Motivation At The Workplace: Research Design Method

Motivation at the Workplace BADMA-03: Research Design Methods & Applications

Motivation For a very long duration, employee motivation at the workplace has continued to be a fundamental issue for managers and leaders. Employees that are demotivated will most likely spend minimal or no effort performing their jobs since they lack the needed morale to do their jobs. Additionally, demotivated employees will also try to avoid reporting to work, produce low quality job, and will exit the organization when an opportunity arises. In essence, motivation at the workplace refers to a set of various energetic forces, which originates both beyond, and within a person’s own being, to initiate valuable work-related behavior (Latham, 2011).

An individual does this to determine its duration, intensity, direction, and form of this initiated work-related behavior. Hence, motivation is something that is inside individuals, which makes them take appropriate action to work, and this varies between people. Motivation mostly emerges from the employees’ expectations, intentions, goals, values, and needs. Thus, managers and leaders need to direct and cultivate the motivation, which the employees already possess so that they can increase their productivity. Motivation also comes from within individuals such as their objectives, ambitions, beliefs, and thoughts (Latham, 2011).

Problem Statement

Present research on motivation at the workplace shows that there is a dire need to conduct further research on the topic. Thus, this paper will expound on various reasons, which motivate employees to perform their work effectively and attain optimal organizational results throughout. The inherent issue that this study identified was that numerous employers have failed to implement different incentive programs, which would motivate their employees. Ideally, many employers encounter this paramount issue nowadays since any organization is mainly founded and has its core basis on the strength of the performance of the employees (Latham, 2011). Most importantly, one of the ancient management components along with controlling, organizing, and planning, is motivating.

Many leaders and managers perform various things such as commission pay, sales quotas, production, performance, performance appraisals, teams, shifts, ranking of people, and contests. These systems are specifically implemented on the notion that they will drive performance effectively although numerous researchers think otherwise. Thus, rather than utilizing extrinsic motivators such as incentives or promised rewards to achieve higher performance levels from employees, the management would be better served through studying the firm as being a system. Ideally, employers always demand results since they drive the organization in attaining its mission and vision statements. Managing motivation is one of the paramount requirements for productivity (Latham, 2011).

Research Strategy to be used to explore the Problem

The organizational behavior theory will be used to explore the problem since it has proving to be a better solution when dealing with motivation issues at the workplace (McGinnis, 2010). Its applicability in an organization will ensure that the employees are highly productive since it creates a cordial relationship between them and the employers. This theory also enables the management of an organization to appreciate their employees, as well as implement an open-door policy, which shows the employees that they are valued. It also enables the establishment of an all-inclusive organizational culture that will develop noble relationships in the organizational hierarchy.

This theory also introduces other aspects such as employee motivation sessions, employee feedback, and regular staff meetings, which contribute greatly in motivating the employees. The organizational behavior theory would assist in managing the employees’ behavior appropriately, as well as led to productive and positive transformation within the organization (Dipboye, 2014).

Research Question or Hypothesis

This study will answer the following research question: How does motivation directly impact the productivity of the employees at the workplace?

Rationale for selecting my proposed Research strategy

Evidently, research findings from numerous researches that have been conducted by authoritative management scholars have shown that the organizational behavior theory application results in heightened employee motivation levels particularly after regular motivation sessions have been implemented.

Additionally, these research findings further showed that employees’ morale is also increased to greater heights since the firm has introduced a culture that creates a unique bond between the management and the employees (McGinnis, 2010). The organizational behavior theory also ensures that remuneration, as well as other fringe benefits, are implemented since these are integral factors that impact and motivate the employees. It also enables the implementation and introduction of various training programs that lead to employees’ professional development and promotions (Dipboye, 2014).

Research Instrument to be used in Collection of Data

This study will use a survey research instrument through utilization of questionnaires in its collection of data because it is reliable and fast in achieving results. The survey instrument is integral because it shows an in-depth valuation of the present organizational status in the eyes of the employees, which makes them provide accurate information for the research study. In addition, the employees will be guaranteed that the information that they will provide will be handled confidentially and none of them will be victimized after the research study. It is worth noting that many employees fear to offer vital information about how they feel towards an organization where they work since they perceive that managers would victimize them. This makes them not to reveal the truth and the reality of the situation, which distorts some research findings. However, this study will ensure that such instances do not happen because the employees will not be required to provide their names on the questionnaires and any information provided will be confidential.

Research Questions

1. What makes you wake up from your bed and report to work on a daily basis?
2. Are you motivated to continue working for this organization?
3. What motivates you to work for this organization and not somewhere else?
4. What do you think the management should do to boost your motivation?
5. Are you contended with the current organization’s professional development program?

References

• Dipboye, R. L. (2014). Bridging the gap in organizational behavior: A review of Jone Pearce's Organizational Behavior: Real Research for Real Managers. Academy of Management Learning & Education, 13(3).
• Latham, G. P. (2011). Work motivation: History, theory, research, and practice. London: SAGE.
• McGinnis, S. (2010). Organizational Behavior and Management Thinking. Administrative Science Quarterly, 30(1), 46-47.