Impact of Employees Motivation on Organizational Effectiveness

1. Introduction:

The report deals with the impact of employee’s motivation on organizational effectiveness. In this, they explain what are the aims and objective of the report. Also discuss about the hypothesis method of employee motivation.

1.1 Aim of the Research Work

The aim of the paper is to recognize the issue that effect employee’s motivations and probing the relationship among organizational efficiency and employee motivation.

1.2 Objectives of the Research Work

• To observe the consequence of employee’s motivation on organizational performance.
• To resolve the issue that raise motivation of employees in an organization.
• To observe the relationship among employee motivation and organizational performance or firm enlargement.

1.3 Hypothesis

Ho: Employee motivation does not have any consequence on organizational performance.

H1: There is no relationship among employee’s motivation and organizational efficiency.

2. Literature Review:

2.1 Introduction:

This chapter reviews connected experimental literature on the subject material. The applicable literature will be appraisal below the following summarize: Levels of employee motivation, organizational effectiveness and the chapter summary.

2.2 Level of employee Motivation:

• The way of an employee’s‟ performance. It relates to individuals behaviors which the Individuals decide to execute.
• The level of effort. It describe to how hard the individual is eager to employment on the performance
• The level of persistence. It describe to the individual’s enthusiasm to perform despite barrier.

2.3 Organizational Effectiveness:

Composition of community which devises self-governing business identity for some exact purpose is usually refers as organization and receiving preferred result inside defined supply is treated as success. Organisational effectiveness is the idea of how capable an organization is in accomplish the results the organization aim to produce. Organisational effectiveness is definite as the degree to which an organization, by utilize of certain assets, fulfils its objectives with no deplete its income and without introduction excessive injure on its associate and/ or culture (Morrell, 2011).

2.3 Chapter Summary:

The theory deals with the level of employee’s motivation, their appraisal methods, organizational effectiveness. This illustrate whether the motivation of workers actually influence performance.

3. Research Methodology:

3.1 Research Design

The study uses an expressive survey design. The principle of using descriptive surveys was to gather complete and accurate information that explain an existing occurrence (Subrahmanian and Abhilasha, 2014). Data was collected base on the idea distinct in the research model and hypotheses experienced. This study is a descriptive survey since it adopted the exercise of questionnaire expected at ruling the impact of Employee motivation on organizational performance (GrublienÄ— and UrbonaitÄ—, 2014).

3.2 Research Philosophy

In this, the researcher primarily pay attention on the positivism part, and the study focus on the performance and observation of the two central factor, empowerment and employee gratitude for attractive employee motivation which lead to organizational efficacy (Ornoy and Tarba, 2011). The organizations must design their rules, strategy and organizational arrangement that give freedom to the employee to work healthy.

3.3 Data Collection Method:

The data collection device use was a structured questionnaire since structured questionnaires are tremendously plastic and might be use to gather information regarding approximately any topic, from a superior or small number of populace. In this, technique of data collection is questionnaire, observation, Document investigation (Giancola, 2010). The research gear use for the study was questionnaires and interviews.

3.4 Sample size:

Cluster sampling was use to collect equal amount of manufacturing organization from each sample cluster in the revise. Consequently, the study will employ only the senior employees of the firms. Preliminary study throughout interview conference has exposed that most of the firms uphold four main management employees every sample include of 103 employees from 17 select manufacturing firms.

3.5 Research Ethics:

Whereas doing this present research revise, the researcher is departing to relate the ethical issue which might help out this research employment to be temporarily free (Tan and Abu Mansor, 2014). In this section of the researcher work, the researcher is departing to describe some of this ethical problem: Data application, Voluntary involvement of the respondents (Fernandez and Pitts, 2011). 

3.6 Limitation:

While the research work has gain an extreme success, there is some exact point of constraint. The researcher here is departing to examine some of the constraint.

• Firstly, hypotheses which state that, there is an implication connection among employee motivation and workers performance was established.
• He observe that poor payment in relation to proceeds made by organization, wage discrepancy among high and low profits earners amongst other things donate to low confidence, lack of promise and low output.
• In other words the significance of motivational issue depends not only on its aptitude to meet the requirements of the employees, but also that of the organization too.

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References

Fernandez, S. and Pitts, D. (2011). Understanding Employee Motivation to Innovate: Evidence from Front Line Employees in United States Federal Agencies. Australian Journal of Public Administration, 70(2), pp.202-222.

Giancola, F. (2010). Examining the Job Itself as a Source of Employee Motivation. Compensation & Benefits Review, 43(1), pp.23-29.

GrublienÄ—, V. and UrbonaitÄ—, A. (2014). Organizational culture strengthening and employee motivation improvement. Management Theory and Studies for Rural Business and Infrastructure Development, 36(3), pp.507-515.

Morrell, D. (2011). Employee Perceptions and the Motivation of Nonmonetary Incentives.Compensation & Benefits Review, 43(5), pp.318-323.

Ornoy, H. and Tarba, S. (2011). The effects of situational and personal factors on employee motivation for relocation. Global Business and Economics Review, 13(3/4), p.257.

Subrahmanian, M. and Abhilasha, N. (2014). Employee Motivation in Airports Authority of India.ANVESHAK-International Journal of Management, 3(1), p.140.

Tan, Y. and Abu Mansor, N. (2014). Role of OCB and demographic factors in the relationship of motivation and employee performance. Intangible Capital, 10(3).