Research Report on Factors Affecting Employee Motivation

In first visit we were not able to find out the problem. We got the questionnaire filled by 50 employees of Nokia Siemens Networks (NSN). The first appointment we got was from Mr. Haris. We conducted our research in their Human Research department. The important factor we selected for our research was incentives.Executive Summary Introduction Our research is about the factors that may affect the motivation of employees. research papers. Sadia. From this research we figured out that promotion and salaries are also the part of job leveling so we included these two factors as well. After selecting the factors or variables and defining the problem statement we constructed the theoretical frame work so as to define the exact factors that are influencing motivation of employees. She told us that the major problem in the merger of Nokia and Siemens is the placement of all the employees in appropriate positions and departments to maximize the effectiveness of the merger. . By further studying the factors of employee motivation from different articles. Then hypothesis statements were made by relating two variables (dependent and independent). The company we selected to do our research was Nokia Siemens Networks (NSN). she is Manager in Human Resource department. We went to their office and Mr. The very next day we took another appointment from Ms. We interviewed him so as to know about NSN and to seek the problems they are facing related to employees motivation. So from this interview we some what got direction of our research. While interviewing her we came to know the problem faced by their department was Job leveling. To prove these hypothesis statements we constructed questionnaire.Haris helped in doing so. We went to their office through a reference. discussion papers and websites we found factors other then job leveling.

Literature survey .

it comes from within based on personal interests. p. How this impacts individual motivation is critical to individual/team success and performance. 1973). respect in communicating differences by team members led to increases in their individual contributions to the collective.Employee’s motivation is most important aspect in efficient working of employees. referred to as the Hawthorne Studies. As defined by Daft (1997). Social dilemmas are defined as “an interdependence situation in which personal and collective interests are at odds” (De Cremer. This study found employees are not motivated solely by money and employee behavior is linked to their attitudes (Dickson. conducted by Elton Mayo from 1924 to 1932 (Dickson. 1335). Maslow argued that lower level needs had to be satisfied before the next higher level need would motivate employees. extrinsic (external) factors such as rewards. and need for fulfillment. praise. The assumptions in the first theory is that people has a natural dislike towards work. 1973). whereby the needs and motivation of employees become the primary focus of managers (Bodleian. The motivation may differ from person to person. 1943): physiological. wherein he developed two behavioral models in the workplace simply called Theory X and Theory Y. Theory Y states that work comes natural to people and employees will take initiative and responsibility if they have the commitment towards the company’s goals. 2002. However. Job leveling is one of the factors which can effect motivation of employees. This problem is being seen during the mergence of Nokia and Siemens. employees have five levels of needs (Maslow. 1993).actualizing. and promotions also influence motivation. For some people money can be the big motivation or office environment for few. desires. An important part of management is to help make work more satisfying and rewarding for employees and to keep employee motivation consistent with organizational objectives. ego. employees were considered just another input into the production of goods and services. The Hawthorne Studies began the human relations approach to management. What perhaps changed this way of thinking about employees was research. According to Maslow. affect what people value and what is rewarding to them. Douglas McGregor also offered his own employee motivation theory in 1960 with the book The Human Side of Enterprise. safety. and self. but moral boosters and employee retention . In De Cremer's study. motivation refers to "the forces either within or external to people that arouse enthusiasm and persistence to pursue a certain course of action" (p. Many factors. social. We can define a social dilemma as a disagreement or argument within a team or group environment. including the influences of different cultures. Motivation is intrinsic (internal). 526) (Definition from Barron’s: dictionary of business terms) At one time.

