Strategic Human Research Management

Impact of Organizational Culture Co-workers Support Decision

Making on Employees Motivation

Submitted to: Dr. Tasawar Javed

Submitted by: Zanib Usman F22BMGMTM04015

MBA(Business) 1st semester W

Institute of Business, Management & Administrative Sciences

(IBMAS)

Islamia University of Bahawalpur

Introduction:

Motivation is a topic that has been studied for a long time. It has a very important role in human
resource management of any organization (Dar et al., 2014). In human resource management
motivation is related to an individual’s job performance and is related to the achievement of an
organization’s goals (Sheehan et al., 2016; Ayub, 2010). Motivation is related to the attitudes of
any employee. (Guay et al., 2010). Motivation can also be taken as an incentive or giving an
individual the right to make a decision (Niermann & Schmutte, 2014). When employees are
motivated, they set their own goals to achieve the organization’s goals (Kumar et al., 2019;
Linhartová & Urbancová, 2012; Kamalian et al., 2010). Employees who are motivated have higher
performance than demotivated employees (Faletar Et al., 2016). Managers must know employee’s
motivation, how to engage employees, and how to involve employees in achieving company goals
(Stachova et al., 2018; Zaborova et al., 2017). The manager should know the factors that motivate
the employees. The motivation program looks at the need of the employees along with the
enterprises. The performance of any organization depends on the employees working there.
Employees should be encouraged (Miklosik et al. 2019; Szierbowski-Seibel, 2018). Employees
can be motivated by increasing their salaries or giving them rewards. Employees can be motivated
by many other factors such as reducing their mental stress, solving their financial problems and
changing other factors. (Hitka et al., 2020; Kropivšek et al., 2011).

There are many people working as employees is an organization and their motivation may be
influenced by gender and age (Malchrowicz-Mośko et al., 2019; Fapohunda, 2017; Joniakova &
Blstakova, 2015). Different employees have different prefrences so their motivation is also
different like if a woman is working she tries to balance her work and family so they can be
motivated as well. It is necessary to balance their life by reducing their workload (Almobaireek &
Manolova, 2013). While man focus on building their professional careers, they prioritize economic
well-being and success (Bailyn, 1993; Buttner, 1993). Men prefer to work independent while
women want to work together with people in a team (Peterson, 2004). If we look in terms of age,
younger people are more motivated to increase profits, while older people are motivated by the
achievements that have been achieved (Freund, 2006). Younger employees want to be heard, while
older employees want their opinions to be valued based on their experience (Deal, 2007).
Employees in the baby boomer era are motivated by their status, benefits and prestige (Hayes et al.,
2018; King et al., 2017). Generation X was all about maintaining a work life-balance (Kaylene
et al., 2010). Generation Y employees work together and are optimistic (Zemke et al., 2000). There
is difference among the people working in an organization. If the organization wants positive
result, they must respect them, encourage them and appreciate their inputs. The main objectives of
this research is to define the most important motivational factors that can improve job performance.

Key words: Organization Culture, Co-worker support, Decision making power

Problem Statement

The employee is the most important part of any organization and their performance has a direct
effect on the success of the organization. The performance is depending on many factors one of
them is “motivation” and the motivation is depending on so many factors like compensation,
training, rewards, appreciation apart from these there are many factors on which motivation
depends if these factors are not considered, employees will not be motivated.

It has been seen where the culture of the organization is not good, the employees are not motivated.
If the co-workers don’t support new hires they don’t like working there.

Research Question

1. What is the impact of organizational culture on employee’s motivation?

2. What is the impact of co-workers on employee’s motivation?
3. What is the impact of decision making on employee’s motivation?

Significance of research

The impact of organizational culture, co-workers and decision making on employee’s motivation
is significant because when employees is motivated they will have interest in work, they will be
loyal to their organization, and they will perform well to achieve the goals of the organization.

Literature review

Organizational culture

Organizational culture has a direct impact on employee motivation and performance. A positive
organizational culture can have a good impact on employee motivation, while a negative
organizational culture can have a negative impact. For the continuous success and development of
the organization, management must evaluate organization culture and make improvements as
needed. The monetary benefit won’t solely motivate the employees. The organization culture and
the way organization are run also have a huge impact.
There is a direct correlation between an organization's culture and employee motivation. If an
organization has a culture that includes good working conditions, recognition for a job well done,
and job security, then it is said to have a positive organization culture. This type of culture leads
to a workforce that is committed and motivated, which in turn enhances productivity and
performance. On the other hand, an organization without these features will have a negative effect
on employee motivation and productivity. In other words, motivated employees who are
productive and happy are the result of a positive organizational culture. The benefits of this include
reduced employee turnover, a focus on results, company loyalty, and a harmonious work
environment. The success of an organization is largely determined by the effectiveness of its
leadership and management. Creating a positive and productive work environment, where
employees feel supported and have good working relationships with each other and their superiors,
is crucial to success. Additionally, organizations must be able to adapt to changing circumstances
and demands by implementing new policies that align with these changes. Part of this process
includes ensuring that employees have the necessary skills and training to meet these new
demands. The most important resource of an organization is its people. The culture of an
organization, which is made up of its values, assumptions, and beliefs, also plays a role in its
success. If the culture is positive and supportive, employees will be more committed to the
organization.

