1.

0 Background of the Study

In today’s business environment many companies are facing competition. Specially, IT

organizations are changing quickly and highly competitive globally as well as locally.

We (NIIT) serve IT education and training to the market. So we should look at our quality and
services to survive in the competitive market with the help of our human resources.

So NIIT believes that it is important for the entire organization on how workforce feels about
their job and the Managers can recognize it in employees’ job performance. In this case, the
approach on motivation is the center of the study which is also applied in the organization. The
approach of the organization in the motivational aspect is placed in a higher level or dimension
that can answer their need for competency. Motivation allows the organizations and individuals
to focus on the development of their behaviors and knowledge. Overall, the motivational aspects
on the job and in the organization are to energize the workforce to provide the effectiveness in
their job. There is study that explains in the amount of job involvement of the individual. It
defined that an individual’s understanding on his job has an effect on the job performance.
Meanwhile, the motivational processes increases or influences the job performance and other
work outcomes of an individual.

As such, the completion of this dissertation will provide understanding of the concepts presented
so as to generate data and information that NIIT could use in order to come up with new
employee motivational plans and design. It may also be important for NIIT as the research may
help to assess its workforce through study’s results, be able to adjust its strategies for the better
or determine key points to help improving the implementation. Also the study is significant to
PQHRM students as it may serve as useful reference for future researchers and those who will
seek information about Impact of motivation on employee performance.

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2.0 Conceptual Framework

There are some theories that the research will going to build insights from which understanding
what motivated employees and how they were motivated was the focus of many researchers
following the publication of the Hawthorne Study results (Terpstra, 1979). Five major
approaches that have led to our understanding of motivation are Maslow's need-hierarchy theory,
Herzberg's two- factor theory, Vroom's expectancy theory, Adams' equity theory, and Skinner's
reinforcement theory.

According to Maslow, employees have five levels of needs (Maslow, 1943): physiological,
safety, social, ego, and self- actualizing. Maslow argued that lower level needs had to be satisfied
before the next higher level need would motivate employees.

Herzberg's work categorized motivation into two factors: motivators and hygienes (Herzberg,
Mausner, & Snyderman, 1959). Motivator or intrinsic factors, such as achievement and
recognition, produce job satisfaction. Hygiene or extrinsic factors, such as pay and job security,
produce job dissatisfaction.

Vroom's theory is based on the belief that employee effort will lead to performance and
performance will lead to rewards (Vroom, 1964). Rewards may be either positive or negative.
The more positive the reward the more likely the employee will be highly motivated.
Conversely, the more negative the reward the less likely the employee will be motivated.

Adams' theory states that employees strive for equity between themselves and other workers.
Equity is achieved when the ratio of employee outcomes over inputs is equal to other employee
outcomes over inputs (Adams, 1965).

Skinner's theory simply states those employees' behaviors that lead to positive outcomes will be
repeated and behaviors that lead to negative outcomes will not be repeated (Skinner, 1953).
Managers should positively reinforce employee behaviors that lead to positive outcomes.
Managers should negatively reinforce employee behavior that leads to negative outcomes.

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3.0 Brief Literature Review

Work is an important event, as it is an activities and source of employee satisfaction ones needs.
Employee try to find satisfaction in what they do and as a result the manager should be able to
understand the problems faced by his workers and find a way of satisfying their needs and
aspiration.

The general assumption is that an adequately motivated worker will in turn give in his or her best
towards the attainment of a general consensus. Consequently when a worker is motivated the
question of poor performance and inefficiency will be forgotten issue in an organization.
Manager who are successful in motivating employees are made often providing an environment
in which appropriate or adequate goals called incentive are made available for the needed
satisfaction of the employee.

A good number of workers are adequately paid in their jobs so as to work hard and maintain a
high standard of performance or productivity. The issue under consideration is how does a
worker in an organization with a particular set of needs achieve the reward he desires? Generally
management do withhold rewards to motivate employee to achieve high performance or
productivity.

But today manager cannot rely solely on the manipulation of pay, benefit or working conditions
to encourage workers to perform effectively and efficiency.

According to businessburrito.com, Managers should consider understanding what motivates your

employees, allowing your employees to express themselves, challenging your employees to
greatness, creating a positive environment etc…for employees’ high performance.

