This proposal introduces the background of the research, objectives, scope and the theoretical framework of motivation and it effect on the workplace.
Background of the research
Motivation refers to an internal or external drive which is thought to influence the direction of behaviour of an individual. Motivation plays a major role in any workplace towards achieving the goal and the objectives of the company. This is the reason for the research. Motivated employees always ensure that nothing is left on their desks to cover at any given time.
There is need to know that motivation starts from yourself not other people. So as to effectively get things done in the right and appropriate manner, the manager need to develop ways of motivating these employees. Research has shown that when employees work in an environment in which they receive a lot of motivation, they work to the very best of their ability and therefore achieve the goals of the company or organization. The managers should therefore lead in showing commitment to work so that others will have a benchmark of being motivated. People always imitate or take from others the commitment to work which leads to improvement in performance (David John Cooper, 2004, p. 158).
Managers and supervisors need to know the best way to motivate their employees. They should know what motivates each employee as a person and as per their roles and responsibilities. Motivating employees is not an easy thing to be done hence a thorough in-depth analysis on what motivates individual employee and as a team in a workplace is necessary. Financial needs are not enough to be a motivator in a workplace. Most employees value job security more than anything else so such employees require no pay performance motivator but rather a chance to fulfill one.
Employees should motivate themselves and empower him/her to achieve the desired goals. The management and supervisors cannot motivate the employees but they ensure that there is an amicable environment in which the employees can be motivated. The management needs to know how to set the environment for the employees to empower and motivate themselves.
Statement of the problem
There is need to understand what motivates employees so that you apply the right motivator. A good office, job security less motivates the employees.
Every person is motivated by different things hence there is no need for a manager or a supervisor to know that what motivates him is not the same as what motivates other people in the workplace. It’s also important that they know motivating individuals is a process, not an instant thing to be done.
Objectives of the study
The objectives of this study are to answer some questions about motivation in a workplace. The first objective is to know key work place motivators, secondly is to establish what management needs to know to motivate their employees, and thirdly is creation of an enabling working environment.
The scope of research
The research will be done in an environment with many companies with different background of operations and cultures. This will enable us gather the most comprehensive and detailed information as much as possible. A lot of emphasize is on the chemical manufacturing company concentrating on the level of motivation of employees.
Pre-set questions always put the research work in direction and on check in order to achieve the desired outcome. The questions that will guide me in my research are; what motivates the employee in a work place? Do people share or have the same motivators? How should an enabling work environment be created? What need to be done in order to have employees motivated to work towards attainment of the company policies and objectives? (Meki and Kovach 2000, p. 534).
McGregor, (1960), in his work, pointed out that the X and Y theory has a great impact on the environment of the employees. He states that in theory X, people are shown to dislike work, responsibility hence needs to be directed controlled, threatened and desires job security. All this is wrong as it’s applicable in most organizations today. People are currently punished for any mistake they make and are controlled in all they are to do on day to day basis. The current employer is really strict with the expectations of increasing the productivity without putting into consideration the employee desires, feelings and decision. In theory Y, we see that commitment to attainment of the organization goals and objectives is having everyone satisfied with the job (Human Relations Contributors, McGregor theory, Par. 2). And that the average man will learn under proper conditions and will always seek responsibility.
Meki and Kovach, (2000) indicates that by rewarding and punishing employees as an extrinsic motivation will enable employees to strive hard either to avoid the punishment or to be rewarded. This will enable them to work hard hence improved performance for the company (Meki and Kovach 2000, p. 534).
In my research, emphasize is on understanding every step that is being taken by the management to their staff. They need to know the details of every action that has been taken in the company. This will also empower the and will always feel appreciated hence have that desire to work hard in order to achieve his objectives as far as the career growth is concern and the company objectives (Deci 2003, p.46).
In order to achieve the best findings, there is need to use the appropriate methods to answer the questions asked. The methods are; observation, use of survey, interviews, and questionnaires. Observation is chosen so that we get to know how people work on the own without their knowledge that they are being monitored. Interviewing individuals and management is important to know the intrinsic and extrinsic motivators to the employees. Questionnaires will help in asking the correspondence questions that they may not say directly and also for documentation purposes of what has been gathered
In conclusion, it is important to have employees motivated at all times in order to attain the company objectives and as per the policies. Understanding every employee needs and motivator is a plus towards giving the right motivator. Use of the right incentives, having fun together, team building, creating a motivating environment, application of the right tool always enables the employees to work with that is in them (Deci 2003, p.46)
Deci, Edwin. (2003) Extrinsic Reinforcement, Intrinsic Motivation and Inequality. Journal of Social and Personality Psychology, 25 (3): 562
‘Human Relations Contributors, McGregor theory’ . Web.
Meki, Ronald and Kovach, Cary (2000) Theories of motivation: a relative study of modern theories of motivation. Allen Plc.