Business Research Methods

Literature Review Job design & Employee

Motivation
The term motivation drive from the latin word movere which means to move. Kretiner (1998)
suggests motivation represents the psychological process that cause the direction, persistence
of voluntary actions that are goal oriented. (Mitchell 1982) motivation defined as robbins
(1993) suggests that the motivation is the willingness to exert the high level of efforts through
which the organization goal can be achieved, conditioning by the efforts to satisfied the
individual needs. An unsatisfied needs create some tension that stimulates forwithin the
individual.
What is the employee motivation? Employee motivation is the method that has broadly defined
as psychological force that has directed employees behavior in the organization in determined
way. Employees effort to achieve his/her own goal and companys goal as well. Jenny works in
renowned fast food restaurant Taco Queen, her boss jummy found that he has not completing
her daily task. And no one else has any issue while completing their task. Jummy looks
handbook and which tell him that he needs to be used employee motivation to make better
performance for employee.
But what is employee motivation?. Employee motivation is a factor that pursue them to works
hard to achieve goals. It is what the causes that you have to act in certain way. There are two
theories regarding the employee motivation that employer mostly use. Extrinsic and intrinsic
motivation. Extrinsic motivation is that external factor which cause for the fulfillment of the
goal. They are usually rewards or punishment, rewards motivate employee in order to receive
rewords to perform well in the work or task, while the punishment motivates employee to act in
order to avoid punishment. Its easy to remember because extrinsic belongs to external factor.
It is quite simple to motivate employees behavior providing with the rewards and punishment. A
classic example of the reward is an hourly wage rate paid for a work, where as an example for
the punishment is terminated from job because you failed to perform the task. In order to be
effective, rewards and punishment are often to be quick specially rewards to punishment. If the
jummy realized that his employees never to be threatened form punishment because they are
never punished. So the threat of punishment will not motive them. If he does not fire jenny, the
other employees may feel that they can get away with not performing their task as well.
Although, jummy realized that he should provide rewards as well for doing good job otherwise
only punishment will be counterproductive. For instance, he failed to give bonus to jenny for
cleaning up all the ice from the wall of the freezer.
On the other hand , the intrinsic motivation is the motivation comes from within the employee.
You are intrinsically motivated when the work itself is motivating. Then you may find the

fulfilling, satisfying and enjoyable work. The work itself provide motivation. Intrinsic motivation
is much more effective than extrinsic motivation because intrinsic motivation comes from within
employee whether to impose on employees. Its easy to remember that intrinsic motivation comes
from inside. While intrinsic motivation is more effective but it also more harder to facilitate. It
must be come from within the employees. You can facilitate the intrinsic motivation by job
designing for the conductive as factor of the intrinsic motivation.
Tahir et al (2008) suggest He investigated the intrinsic and extrinsic compensation instrument
in the banking of Pakistan. He defined the compensation has a direct positive relation with the
motivation. Which improve the employee moral and retention and also employee engagement
and productivity as well. He examined the intrinsic factor which are job itself, career
development and empowerment, pays important impact on employee motivation process. The
result shows that the employee motivation effected by both factors intrinsic and extrinsic means
monetary and non-monetary factors.
Ali Ahmed (2001) suggested that they examined the impact of the punishment and rewards on
the employee motivation and satisfaction, and that study was conducted by UNILEVER
company. They collected data on nine variables through questionnaire technique from 80
employees of the UNILEVER. They used correlation technique to access the nine variables for
motivation and satisfaction of the employees. By result they found that the most of the factor
which effect the motivation and satisfaction of the employees are payment, promotion and
working condition. And they recommended that if more focused is placed on rewards that will
give much more highly motivation eventually which give high performance and retention.
Pare, tremblay (2000) suggests they investigated on the human resource role practice and
personal commitments. They collected data on variables through questionnaire technique from
524 members. They used correlation and linear regression technique to find out of effect of
variables which are education, information sharing, salary bonus and etc. they found the
significant factors of HR practices remuneration , negotiation condition \s which directly affect
the citizenship behavior and commitments and turnover .
The job should be design in such a way through which the employee satisfaction and
motivational level can be achieved. Employee motivated through rewards and punishment but
how they can be motivated through job design. The organization set job design in such a way
through which the employee motivates. They can be rotated within the organization or through
job enrichment and enlargement. In telecom sectors the motivational level is quite high because
in telecommunication sectors they mostly rotate them within the organization which give them
chance to enhance their skills, through this they can be motivate themselves and the interaction
with each other increase within organization.
While keeping in mind the factor of the motivation the organization set such type of the criteria
which suits the employee, by taking the factor of their experience or their interest or past records.