According to HBR (A powerful new model), that companies and frontline managers have at their
disposal as they try to meet workers' deep needs. Reward systems that truly value good
performance fulfill the drive to acquire. The drive to bond is best met by a culture that promotes
collaboration and openness. Jobs that are designed to be meaningful and challenging meet the
need to comprehend. Processes for performance management and resource allocation that are
fair, trustworthy, and transparent address the drive to defend.

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According to Edward E. Lawler (Yale University), the psychological literature on employee
motivation contains many claims that changes in job design can be expected to produce better
employee job performance (Ex. Job engagement and job rotation).

4.0 Statement of the Problem

The key problems that will be addressed in this study. That are;

• How motivation effects on employee performance

• What are the factors to be considered in administrating the motivation within the
workplace?
• How motivation can be benefiting to the organization through the introduction of new
employee motivational activities?

5.0 Aim Objectives of the Study

The main aim of the research is to distinguish the motivating factors towards employee
performance. To achieve this aim, the study will seek to address the following specific
objectives.

• To identify the effectiveness of motivation in the job performance of an employee.

• To enables the organization identifies various types of needs and expectation of people
at work.
• To outline different approach to work motivation: that is motivation program which can
move workforce towards contributing to the organizational goal.

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6.0 Research Plan

6.1 Research Design

For my research, I have chosen Questionnaires, Observation and Interviews. It will look into the
problem by exploring the views of different sets of respondents, as well as by exploring different
literatures related with the study.

6.2 Data Collection Methods

Because the study aims to know more about the impact of motivation on employee performance,
this research will conduct primary and secondary research. In primary research, questionnaire
will be developed and it will be used as the survey tool for the study. As planned, I will choose
about 60 of employees assigned in the company.

Accordingly, Interviews provide the opportunity to ‘probe’ answers, which can be done in
instances where there is a need or want for the interviewees to explain further or build on their
responses.

A secondary research will also be conducted in the study. Sources in secondary research will
include previous research reports, newspaper, magazine and journal content. Existing findings on
journals and existing knowledge on books will be used as secondary research. The interpretation
will be conducted which can account as qualitative in nature.

6.3 Data Analysis and Presentation

The Chapter 1 of the study will present and discuss the problems and objectives of the study. The
Chapter 2 on the other hand will present the various related literatures that were reviewed for the
study. Chapter 3, on the other hand, will discuss the methods and procedures that will be used in
the study. Chapter 4 will present the results of the study in tables along with their specific
interpretations. Finally, the Chapter 5 will present the conclusion and discussion of the study.

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The dissertation will be presented in written form with the addition of data charts which will present
the project’s results. Pie charts and network charts will be needed to illustrate some of the analyzed
data. This cannot be confirmed, however, until the research data have been analyzed.

7.0 Ethical Considerations

The project will abide by the regulations outlined at IPM guideline process which identifies
ethics procedure policies and principles in conducting research. I will respect the commercial
confidentiality of any information obtained. Before sending out the questionnaires and doing
interviews, participation consent forms and interview consent forms will be also accomplished. I
will ensure that the data will be kept confidentially. I will establish with the data providers the
use of my data and will ask their permission in case of publishing data. Before getting
interviews, I will ensure if it is acceptable by person to be interviewed.

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8.0 Gantt Chart

TASK Three months (Weeks- 13)

1st 2nd 3rd 4th 5th 6th to 8th 9th 10th 11th 12th 13th
7th
Read Literature
Finalize Objectives
Draft Literature Review
Devise Research Approach
Review Secondary Data
Organize Questionnaire
Develop Questions
Conduct Questionnaire
Organize Interviews
Develop Interview questions
Conduct Interviews
Analyze secondary & primary
data
Evaluate data
Draft Findings Chapter
Complete remaining chapters
Submit to Superior and await
feedback
Revise draft and format for
submission
Print, Bind
Submit

Weeks

9.0 References

http://www.joe.org/joe/1998june/rb3.php (Motivation theories)

http://www.businessburrito.com/why-is-employee-motivation-important.html

http://hbr.org/product/employee-motivation-a-powerful-new-model/an/R0807G-PDF-ENG

http://onlinelibrary.wiley.com/doi/10.1111/j.1744-6570.1969.tb00343.x/abstract