Research Proposal - An Exploratory Study on the Various Aspects of Motivation on Middle Level Employee Performance
Topic: An Exploratory Study on the Various Aspects of Motivation on Middle Level Employee Performance
Motivation is a crucial factor in any human activity. This is because motivation is a determinant factor towards employee performance, a key that dramatically influences organizational performance (Polacek, & Roe, 2001). Motivation is a catalyst that makes possible the attainment of tremendous employee productivity and operational efficiency (Lipiec, 2001). This is a reality that has been proven by countless of researches and studies in the field of organizational behavior, psychology and business. In all these researches and studies, it is shown that motivation enables people to achieve remarkable feats at work, to cope and withstand stress, to innovate new methods and procedures to enhance efficiency and effectiveness and to make work fun and enjoyable for the employee and as well as for those people in the work place. These notable findings are equally true in any field of human endeavor be it in the field of science, business, entertainment, politics and education (London, 2003).
With this regard, this study mainly fits the necessity to devise focused, precise, and novel body of understanding that will augment the knowledge and provide a better understanding concerning the issues and problems regarding companies and organizations and for the rationale of contributing efficient way in addressing middle level employee motivation problems.
OBJECTIVE OF THE STUDY
The main objective of this study is to scrutinize and explore the various issues of motivation on middle level employee performance. To address this objective, the researcher explores the nature of motivating practices of different organisations in Singapore. Because of the effective methods of motivating middle level employee, the question on how do they motivate middle level employees in relation to workplace learning is to be illuminated. Granted that there are given employee development programs, do the Company offer other motivational factors to attract middle level employees to participate? In general, this research looks on the motivation process exemplified by different business originations in Singapore. Motivation theories in relative to learning are considered predominantly in its incentive system with its efficiency. By accepting these dynamics, HRD and businesses can execute the most suitable motivational system to motivate the middle level employees on learning and increase their efficiency and output.
Apparently, a survey to be conducted to HR official aimed to determine their perception towards the current motivational practices for middle level employees in their respective company/organisation. Furthermore, an interview will be also conducted to know what are their problems and concerns regarding motivation programs. Finally, this research comes up with pertinent findings, and provides insightful recommendations on motivational approaches in relation to the development of the organisation.
Generally, the purpose of this study is to conduct a study on the quality of hiring and selection procedures of businesses in Singapore and identify the perception of the HR official concerning to their motivational approaches for middle level employees. This study tries to answer the following queries:
What are the motivational factors and other related factors that affect middle level employee motivation on learning exemplified by employees of selected businesses in Singapore?
What are the incentive preferences of employees of most businesses in Singapore in relation to workplace learning?
How effective are these incentive system when applied to the process of learning?
SCOPE AND LIMITATIONS
The study intends to investigate the motivational approaches of various businesses in Singapore. In accordance to this, this research will be utilising both primary research and secondary research (Robson, 2002). Basically, the primary research will be using anonymous questionnaires to be sent to HR officials of different businesses in Singapore. The questionnaires will be used to collect quantitative data and the interviews will be used to provide qualitative insights into the data collected.
The data will be analysed and compiled for the evaluation of the hypothesis. The data will then be presented by means of graphical representations and illustration and the difference would be highlighted.
Lipiec, J. (2001). Human Resources Management Perspective at the Turn of the Century. Public Personnel Management, Vol. 30.
London, M. (2003). Job Feedback: Giving, Seeking, and Using Feedback for Performance Improvement, Lawrence Erlbaum Associates, Mahwah, NJ.
Polacek, L. & Roe, J. (2001), ‘HRMS and the Candidate Selection Process - human resource management system’, HR Magazine, July, p.1.
Robson, C. (2002) Real World Research, 2nd Edition. London: Blackwell Publishing.
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