will used both primary data and secondary data in sampling. Important sources of primary data are interviews, questionnaires, and survey studies. However, for secondary data, the research will use books, articles, internet sources, documentaries, and organizational reports. The research highlighted important issues for ethical consideration to ensure the research follows the required standards. Moreover, on the data analysis, the research will employ qualitative tools of analysis are based on the interpretative philosophy with an idea of examining the symbolic and meaningful content of the qualitative data. According to qualitative analysis, derived ideas emerge inductively from the data, which are then used in formulation of assumptions based on the existing phenomena or discovering the concern of the participants 2. Methodology 2.1 Research Questions Across the markets, competition is pushing organizations to focus on effective management practices, especially on human resources. Employees are considered the greatest organizational assets; therefore, through this research on motivation, business entities and organizations will have the opportunity to understand the current motivational practices and impacts on institutional performance. Current studies on reveal that there have been changes in the work dynamisms due to impacts of globalization, which seem to influence human resource practices (Eriksson, 2010). The main aim of this research is to determine the significance of human resource motivation on institutional performance and profitability. Moreover, the research will also consider the factors hindering the performance of the human resources. The objectives will be used in formulating the research questions. Motivation is important as it determines organizational level of performance and its intangibility nature. Employee motivation is an indispensible part of human resources management. Most research divides motivational incentives into various parts: groups and individual motivations. Firstly, the objective of the research is to establish the motivational measures, which are currently in use and their effectiveness in organizational performance. In this objective, the research aims to highlight both traditional and modern employee motivational practices to determine the suitability in ensuring organizational proper performance. An organization that intelligently motivates its employees raises the level of customers’ satisfactions. It is important to note that there different employee motivational methods: monetary and non-monetary. These practices yield different results; as a result, the research will explore different objectives. Secondly, the objective of the research is to determine the existing relationship between improved organizational performance and motivational measures. Numerous research have been carried out on the role of employee motivation in ensuring organizational performance. To accomplish this objective, the research will analyze employee empowerment as a motivational factor. This method views employees as constituents of management, which offers employees the authority to contribute to organizational decisions (Fernandez & Pitts, 2011). Some of the issues the research will focus on are the driving forces of empowerment such offering the employees the opportunity to have control over their jobs. This encourages growth and improved employee-organizational productivity. Each organization needs to be successful even with increasing businesses competitiveness. Hence, irrespective of the business size and market strive in retaining the best employee, it is important to acknowledge the role of employees and their influence on organizational effectiveness. To overcome such challenges, businesses need to create a strong and positive link between the workers and direct them towards the fulfillment of organizational objectives. Thirdly, the objective of the research is to highlight if there is positive relationship between the current motivational activities and performance. Considering that business have to produce the needed outcomes through the employees, most organizations embrace employee motivational strategies through ensuring frequent assessment, support, experienced based programs, and regular feedback (Facer, Galloway, Inoue & Zigarmi, 2014). The research will analyze employee motivation in different perspective: group and individual motivation. The process of motivating the employees is important in solving certain organizational issues without consultation of the management. To such end, the research will explore the significance of ensuring adequate employee motivation. For achievement of such goals and objectives, businesses need to develop mechanisms of competing within highly competitive markets and increase the level of performance. However, few businesses consider their human resources as their major asset with the ability of leading them into success. Every employee has different mixture and strengths of the needs since some are driven by