Hypothesis 1: Organizational culture has positive relation with motivation

Co-workers Support:

Cooperation in an institution is known as social support. A cooperative environment in any

institution develops healthy relationships between the coworkers. These relationships and support
ultimately result in effective work productivity. Support from coworkers can take many forms,
such as emotional support, instrumental support, informational support, and appraisal support.
(Langford, Bowsher, Maloney and Lillis, 1997). In order to be effective, support from boss is
defined as positive changes and increased confidence in their individual knowledge and
performance. Over time, this encourages coworkers and leaders in the institution, while creating a
more positive work environment. However, employees may still leave their job due to tough
working hours, low salary, or a lack of basic job-related facilities. The bad and unbearable behavior
of managers, admin officers and seniors is often cited as one of the main reasons why people
choose to leave their jobs (Dornyei and Ushioda, 2010). In other words, coworker support is all
about teamwork and looking out for one another in the workplace. This can be in a number of
ways, from providing guidance and assistance to simply being supportive and friendly. Ultimately,
it creates a more positive and productive work environment for everyone involved. (Chiaburu and
Harrison, 2008). When a new employee comes into an organization, it's important to create a
support system to help them adjust. This involves creating a work team that can help the new
employee feel comfortable and welcomed. (Babin and Boles, 1996). Employees need appreciation,
self-respect, and timely support related to their work. It is convinced that coworkers had a great
control in working dealing towards their performance (Fortier, Vallerand, & Guay, 1995). The
cooperation of workers at an institution can lead to more effective work productivity by enhancing
good relations among all the employees. (Zhou and Geo, 2001).
Many people believe that giving employees more money will motivate them, but this is not always
the case. Other factors such as respect, freedom, cooperation, satisfaction, etc. can also play a role
in increasing motivation.

Hypothesis 2: Co-workers support has positive relation with motivation

Decision Making

The most important part of management is making decisions. This is one of the most challenging
management functions, and also the most important. The people who make the decisions have a
very important role. The results of the decision-making process depend primarily on their
knowledge, experience, skills, subjective attitudes, values, and so on. The quality of management
is largely reflected in the quality of the decision-making process.
The main function of decision making is choosing the best option among the variants. This process
is important for addressing decision-making situations (2001, p. 75)
Decision making and motivation go hand-in-hand - one impacts and influences the other. Decision
making is a process that affects not only the external motivation of the decision maker, but also
their internal motivation. Similarly, motivation also has an effect on the final outcome of the
decision.
This also applies to the reverse situation, where each stage of the decision-making process can
have a direct or indirect impact on employee motivation. For example, a properly designed
motivational program can have a positive influence on employee motivation levels. A manager's
work should be based on the best knowledge of the situation in terms of organization and human
resources, and a vision of the company. A manager can affect the motivation of his staff by
evaluation in different forms, and planning their careers.
The ability to motivate others is one of the most valuable skills you can have. (Ivancevich,
Matteson, 1987, p. 58). The decision-making process results in a final decision that decreases the
level of uncertainty.

Hypothesis 3: Decision making has positive relation with motivation

Model:

Organization Culture

Co Worker Support Employees Motivation

Decision Making

Research Design

Purpose

In many organizations, many measures are taken to motivate employees but in my view it is not
enough. Every human being has their own needs and desires. Sometimes companies think that they
have motivated employees by compensating them. But at the same time, there are many other
factors that motivate employees, so brining out these sub-factors is the purpose of my research.
Scope

The scope of my research is that in organization where my research is being done, the management
will know the problem of their employees and they will have an idea of how they have to motivate
the employees.

Methods of Data collection

We collected data from articles, case studies, previous research papers and through observation.

Population & Sampling

This research has been conducted on the banking sector and the population of this research is the
management and employees working in the banking sector. The total population in this study was
350 employees. Samples were taken from the different departments of banking sector. The
sampling method obtained 210 employees.

Conclusion

Overall, the organization's culture, the support of coworkers, and the way employees make
decisions all have a significant impact on motivation. When these factors are positive and
reinforcing, employees are more likely to be motivated to do their best work. However, if any of
these elements are negative or demotivating, it can have a significant impact on employee
motivation. Therefore, it is important for organizations to carefully consider all of these factors
when trying to create a work environment that motivate employees.

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