THE IMPACT OF MOTIVATION ON EMPLOYEES’ PERFORMANCE

IMAGINE ENTERTAINMENT PVT LTD

Research Proposal

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 ACKNOWLEDGEMENT

I am really grateful because I managed to complete the within the time given by my
lecturer (LECTURE’S NAME). This assignment cannot be completed without the
determination, co-operation and effort from my colleagues and friends. I also sincerely
thank our lectures for the guidance and encouragement in finishing this assignment and
also for teaching us in this course.

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 TABLE OF CONTENTS

CHAPTER ONE: INTRODUCTION ........................................................ 5

1.1 Background of the Study .................................................................................... 5

1.2 Background of the Company.............................................................................. 6

1.3 Problem Statement ............................................................................................. 6

1.4 Research Aims and Objectives ........................................................................... 7

1.5 Significance of the Study ................................................................................... 7

CHAPTER TWO: LITERATURE REVIEW .......................................... 8

2.1 Introduction to Literature Review ...................................................................... 8

2.2 Overview of the Independent and Dependent Variables .................................... 8

CHAPTER THREE: RESEARCH METHODOLOGY ........................ 11

3.1 Introduction ...................................................................................................... 11

3.2 Methodology .................................................................................................... 11

3.3 Conceptual Framework .................................................................................... 11

3.4 Hypothesis ........................................................................................................ 11

3.5 Population, Sample Size and Sampling method .............................................. 12

3.5.1 Study Population ....................................................................................... 12

3.5.2 Sample Size and Method .......................................................................... 12

3.6 Method of Data Collection ............................................................................... 12

3.7 Method of Data Analysis.................................................................................. 12

3.8 Limitations ....................................................................................................... 12

3.9 Ethical Approach to the Research .................................................................... 13

4.0 Time Scale of Research ....................................................................... 13

5.0 Conclusion ............................................................................................ 13

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6.0 References ............................................................................................. 14

Appendix ..................................................................................................... 15
Appendix-1 ................................................................................................................. 15

TABLE OF FIGURES

Figure 1-Maslow's Hierarchy of Needs ............................................................................ 9

Figure 2-Vroom's Expectancy Theory ............................................................................ 10
Figure 3- Conceptual Framework ................................................................................... 11

TABLE OF TABLES

Table 1- Time Scale ........................................................................................................ 13

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 CHAPTER ONE: INTRODUCTION

1.1 Background of the Study

Employees are the most important resource in an organization because they are the
sources who provide products and services that define any type of an organization
(Gillis, 2004).

Organizations have a responsibility to motivate these employees to perform their best

since they are the most important asset. Motivational theories such as Maslow’s
hierarchy theory, Herzberg’s theory, Alfelder’s theory and McClelland’s theory explain
the importance why employees must be motivated and reasons why organizations must
take this perception into consideration.

Having a good reward system that motivates employees is one of the policies the
organization can implement to increase workers performance that leads to high
organization productivity. Also the performance of employees in a company is
important not only because of the growth of a company but also for the growth of
employees as individuals.

This interdependent relationship of motivation and performance has become a social

issue in this era due to the level of performance of an individual directly affects the
organizational productivity. Therefore every possible effort must be placed to develop
workers interest and satisfaction in their job so as to perform well in the jobs to give
their best to work and this will guarantee industrial harmony.

These research efforts to bring attention on how an appropriate reward management can
motivate or influence the employees to develop job satisfaction and thereby increase
their performance.

This research work elaborates the significance of motivation and performance at the
Imagine Entertainment (Private) Limited company by analyzing the current situation in
the company. The report is prepared based on employee feedback collected through
surveys and questionnaires. Performance of an employee will be the dependent variable
that will be assessed against reward management and motivation strategy in the
organization.

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 1.2 Background of the Company

Imagine Entertainment was established in 1989 with a group of young DJs providing DJ
sound systems. The company has participated in many publicity events, social get-
togethers, charity events, product launching and club events. In 2016 the company
consists of 75 employees, a HR department, marketing department, finance department
and administration department.

Imagine introduced many new things to Sri Lankan show business industry gaining
much recognition from its large client base over the years. Today they provide services
in both sound and lighting, supplying 10,000 watt Sound Systems, Concert Lighting,
Stage Lighting with Special Effects etc. (Media, 2015). The company also expects to
add more exciting features for Stage Lighting Systems in the near future (Media, 2015).

With all the past experiences, today they have become one of the leading sound & stage
lighting suppliers in the country hosting and conducting highly successful events to the
complete satisfaction of our prestigious clientele (Media, 2015).

1.3 Problem Statement

Motivation in a company is the source that directs employees to achieve the vision and
mission of the company. The organizational performance and employee motivation has
been the center of severe research effort in modern times. Poor performance evaluation
and job dissatisfaction is the surface level problem of the company but deep within there
is a lack of motivation that leads to poor performance of the employees.