the accomplishments while others focus on security. Whenever the management is unable to understand, predict, and control the behavior of the employees, then it needs to understand the needs of the employees from their job. Despite the significance of motivation in human resources, most of the undertaken literatures do not elaborate on employee motivation methods 2.2 Research Method In this research, two main approaches will be explored: inductions and deductions. However, induction method is to be applied. In the recent years, there has been development in research to include the abduction approach, which seems to be a cross between the deduction and induction approaches. Based on the deductive research approach, the study involves the development of idea or hypothesis from the existing theory, which is testable using the data collected (Ashkanasy & Cooper, 2008). Most of research indicate that the deductive approach has five important stages which the research will explore: deduction of the hypothesis from theory, expressing ways of measuring the variables, testing of the hypothesis, examination of the results, and modification of the theory should there be need. In this research, the deduction approach will operationalized in a manner that allows quantitative measuring of facts. However, for inductive approach, the approach is opposite and is frequently connected to various studies: interpretism and qualitative. In the inductive approach, the first step is collection of data then development of theory because of the analysis (Shaughnessy et al., 2015). In comparison, the inductive approach seem to have more flexible structures compared to deductive approach which allows the researcher to make adjustments to the research progress. Induction method is important especially while determining research gap and enables cognitive stimulation while undertaking research. Moreover, since the method is research centred and encourages the autonomy of the researcher, it enables the researchers to find the rules themselves: this is a significant skill (Quinlan, 2015). While forming the rules, the researcher may take incorrect assumptions. Indusction method allows manipulation of results to achieve the intended goal and it based on the empirical facts. The disadvantages that limits the applicability of the induction method is that it does not reject the theoretical ideas and places heavy demands on research planning. 2.3 Procedure 2.3.1 Sampling Sampling means collection of data from smaller groups instead of using the large population. There is a lot of reaserch that have been undertaken on employee motivation; however, with the changing dynamics and issues of human resources, recent research have failed to explore some of the emerging motivational factors (Garber, 2007; Korzynski, 2013). As a result, research will collect primary data to answer the research questions collected through primary data collection methods like interviews and administration of questionnaires. The research will consider employees across the organizations that recently experienced reduced employee performance. The sample study will be 80 people (40 women and 40 men). Employees are better placed to answer questions on their motivation since they are on the receiving end of organizational practices. Accessing the respondents may be difficult; however, through official communication with relevant stakeholders, the management will give green light. The attitude of the employees may limit the study as they may choose not to respond. Secondary data will also be considered during sampling. Secondary sources will be used to collect already existing information on employee motivation. These sources include institutional reports on employee welfare, online platforms, books, and journals on employee motivation. Secondary data will be used in analyzing various motivational techniques that enhance good performance. The sources will have to be accessible and from trusted organizations. The method is explanatory in approach since there is need to have more insight into the employee motivation issue considering that several efforts have been made and the involved complexity require inputs from the affected (Roth, 2005). Collecting information through secondary samples is cheap, reliable, and easily accessible. However, the limitation associated with such method is that the organizations may fail to offer assistance with the reports. 