Effects Of Motivation On Employee Productvity In Wesfarmers

Question: Discuss about the Effects of Motivation on Employee Productvity in Wesfarmers. Answer: Introduction Background of proposed research: Employee productivity is prerogative in any corporate and non corporate organization in order to streamline the flow of operations and services. Several parameters influence the productivity of human capital, primary among them being monetary incentives along with motivation. Research Aims and Objectives: The research intends to focus upon impacts of employee motivations upon labor turnover of Wesfarmers. The study aims towards application of human resource models along with survey among past and present employees of Wesfarmers in order to evaluate the causes and subsequent repercussions of employee motivation. Research Questions and Problem Statement: Whether monetary appraisals are adequate to prevent high employee turnover? Whether non monetary appraisals play a role in affecting employee motivation? Whether gender of employee affects the level of workplace motivation? The accessibility issues pertaining to the large employee base of Wesfarmers limits the scope of collecting responses from both current and ex-employees. Rationale of the study: Present studies fail to explain the motivation level of employees engaged in the retail and service industry. Moreover, the explanation in available literature is limited on the issues behind high employee turnover in the aforementioned industry. Therefore, I intend to evaluate the factors that impacting the motivation level of employees at Wesfarmers. Figure 1: Contents of the proposal (Source: As created by the author) Chapter 2: Literature Review Introduction Over a period of 40 years numerous set of studies based on psychology and human resources management came up, however, in terms of factors delving into level of employee turnover in services industry, available literatures fail to adequately address the issue. Thereby, it can be inferred that a new set of research on intrinsic and extrinsic factors that motivates the employee can be useful towards policy formulation by business managers and human resource management. Selected researches on motivation Multiple researches conducted on employee motivations have provided numerous attributes to employee motivations. Frederick Hertzberg has postulated the dual factor theory of workplace motivation inferring that different sets of jobs profile that are heterogeneous in nature comprises the level of satisfaction along with dissatisfactions. In Hertzbergs theory employee motivation is dependent upon motivators and hygiene factors (Ramlall, 2012). Motivator factors related to employee motivation through various forms of diversity and inherent job satisfactions. Whereas, hygiene factors comprise of monetary and non monetary privileges provided to the employees in the form of salary, monetary increments and workplace environment. Review of published literature in terms of employee motivation propounds that expectations regarding non monetary incentives, intrinsic incentives pertaining to job role and magnitude of job responsibilities along with performance feedback are the independent factors influencing the level of employee motivation. Provision of performance evaluation is counterproductive is restraint of adequate organization framework that compliments feedback by employees Chaudhary and Sharma (2012) In addition to that Van De Voorde et al. (2012) mentions holistic approach with regards to the employee rewarding structure, the non financial increments in terms of increased supervision along with promotional activities and exposure to different sets of job responsibilities tends to enhance the workplace motivation of employees. Moreover, Mikkelsen et al.(2014) mentions that payment as per performance enhances the level of productivity among present employees motivating them to increase efficiency, however if no incentive ceiling is maintained such payment structure can diminish co-operations among employees in turn diminishing motivation and intrinsic job satisfaction among employees. Manzoor (2012) mentions that the quantum of alignment of employee goals with that of the employer organization ensures streamlining of work flows through incremental levels of motivation. In terms of placing strain on the employees there ought to be a trade off as regards to adequate degree of compensation both in terms of financial increments along with non monetary incentives through allocating the higher number of leaves, higher degree of assistance at workplace along with increased job opportunities. Relevant Theories: McGregors Theories: McGregor suggests that organizations comprises of hierarchical pyramids pertaining to human nature coupled with motivation. Moreover, McGregor inferred that as regards to the theory of hierarchical needs it has several drawbacks that pertains to the adaptability of the theory universally. In contrast McGregor propounds another theory that takes into and environment conducive to growth and