The root causes for this problem are the communication gap between leaders and
employees and an unattractive reward system which does not motivate employees. The
salary levels of employees vary in a large variance and are paid below the average.

The problem is there is no participative management process in the organization and

employees are not driven with a proper reward system. Especially current task-oriented
and routine practices encourage poor relationships between the organizational levels
which have ultimately leaded to demotivation of employees.

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Managers must identify the limitation factors and promote participative management in
decision making through motivation to perform better as an organization changing with
environmental factors.

This research attempts to critically analyze how motivation theories and tools can be
used by this company to increase the performance of employees. This study aims to
look into the effect of motivation on employees’ performance in Imagine Entertainment.

1.4 Research Aims and Objectives

1. The main objective of the research is to evaluate the impact/link of motivation on

the performance of workers in Imagine Entertainment.

2. To determine the impact of salaries, wages and the overall reward system on the
performance of employees in the company.

3. By analyzing theoretical aspects to provide applications that help to motivate

employees as well as identify and correct unprincipled practices which are
restraining performance within the company.

1.5 Significance of the Study

1. This research will contribute to expand on the existing knowledge for further
readers and researchers about motivation and performance of employees. The
results and findings of this research are expected to be beneficial to businesses
and relevant people to identify the suitable motivation framework and style to
implement on the applicable situation.

2. It is expected that the final outcomes will help in Imagine Entertainment.

specially the HR division of Imagine Entertainment and other companies in the
respective field on improving their overall organizational performance by
providing them with suitable motivational variables needed.

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 CHAPTER TWO: LITERATURE REVIEW

2.1 Introduction to Literature Review

This chapter contains a review of literature by various theorists and researchers findings
relating the performance of employees and motivation in an organization. This literature
review is a combination of few key theories and findings regarding employee
motivation and performance in relation to the selected company.

2.2 Overview of the Independent and Dependent Variables

Performance is a combination between an individual’s motivation, ability, and

environment. According to the performance function motivation is one of the forces that
lead employees to perform better. Locke and Latham (2004) identified that motivation
influence people's achievement of skills and the degree to which they use their ability.

Motivation is one’s desire to achieve a goal or a certain performance level, leading to

goal persistence behavior. It is the level of intensity, determination and direction
towards one’s achievement of goals and objectives.

Motivation alone is not sufficient in order to get the bursting commitment from
employees. The ability or having the required competencies to work and environmental
factors such as having resources, working conditions etc. are critical to determine
performance. To define what motivates employees numerous concepts have been
developed by many theorists.

When analyzing the need-based theories according to Maslow (1943) there are some
needs that are basic to all human beings and as people satisfy these basic needs they
start to look for higher order needs. Mangers must be aware about this basic concept
where once a lower level need is satisfied, it will no longer assists as a motivator when
creating reward strategies. But Imagine Entertainment the reward systems are not in line
with the actual needs of employees, the management has decided the rewards rather than
understanding what a basic employee desire as a reward. That’s one of the major

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reasons why the staff is lack of motivation and that has led to poor performance of
employees.

Figure 1-Maslow's Hierarchy of Needs

Physiological, Safety and Social needs are basic needs that must be fulfilled by any
human being to survive. Self-esteem and self-actualization needs are more significant
from one another. An organization must be aware about these various needs in order to
satisfy them. In the long run a person’s paycheck may satisfy his/he psychological needs
as well as safety and esteem needs. Social needs can be satisfied by having a friendly
environment and providing effective communication in the workplace.

Imagine Entertainment the managers are discouraging social, self-esteem and self-
actualization needs (No career growth) of employees by their task oriented behavior. By
satisfying the diverse needs of each employee, organizations can ensure a highly
committed and a motivated workforce that perform at their best.

When analyzing the need-based theories ERG theory, developed by Clayton Alderfer
(1969), is a modification of Maslow’s hierarchy of needs. Unlike in Maslow’s, ERG
theory does not show an order of hierarchy of needs in any particular order and clearly
recognizes that more than one need can occur at the same time. This theory includes
“frustration-regression” which suggests that individuals are frustrated in their efforts to
satisfy one need and may regress to another. According to this theory the managers need
to identify the multiple needs that motivate employees to motivate employees to
perform well.

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Both theories suggest that every employee is not motivated by the same factor. It
depends on where they belong in their personal development scale. The needs hierarchy
reflects the organizational levels; where top level management is motivated by growth
needs and front line employees are motivated by existence needs mostly.

According to Vroom’s (1964) expectancy theory, which is a process-based theory, is

expected to bring together most of the elements of earlier theories. The expectancy
theory combines the perceptual aspects and behavioral aspects of other theories.

