“the Impact of Employee Motivation on Job Performance”
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University of South WalesBusiness SchoolResearch Methods (BS4S07)MBALecturer: Dr. Evangelos TsoukatosTitle: “The Impact of Employee Motivation on Job Performance”No.Name Enrolment1.Kimberly ThornhillR1507D890793Word Count: 7450ACKNOWLEDGEMENTI first want to say thanks to God for given me the grace, strength and ability to make it this far in my education and guiding me through this project.I desire to express my sincere thanks to my lecturer Dr. Evangelos Tsoukatos; for his exceptional dedication, support, assistance, guidance, time, patience and understanding which enabled me to complete this research study.ABSTRACTThis research study investigates the Impact of Employee Motivation on Job Performance. The objective of this research study is to identify factors that affect employee motivation on job performance. The research study employed a qualitative research design in gathering data from one organisation in Barbados. Non-probability purposive sampling technique was used with a sample size of nine (9) participants. The findings showed that there is a relationship between employee motivation and job performance. It also showed that, rewards and recognition is valued more by employees and has a positive impact on job performance. It further showed that, employees who perceived that they work efforts are not being recognized or appreciation, they decreased their efforts put in. There are some key implications for motivating employees. The expectancy theory highlighted numerous things that managerial staff can do to motivate employees by changing the individual’s effort-to-performance and performance-to-rewards expectancy and rewards valance.Table of ContentsList of Figures and Illustration iList of Tables iiIntroduction 1Purpose and Objective of the Research Study 1Justification of the Research Study 1Literature Review 2Motivation 2Employee Motivation 3Job Performance 3Motivational Theories 5Theoretical Framework 8Research Methods and Design 10Research Design 10Source of Data 10Sampling Techniques and Sample Size 11Data Collection Procedures 11Operationalization (measures) 11Data Analysis, Findings and Discussion 13Data Analysis 13Findings and Discussion 14Managerial and Research Implications 17Key Managerial Implication 17Effort-to-Performance Expectancy 17Performance-to-Rewards Expectancy 17Rewards Valance 17Research Implications 18Conclusion 19Limitations/Future Research 20Bibliography 21APPENDICES 32APPENDIX A – Interview Questions 32
Appendix B – Confidentiality Agreement form 36List of Figures and IllustrationFigure 1. Maslow Hierarchy of Needs Model…………………………………………………………………….6Figure 2. Alderfer ERG Theory…………………………………………………………………………………………7Figure 3. Basic Expectancy Model……………………………………………………………………………………8Figure 4. Expectancy Theory Motivation Equation……………………………………………………………9List of TablesTable 1. The Sections and number of employees to be interviewed…………………………………11Table 2. Axial and Selective Coding………………………………………………………………………………..13 IntroductionPurpose and Objective of the Research Study Employers in Caribbean organisation’s today would like to have all their employees motivated, willing and fully ready to work. However, they may not truly understand what motivates their employee. There are essential needs that need to be met for employees to succeed in the workplace. Consequently, the purpose of this research study is to examine the factors that affects Caribbean employee motivation and the influence these factors have on their job performance. Since; no two employees are motivated in the same manner, the objective for conducting this research study is to: To identify factors that affect employee motivation on job performance.Justification of the Research StudyEmployee motivation has been a popular research topic for decades. This topic has gained attention from both public and private sectors in the Caribbean. However, further consideration needs to be employed in the efforts of motivating employees. Additionally; these efforts made should ensure that optimal performance is attained and, causes averting such identified. Multiple studies and literature that focus on employee motivation include; Abraham Maslow’s Hierarchy of Needs Theory (1943), Frederick Herzberg Two-Factor Theory (1968), Victor Vroom Expectancy Theory (1964), Stacy Adams Equity Theory (1965) and Edwin Locke & Latham Goal-Setting Theory (1960). Despite this, no attention has been given to motivation within organisations in the Caribbean specifically Barbados. Employee motivation in the Caribbean needs special investigation due to our culture, standards and perceptions.