coordination among employees. Therefore, in case of a situation where high turnover ratio is the norm in an organization, the employers should focus upon following a mix of dual set of theories. Informal work groups: Lzroiu (2015) proposes that informal work groups tends to provide incremental levels of productivity and reduces the overall levels of workplace dissatisfaction. Moreover, an informal environment tends to reduce communication bottlenecks thereby providing enhanced sets of feedback mechanism and employee redresses in turn complimenting the level of motivation among employees. Chapter 3: Research Methodology Research onion: Figure 2: Research Onion (Source: Elnaga and Imran, 2013) Research onion is a graphical representation of different sets of primary and secondary activities as regards to the research undertaken. Research Philosophy: The current research seeks to follow a positivism approach as objective of the research pertains to evaluation of evidences regarding employee motivation level in case of Wesfarmers. Moreover, as the research seeks to provide conclusions based upon real facts therefore positivism approach is better suited as compared to realism or interpritivism. Research Approach: The research shall follow a deductive approach of research as the author seeks to follow a top down approach with regards to collection and analysis of data. Moreover, formulation of hypothesis have been made and appropriate qualitative methods are required to be deployed with regards to hypothesis testing against sets of evidences to be collected regarding proposed research. Research Design: Descriptive research design is required to be followed in the current case as responses collected from the participants in the research, the present and ex-employees of Wesfarmers, are required to be kept unaltered in order to come up with unbiased inferences. Data Collection Process: In case of current study primary data collection method is required to be applied. The data required in order test the hypothesis is currently unavailable from secondary sources. Therefore, through primary data collection method the analysis regarding the motivation of employees are taken into account. Data is required to be collected through online survey by distribution of questionnaires to the current and former employees of the company. Sampling Method: The method to be followed for the sampling of data pertains to non probabilistic purposive sampling. Sample Size: In terms of number of the respondents, sample size pertaining to proposed research is taken at 45 in order in collect responses from the current and ex-employees of Wesfarmers. Ethical Consideration: The research shall be made with genuine data sets collected from authentic respondents who are currently working or have previously worked at Wesfarmers and manipulations as regards to data along with preparation of biased set of survey questionnaires are prevented. . Summary The proposal focuses upon examining impact of employee motivation on productivity and follows a deductive approach of research. Moreover, survey of employees of Wesfarmers is planned to be conducted in order to collect primary evidence on impact of motivation through non probability sampling. Expected Outcomes: The current study would be able to provide insights into the correlation among the labor productivity with level of motivation infused into the workers. Moreover, the research will be able to evaluate the effectiveness of financial and non financial increments on the motivation level of employees. Moreover, the proposed study also examines whether gender of employees affects the level of motivation. References: Chaudhary, N. and Sharma, B., 2012. Impact of employee motivation on performance (productivity) in private organization.International Journal of Business Trends and Technology,2(4), pp.29-35. Cherian, J. and Jacob, J., 2013. Impact of self efficacy on motivation and performance of employees.International Journal of Business and Management,8(14), p.80. Elnaga, A. and Imran, A., 2013. The effect of training on employee performance.European Journal of Business and Management,5(4), pp.137-147. Lzroiu, G., 2015. Employee Motivation and Job Performance.Linguistic and Philosophical Investigations, (14), pp.97-102. Manzoor, Q.A., 2012. Impact of employees motivation on organizational effectiveness.Business management and strategy,3(1), p.1. Mikkelsen, M.F., Jacobsen, C.B. and Andersen, L.B., 2014. Managing employee motivation: Exploring the connections between managers' enforcement of command systems, employee perceptions, and employee intrinsic motivation.International Public Management Journal. Ramlall, S., 2012. A review of employee motivation theories and their implications for employee retention within organizations.Journal of American Academy of Business,5(1/2), pp.52-63. Van De Voorde, K., Paauwe, J. and Van Veldhoven, M., 2012. Employee well being and the HRMorganizational performance relationship: a review of quantitative studies.International Journal of Management Reviews,14(4), pp.391-407.