2.3.2 Data collection materials and practice Primary data will be collected using interviews and questinaires. Survey questionnaires will be distributed to both the employees and management in various organizations under the study. These questionnaires aim to reveal satisfaction levels from the pay, the attitude of the human resource management, organizational policies, and the levels of employees motivation. Some interviews will be taken from the management to cover the employee unable to express their feelings using the survey questionnaires (Kraska & Neuman, 2012). The study will use newly developed questionnaires and interviews that reflect the objective of the research and accommodate the changes in human resource management practice. Both the questions in the questionnaires and interview plan are arranged in logical manner and open-ended to enable the respondents answer based on their level of understanding. The questions are based on the managements’ commitment and to ensure proper motivational practices, motivational strategies, training and career path, organizational efforts towards team development, and cohesiveness. These themes will form the basis on the question since they reflect the current motivational practices. Secondary materials such as company websites journals, business records, magazines, books, and internet will be considered. Documentary secondary data like articles and research papers will also be considered since they provide useful source on the previously used methods of employee motivation. Numerous inspirations have been gained from the previously undertaken research regarding the issue of motivation. The secondary data will support the primary data that gives review of the of the currently existing studies and relevant theories. The research will use 15 questions derived from the research objectives to explore various motivational practices. The information collected from the secondary data will be used to give insight into the theoretical motivational practices, identification of the research gap in employee motivation, and determination of the current needs of the employees. The research will acquire various information relating to employee motivation; however, it will use the data considered relevant to the research question. 2.3.3 Ethics While undertaking any research, there are important issues that need to be followed. The procedure in the data collection needs to be maintained properly. The research will ensure that the acquired data is reliable and of great quality. While carrying out primary research, especially visiting the organization, it is important to seek permission from the authority before commencing investigation on the organizations. In this research, the information collected will not be used for any illegal or unfair purpose. Moreover, the information will remain the property of the researcher. On the topic on employee motivational, there is a wide literature available in the books, publications, peer reviews, journals, and article are accessible easily from the libraries (Nkomo et al., 2011). With consideration to interviews and surveys, the research will inform the respondents prior to the interviews and surveys to enable them prepared adequately for the exercise. The researcher will also elaborate the purpose and reasons of all the questions to the respondents to enable them understand what is required from them. In addition, the responses from the interviewees will be kept very confidential. Involvement of the respondents as parties to the research will ensure fair and actual responses of the information given. One of the ethical principles is following the informed-consent rules (Association of Research Ethics Committees, 2011). This will ensure that the respondents participate voluntarily in the research while understanding fully the associated risks and benefits. The participants have the right to decline the involvement. In this research, the only respondents allowed are those above the legal of working since they understand motivational issues within the human resources. The common unethical issue in most research is plagiarism, which is unacceptable from both legal and educational background. As a result, the research will recognize the sources of information used in the research. 2.3.4 Data analysis In this information age, data is increasingly becoming too much making analysis a bit complicated. This research will use qualitative data analysis, which involves a range of procedures, and processes in which the researcher from the qualitative data already collected to explanations, understanding, and interpretation of the situation under investigation (Ott, Longnecker, & Draper, 2016). The method is based on the interpretative philosophy with an idea of examining the symbolic and meaningful content of the qualitative data. According to qualitative analysis, derived ideas emerge inductively from the data which are then used in formulation of assumptions based on the existing phenomena or discovering the concern of the participants. This method involves using multiple stages of data collection, refinement, and interrelationships of information categories. Human resource motivation is a complex and variable subject (Olsen, 2012). Through using qualitative analysis, the research will examine different perspectives and ensure proper understanding of the issues. Employee motivation will be studied in various dimensions and collection of data from the employees’ perspective. The research will divide the analysis into three parts: analysis of the motivational theories, motivational factors, and demographic variables. To summarize