This will be suitable for the employee and productive for the organization. As one the employee
having the experience related to the management and he has given the responsibilities related to
the handling of the labor. That may not be initially motivating for employee but he has rotated
and he has a chance to build skills so through this rotation he can be motivated. By taking
another example an employee having no any interest related to account office job and he is
appointed as account officer while he has good skills related to the finance and he having interest
also in that department. That will also be effect the motivation level.
The theoretical framework shows how the employee motivated, there are five indicators these
indicators shows how the employee motivated or not. These indicators are employee job design,
organizational culture, management support, salary package and job rotation. Through these
indicators which make motivation as dependent variable and independent variable. This
framework show the topic impact of employee motivation on job design
Employee job design
Organizational culture

Employees

Management support

Motivation

Salary package
Job rotation

So this framework show about that factors or variables which show that how the motivation can
vary. Motivational level will change, while the employee satisfied him/herself with these
variables. So the employee mostly focus on these variables for motivation level because these
indicators which give him monetary and non-monetary benefits. So the employees motivation
belongs to these benefits. In telecommunication sector the job rotation is main part to enhance
skills and increase level of motivation. So in this sector the organizational culture can also
influence because this is the variables in which the employee has to perform his duties.
The reward system which shows that how effectively it determinates the poor and good
performance. The rewards to performance is based on these bases. As the rewards and
punishment affect the performance of the employee same as the culture of the organization affect
the performance of the employee and their motivations. And the job design also pay impact as
well in the motivation of the employee. In job design there are several ways to motivates
employees. As mentions above the job rotation pays the important role in the motivation of the
employee, the job enrichment also as motivational factors.

The most influential theory that relevant to the job design has been presented by the Herzberg
two factor theory of motivation and satisfaction. (Herzberg, snyderman and mausner 1959,
Herzberg 1966). In essence, the theory propose that the primary determinants of employees
satisfaction are factors that are intrinsic that has to be done. ( for example, the achievement ,
recognition responsibilities) for these reasons that is called motivators. Because they believes
that they are motivating the employees by effectively through superior efforts and their
performance. The dissatisfaction on the other hand, seen to be cause by the extrinsic factors.
Examples includes working condition supervisory , pay plans and so on.
The Herzberg theories specifies that the job enhance the job motivation and satisfaction to
whom who are only belongs to motivators that are design to the work. Changes that solely deal
with the extrinsic factors should not leads to the employee motivation, such as punishment
which sometime leads to the de-motivating employees. The credit which goes to the Herzberg
theories which deal with the greatest research and inspired several successful changes that has
been made in the design work to redesign it. For example (Ford (1969) Paul, Robertson,
Herzberg 1969) they are not coming on one point they have still difficulties with the theories to
compromise on its usefulness.
For one, the most of the researchers fails to provide the empirical view points in the support of
the major tents for the two factor theory of the Herzberg. For the analyses favorable of the theory
of Herzberg , see Herzberg 1966, whitsett and winslow 1967). Moreover the theory does not
provide different points related to the people they are responsive to the about job enrichment.
Finally the theory in its present form does not specify about its presence or absence of the
motivating factor to be measured of the existing job , at the least the theory that increase the
difficulty of testing the theory in the ongoing organization . it also limits the theory which can be
used on the job planning changed. And the evaluating the work that has been performed in the
redesign after the changes has been made.
While the activation theory has clearly considerable relevance to the both the theories and the
practice to the job design , two theory problem must be dealt with the theory before fully applied
to the real world job design problem . first, means the must be developed for the measuring the
current level of the activation level of individual in actual work setting (cf, thayer , 1967) and
for the assessing the optimal level of activation level for different individual. Unless such
methodologies are developed. It will remain impractical to the use of activation theories whether
to change in the job satisfaction level of the employees but does not including the factor of
fashion . e g the situation exist where the most of the employees are over or under stimulate to
their jobs.
The overall motivation of the employee prompt to the internal work job of motivation factor and
that should be highest when the two things to be true , (a) the job is high in at least one of the
three job dimensions that needs to be experienced. (b) the job is on highly autonomy and highly
on feedback. As noticed earlier that the individual needs growth on the internal factor which

gives the substantial evidence that difference employee among work time how they react on
their work. And individual needs some internal strength to conceptualizing and measuring such
type of differences. While considering the individual work force, how can they perform in the
group task which is structured so that they prompt the task effective rather than the other things
that cause the dysfunctional among the members or employees
Although these types of questions are crucial for the effective design of the task team, and there
are no simple answer to produce nor are the questions on which job characteristics model to be
presents for there guidance.

H1- Job rotation has a positive effect on employee motivation.

H2- Job analysis, job succession, job evaluation, job planning and recruitments KSA has
positively related to the job performance of the employee.
H3- Job satisfaction has positive relation with the job performance for the employee motivation.