EMPLOYEE MOTIVATIONAND ITS MOST INFLUENTIAL FACTORS

Introduction for the study The Problem

Employee motivation, at times, can be an elusive quest for companies and
managers due to themultiplicity of incentives that can influence employees to do
their best work. Furthermore,short-term financial incentives are often seen as
mandatory to foster motivation and are generallyviewed very positively by
employees in the workplace. However, recent research has indicatedthat there are
other factors that can significantly influence motivation and lead to innovation.
The purpose of this study was to determine what types of incentives and
motivational factors canmore effectively promote innovation and increase employee
motivation in the company, as wellas to provide recommendations to management
on what to implement, eliminate, or change,based on our findings.
Need for the study
This study benefits two primary groups. The first group it benefits is managers in
the company.With the knowledge of what motivates employees, managers can
better determine what drivesemployees to do their best work. They can use this
information to get more value out of thepeople they hire and already employ by
using effective motivational strategies other thanmonetary incentives. Managers
need to know what drives their subordinates and peers in orderto be effective
leaders in the work place. The recommendations in this report will enablemanagers
to get the best performance out of their employees and increase productivity in
theirdepartments.
The second group this study benefits is the employees. Employees can use
thisinformation to determine what helps motivate them as well as understand what
motivates theirpeers. If there is a greater level of understanding and cohesion
between employees and managers,the company as a whole will prosper.

The Objective of the Study

To find out job satisfaction of employee
To explore about employee performance

 Provide information about the relationship between an employee's age and

his/her key motivator.
To create condition in which people are willing to work with zeal, initiative.
Interest, and enthusiasm, with a high personal and group moral satisfaction
with a sense of responsibility
Scope of the study
This report outlines the methods used in the study to gather data about the various
factors thatinfluence employee motivation and how to better motivate the
companys employees in thefuture.
This study will be completed using the input of employees of the companyin all
different departments. These employees were surveyed for the purpose of
discoveringwhat is most motivating to them in the workplace. Employee motivation
is defined as theeagerness or drive in an employee that directly influences their
level of involvement orperformance in the workplace. Motivating factors and
incentives are reasons for employeemotivation, and in order to best evaluate and
describe which of these factors are most and leastcritical to employees, we have
split this study up into the following criteria:

Communication
Income
Long-term incentives
Non-financial incentives

Period of the study

One month
Research Methodology
Research is seeking through methodical processes to add to one's own body of
knowledge and to that of others, by the discovery of nontrivial facts and insights"
(Sharp et al., 2002). Davis (1999) defines business research as a systematic,
controlled and critical investigation of phenomena which used to help the
managerial decision makers.
Before conducting a research there is a need of clear planning of how to conduct
the research. According to Saunders et al. (1997) research strategy is the general

plan of how the researcher will answer the research question that has set. There
should be clear objective that derived from the research question and specify the
source form where to collect data for the research.
For this research primary and secondary data will be used. Primary data is
the data which does not found in a compiled way. The researcher need to collect it
and compiled in such a format that help in the decision making process (Bryman,
1988). On other side those data that has already been collected by someone for
some other purpose is known as secondary data (Gill & Johnson, 2002)
LIMITATIONS OF THE STUDY
With the presence of a neutral answer choice, it was difficult to gauge the
attitude and profile of certain respondents.
Contradictions were found in a few responses
The questionnaire was distributed to only one place of work; the data is
not expected toreflect an incredibly wide range of perspectives.
To apply results to a greater population, alarger, more random sample
would need to be taken.
Chapter Plan
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INTRODUCTION INTO THE STUDY

COMPANY AND INDUSTRY PROFILE
RESEARCH METHODOLOGY AND DESIGN
LITERATURE REVIEW
RESEARCH DATA ANALYSIS AND INTERPRETATION
RESEARCH FINDINGS, CONCLUSIONS
SUMMARY
SUGGESTIONS AND RECOMEDNDATIONS
BIBLIOGRAPHY
EMPLOYEE MOTIVATION QUESTIONNAIRE
DATA ANALYSIS TABLES AND FIGURES

References

Maslow, A. H. (1943). A theory of human motivation. Psychological Review

Alderfer, C. P. (1969). An empirical test of a new theory of human needs.
Organizational Behavior and Human Performance.

Herzberg, F. (1965). The motivation to work among Finnish supervisors.

Personnel PsychologyGrant, A., & Gino, F. (2010). A little thanks goes a long
way: Explaining why gratitude expressions motivate prosocial behavior. A
Little Thanks Goes A Long Way: Explaining Why Gratitude Expresses Pro
Social Behavior