the empirical findings, the research will assume that motivation is highly personal and tend to differ from one individual to another. Through the method, the research will use research questions in grouping the data to determine the differences and similarities. Important points that the research will focus on are the primary message content, evaluative attitude of the respondents, and the extent to which the participants represent actual and hypothetical experience (Pratt & Loizos, 2003). The research settled on the method since it provides valuable information for use in the research design such as the needs of the user, behavioral patterns, and use of cases. The research will use the SPSS to analyze the data. The software is a statistical tool used in to solve various business and research problems. The tool will be use SPSS as it provides wide range of statistical techniques such as ad-hoc analysis, testing and reporting of the hypothesis, making it easy to manage, and access information, select, perform, and share the derived results from analysis. References Ashkanasy, N. M., & Cooper, C. L. (2008). Research companion to emotion in organizations. Cheltenham, UK: Edward Elgar. Retrieved from http://www.affective-science.org/pubs/2008/Seo_Affect_Structure_2008.pdf Association of Research Ethics Committees. (2011). Research ethics. Stafford, England: Smith-Gordon. Retrieved from https://pflegewissenschaft.univie.ac.at/fileadmin/user_upload/inst_pflegewiss/Homepage_neu/Home/Ethik/Research_ethics_RCN_guidance_for_nurses.pdf Eriksson, T. (2010). Advances in the economic analysis of participatory and labor-managed firms. Bingley: Emerald. Retrieved from http://www.gbv.de/dms/zbw/670740993.pdf Facer, Jr., D. C., Galloway, F., Inoue, N., & Zigarmi, D. (2014). Creation and Initial Validation of the Motivation Beliefs Inventory Measuring Leaders’ Beliefs about Employee Motivation Using Four Motivation Theories. Journal of Business Administration Research, 3(1), 122-132. Retrieved from https://www.google.com/url?sa=t&rct=j&q=&esrc=s&source=web&cd=2&cad=rja&uact=8&ved=0ahUKEwjTwPrrksPTAhWIhRoKHdl1BPYQFggrMAE&url=http%3A%2F%2Fwww.sciedupress.com%2Fjournal%2Findex.php%2Fjbar%2Farticle%2Fdownload%2F3905%2F2390&usg=AFQjCNEGMVJyDqwIoXZkV180DI3WUDy9mA&sig2=xVCi3oYhjuD3ofyYRHFZvQ Fernandez, S., & Pitts, D. W. (2011). Understanding Employee Motivation to Innovate: Evidence from Front Line Employees in United States Federal Agencies. Australian Journal of Public Administration, 70(2), 202-222. Retrieved from http://onlinelibrary.wiley.com/doi/10.1111/j.1467-8500.2011.00726.x/abstract Garber, P. R. (2007). 50 activities for employee engagement. Amherst, MA: HRD Press. Retrieved from https://www.google.com/url?sa=t&rct=j&q=&esrc=s&source=web&cd=5&cad=rja&uact=8&ved=0ahUKEwip46_ak8PTAhVH2BoKHe5VBRMQFghJMAQ&url=https%3A%2F%2Fxa.yimg.com%2Fkq%2Fgroups%2F22179268%2F61362989%2Fname%2F50_Activities_for_Employee_Engagement.pdf&usg=AFQjCNGE4DcfamBMVCuewGcdmjiqnSXFZg&sig2=Vl4-sVZAS6w_8peoai8dYQ Korzynski, P. (2013). Employee motivation in new working environment. International Journal of Academic Research, 5(5), 184-188. Retrieved from https://www.researchgate.net/publication/259618544_Employee_Motivation_In_New_Working_Environment Kraska, P. B., & Neuman, W. L. (2012). Criminal justice and criminology research methods. Upper Saddle River, NJ: Pearson. Retrieved from https://works.bepress.com/peterkraska/10/ Nkomo, S. M., Fottler, M. D., & McAfee, R. B. (2011). Human resource management applications. Mason, OH: South-Western Cengage Learning. Retrieved from http://www.emeraldinsight.com/doi/abs/10.1108/01409170710832287 Olsen, W. (2012). Data collection: Key debates and methods in social research. Los Angeles, CA: Sage. Retrieved from https://www.escholar.manchester.ac.uk/jrul/item/?pid=uk-ac-man-scw:4b1559 Ott, L., Longnecker, M., & Draper, J. D. (2016). An introduction to statistical methods and data analysis. Boston, MA: Cengage Learning. Retrieved from http://www.univpgri-palembang.ac.id/perpus-fkip/Perpustakaan/Metodologi/Lyman_Ott,_Michael_Longnecker-An_Introduction_to_Statistical_Methods_and_Data_Analysis,_6th_Edition____-Brooks_Cole%282010%29.pdf Pratt, B., & Loizos, P. (2003). Choosing research methods: Data collection for development workers. Oxford: Oxfam. Received from http://policy-practice.oxfam.org.uk/publications/choosing-research-methods-data-collection-for-development-workers-115358 Quinlan, C. (2015). Business research methods. Andover: Cengage Learning EMEA. Retrieved from https://www.bookdepository.com/Business-Research-Methods-Christina-Quinlan/9781473704855 Roth, W. M. (2005). Doing qualitative research: Praxis of method. Rotterdam: Sense Publ. Retrieved from https://www.sensepublishers.com/media/281-doing-qualitative-research.pdf Shaughnessy, J. J., Zechmeister, E. B., & Zechmeister, J. S. (2015). Research methods in psychology. Dubuque: McGraw-Hill Education. Retrieved from https://2012books.lardbucket.org/pdfs/psychology-research-methods-core-skills-and-concepts.pdf Read More