then it must set high standards and give employees something they can get excited about. not just their intentions."(Wikipedia) Employee motivation ideas could be social activities and celebrations sponsored or endorsed by management can significantly affect employee morale and collegiality. education and skills.tactics are confused with the real motivational factors. people generally want to do things for two basic reasons: (1) it serves some purpose of their own or (2) it serves someone else’s purpose and they’ve accepted something in return for doing whatever it is that someone else wants done. Managers need to understand how company employees see them in order to manage the impression they make.(Wikipedia) Lack of job satisfaction can be a significant source of stress. Promotion and wages positively influence employees' work motivation. . The completion of a group project can be a good time to celebrate. not having the necessary equipment or resources to succeed. For example. the work may be boring. and our behaviors. Job satisfaction: Strategies to make work more gratifying) Job satisfaction. The real motivation being the environment created in office for employees by conducting few management classes and encouraging creativity. promotion and good office environment and job leveling are the factors which we found must be studied in research and our research will be based on these factors. As we all know an external motivation is for a short span. (MayoClinic. Benefits of motivating employees are that they always look for better ways to do a job. Sometimes it's the job itself that causes dissatisfaction. beliefs and behaviours. or ill-suited to your interests. and an attitude towards one’s job. Setting aside the issue of coercion. Weiss (2002) has argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect (emotion). incentives. Don Sheelen notes that "If a business wants its people to make a lot of money for them. Reasons why you may not be completely satisfied with your job include: Conflict between co-workers. Self-satisfaction and incentives. (Distance Consulting: Factors Affecting Performance © Fred Nickols 2003) Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of one’s job). an affective reaction to one’s job. or unplanned gatherings to celebrate something. not being appropriately paid for what you do. They are more quality oriented and are more productive in all ways. these are the two great motivators. This definition suggests that we form attitudes towards our jobs by taking into account our lack of opportunities for promotion. For example monthly birthday parties or lunches away from the office. our beliefs.

As the employees are satisfied from their job that’s why job leveling and incentives will effect employee motivation. Performance awards must be given as they are monetary incentives that reward employees for performance exceeding expectations. Basic pay of employees can be increased as incentive this may help in motivation. our beliefs. job leveling and incentives works as independent variables and employee’s motivation as dependent variable. their salaries or pay scales. So. and insurance policy. Satisfied employees tend to be more productive. If employees are promoted in time on the basis of their performance and experience they can give well out put and if they are not promoted in time they will be de motivated and will never show good results. Hypothesis Statements . Job satisfaction canceptualize and explains the influence of job leveling and incentives on employee’s motivation. Good office environment has a moderating effect on the independent variable-dependent variable relationship. then they may fell uncomfortable. creative and committed to their work.Theoretical Framework Job leveling -Promotions -Salaries Incentives Good Office Environme Employee’s Motivation Job Satisfaction Our research study shows that employee’s motivation is directly influenced by job leveling and incentives.We form attitudes towards our jobs by taking into account our feelings. Job leveling may include promotion of employees. car policy. If employees are working in close quarters with little or no personal space. and our behaviors. Incentives include allowances like medical allowances. Even a nice and comfortable chair can make a difference to an individual's psyche. It has a tremendous effect on their level of satisfaction for themselves and for the work they are doing.

Incentives and employees motivation 1. 3. If salaries are according to their scales then employees will be motivated. 3. Salaries and employees motivation 1. More incentives will result in motivation of employees. 2. Incentives have no affect on employees motivation. There is no realationship between salaries and employees motivation. . Promotion does not effect employee motivation.Promotion and employees motivation 1. 3. Attractive salaries directly influence employees motivation 2. Iin time promotion leads to employee motivation. If employees are promoted in time then they will be motivated. If more incentives are given then employees will be well motivated. 2.

theoratical frame work and hypothesis.Research Design Our research design involves hypothetico-deductive method that includes observations.e employee’s motivation.e job leveling and incentives are effecting the problem i. data gethering. problem definition. Unit of analysis in our research would be individual as our questionnaire will be filled by individuals and not groups or dyads. Causal study is needed in our research as we are studying the important variables i. . Our research has minimal interference in the research environment as we are not changing any thing and taking things as they are. The research we are doing is cross-sectional or one-shot. We may call it a field research.

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