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Management in today's world is so dynamic and the biggest mission for the HR manager is and should be, to motivate its employees and to retain them. Employees have very diversified preferences and are difficult to be motivated. They need to be understood by their supervisor/boss. The supervisor should know what makes his employees arrive to the workplace with cheerful mood and enthusiastic it's the vital function of manager to make them think that they are glad to be with him, the organization and the work. Nowadays the employee's turnover rate is increasing day by day. This indicates that level of motivation or "the super glue" to stick to one job without forcefulness has decreased. And is causing major major problem to the organization how strive to have consistency in their functions and operations
The world is going through an enormous change due to the globalization of businesses, which is increasing and so are the information technologies. (Dockel,2003:5) for these rapid changes the organizations must adapt themselves accordingly so that they can survive in the dynamic world. Organizations must change their employee's behaviors and their characteristics, and their way to do business; in short they must be flexible to the changing external environment.
Management in today's world is so dynamic and the biggest mission for the HR manager is and should be, to motivate its employees and to retain them till the end.
Motivation Is the Life-Blood (Sharma, 2006: I)
Employee motivation is the process by which a individual's hard work and efforts are utilized and sustained towards achieving their goal. Behavior of the individuals reflects their motivation. Every person has their own goals, needs and wants which they would like to achieve in the future. And everyone have their different goals and needs to be accomplished. Therefore, each individual behaves in a different way to achieve them. The early approaches of the scholars studying this concept, suggested that employees tend to be motivated to satisfy their needs, but some suggested that they focus on the goal setting. Most recent approaches say that the employees have more long-term expectations and they are not simple need-based. Employees interpret work based on the cultural values, their lives, their achievements and their level of satisfaction they have already achieved. (Simons &Enz, 2006).
It is also said through Comparison of four motivation surveys conducted in the past in the years 1946, 1980, 1986 &1992 that employees' motivational preferences vary time to time. (Wiley 1997)
Employee's Motivation is very vital to businesses because the finest businesses are the ones whose employees are highly motivated. People need to be motivated so that they can give the best out of them, and in this way they can provide good customer services or the quality of work.
Motivated workforce can become the competitive advantages for the businesses and will contribute in their good repute. Their friendly and enthusiastic behavior, their attitudes, how much devoted they are and the way they do their job. For example, if this area is weaker; it's a set-back to the organization, as the customers won't bother to re appear, the productivity will be decreased at an alarming rate etc. It's all about the impression they make on the external parties.
The study of relationship between employees and their level of motivation has been fascinating industrial /organizational psychologists & many other behavioral scientists. Due to these Psychologists' interests, we have seen countless achievements and development in understanding the concept of employee psychology and work motivation has been done, up till now but still it's unfinished and unclear.
Many psychologists such as, Maslow, Douglas McGregor, Herzberg, McClelland, F W Taylor, Elton Mayo Belbin has contributed in the study of employee motivation. And aim of this study is to help the HR managers to motivate their work force with the aid of the existing motivation theories.
All the issues related to the human resource and dealing with them, in an organization is not an easy task. To keep the employees motivated is vital function of the HR manager and to retain them as well. Now a days they turnover rate has increased, people are changing their jobs more frequently. To decrease the turnover rate, managers should understand what are his employee needs and what is he looking for in his job. If we cut the story short, manager should know and understand what makes my employees motivated and happy at work place.
There are many factors influencing the level of motivation. This study describes the factors that are likely to have an impact on employee's motivation at work. For motivational problems, the best source of information is the employee. Manager should get employee's point of views and feedback on regular basis that what satisfies them and keeps them motivated to work. Their views can be, to increase their salary or compensation package or to change the working environment or to redesign their jobs etc
The main point is, that managers avoid the fact that what motivates them motivates their workforce as well (Wessler, 1984, p. 29).For example Managers cannot follow a "one program fits all" approach to employee incentives. (Daily 2004)
Different motivating factors for different employees must be kept in mind and the manager should develop such a system that satisfies every employee.
The eventual aim of this research investigation is to provide a complete knowledge of relationship between indicators of motivation and level of motivation among employees of stronger competitive organizations. This research investigation is done to provide assistance to the HR managers in considering the factors that can motivate their employees. And to the matter of fact the motivated workforce can be a competitive edge for any organization.
The main objectives to achieve the main specific goal are:
To study the effect of the indicators on the level of motivation among middle level employees in telecom industry
To provide a concise study recommendation for the HR managers, how to keep their employee motivated.
To identify the strongest factor that motivates the employees of telecom industry in Lahore. among Interpersonal relationship, Workplace environment, Career development, Recognition, Benefits & compensation, money/salary, Autonomy
And the aim can be achieved by exploring an answer for the question below:
WHAT ARE THE MAJOR INDICATORS OF MOTIVATION, AMONG THE EMPLOYEES IN LAHORE?
Limitations of the study:
This research is done to study the level of motivation and the indicator of motivation among the employees of middle level, so the results and finding will not the valid ad cannot be implemented on the employee of higher management or for executive level. The employees for the executive level have their own preferences and needs.
It's an apparent point that their psychological needs are already fulfilled and have higher desires to be accomplished with comparison with the employee of middle management.
Layout of the study:
CRITICAL ANALYSIS & RESULTS
1st chapter; "Introduction"
This chapter briefly describes what the topic is all about and all the related terminologies. it will describe the relationship and effect of various indicators on the employee motivation. It is also mentioned, that the unit of analysis are individuals working in competitive organizations. For this research purpose we have selected the service industry (telecom sector of Lahore), than it mentions primary objective and significant secondary objective to carry out this research work. And at the end to sum up the whole introductory chapter, a comprehensive framework is presented that how the research will be conducted.
2nd chapter: literature review related to study. Literature review from books and their articles will validate the arguments and the conclusion of the study. All the theories given by the psychologists and scholars are discussed in detail to understand the motivational factors that affect the employee at workplace.
3rd chapter: "Research Methodology"
This research is about the study level of motivation and indicators among the employees working in the telecom sector of Lahore.
Fifty to sixty questionnaires will be distributed to the organizations. Questionnaire is the instrument to collect the data from the targeted population. It were had delivered to employees (respondents).open ended questions will be asked, which are classified by the motivational factors to get their point of view that when they were highly motivated at their workplaces. Through this MQ (MOTIVATION QUESTIONNAIR) and analysis, the conclusion will be accessed.
Likert scale is used in this MQ.
1 Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 2Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 3Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 4Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 5
StronglyÂ Â Â Â Â Â Â Â Â Â AgreeÂ Â Â Â Â Â Â Â NeutralÂ Â Â Â Â Â Â Â Â Â Â DisagreeÂ Â Â Â Â Â Â Â Â Â Strongly
AgreeÂ Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Disagree
Through this they can give the best they felt about their job satisfaction and motivation level at work.
4th chapter: "Critical Analysis & Results"
Description & Interpretation of the critical analysis of the data is presented in this chapter. And all the significant details are along with the analysis, like what kind of instrument or tools are used to for data collection. How it will be analyzed. The brief interrelation of the motivational factors with the employee motivation will described along with the analysis to form the basis for the discussion and recommendations.
5th Chapter: "Conclusion"
Research result with reference to the past theories and the work done, final conclusion will be given that which motivational factor or indicators is the most significant in increasing motivation.
6th Chapter: "Recommendations"
It will include the recommendations for the managers. It may include the tips and ways that can be followed to motivate their work force using results and conclusions of the study