Figure 2-Vroom's Expectancy Theory

Motivation is the extent a person will be motivated by the condition they find
themselves in. It is a function of expectancy, instrumentality and valence. .

As a manager one must be able to influence all three perceptions of this theory. Imagine
Entertainment managers are not supporting any of these perceptions to motivate
employees. To influence expectancy perceptions managers must understand that hiring
right people with the right skills to the job is crucial. If there is a lack of competencies
internally, providing training is important which will boost employee morale and make
them confident to believe that their efforts will lead to performance. Some employees
may feel that their effort is small and will be unrecognized due to their low self-esteem
and personality traits in such circumstances, providing encouragement and positive
feedback will help to motivate employees.

To influence instrumentality perceptions it’s vital to show that employees will be

rewarded according to their performances. Therefore, the first step is to link salary and
other rewards to performance.

To influencing valence providing attractive rewards are important. This process contains
managers finding out the motivational factors of employees in the organization. As per
Maslow’s theory, ERG theory etc. it’s evident that employees are motivated by different
motivational aspects which leads to better performance.

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 CHAPTER THREE: RESEARCH METHODOLOGY

3.1 Introduction
This chapter includes methodological choice, sampling design, conceptual framework,
data collection, sources of data, data processing and limitations of the study.

3.2 Methodology
Quantitative method will be used for the collection of primary data. Under this method
Different statistical parameters will be used.

3.3 Conceptual Framework

Dependent variable (Performance) -measured by output

Independent variable (Motivation) -measured by Survey results, Salary

level and Wages and rewards

Figure 3- Conceptual Framework

3.4 Hypothesis

1. Employee Motivation directly impacts the performance of the employee.

2. The reward management of an organization directly impacts employee

motivation.

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 3.5 Population, Sample Size and Sampling method

3.5.1 Study Population

The research is aiming the employees of Imagine Entertainment in every department
because they can give the essential information as per the objectives of the study.

3.5.2 Sample Size and Method

A sample size of 40 employees will be collected for this research. To reduce the error
adequate time will be given to each participant. A questionnaire in simple English (See
Appendix-1) is designed to reduce risk of uncertainty. A self-administered survey will
be conducted among the targeted sample.

3.6 Method of Data Collection

Primary data will be collected by using questionnaires (Likert Scale-3 sections) while
secondary data will be obtained through company records related to the research
purpose, books, internet, journals and other publications.

3.7 Method of Data Analysis

Questionnaires will be checked to gather relevant information. Statistical packages like

SPSS and Excel will be used to enter and summarize the data. The summarized data that
result in descriptive statistics will be discussed in respect to the research objectives of
the research.

3.8 Limitations

1. The participants may not be prepared to give required information because of the
fear to the management.
2. Time may not be sufficient to carry out proper analysis since most employees
would be busy.

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 3.9 Ethical Approach to the Research

Considering ethical aspect of research primary and secondary data will be used. Consent
from the participants will be taken, an adequate time will be given to answer and
relevant permission will be assured for usage of the data. The identity of a respondent
will not be exhibited and the confidentiality of the data will be maintained. Also usage
of secondary data from any source will be cited with appropriate reference.

4.0 Time Scale of Research

Week
Task
1 2 3 4 5 6 7 8 9 10 11 12
1.Submission of the research Proposal
2.Questionaire Development and Survey Conduct
3.Collecting Data and Filtering
4.Introduction
5.Literature Review
6. Research Methodology
7.Data Analysis
8.Conclusion and Recommendations
9.First Draft Submission
10.Proof Reading
11.Final Submission of the Research
Table 1- Time Scale

5.0 Conclusion

It is observed that motivation of employees is vital because employees are the most
valuable assets in any organization. This research study sates the relationship between
employee motivation and performance in Imagine Entertainment Company. This
research study will produce valuable findings in evaluation that will be beneficial for the
company and other companies in the relevant industry.
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6.0 References

1. Alderfer, C. P. (1969). Subcultures in behavioral science and the interpretation of

research on experiential methods.

2. Locke, E. A., & Latham, G. P. (1984). Goal setting: A motivational technique that
works. Englewood Cliffs, NJ: Prentice-Hall.

3. Maslow, A. H. (1970). Motivation and personality. New York: Harper & Row.

4. Media, I. (2015) imagine entertainment. Available at:

http://www.imaginesl.com/about-us/ (Accessed: 13 July 2016).

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Appendix

Appendix-1

Questionnaire- Motivation and Job Satisfaction Survey

This questionnaire is conducted by (DEGREE NAME) student of (UNIVERSITY

NAME) in order to examine the motivation and job satisfactory among the employees in
the organization. Please answer the entire following questions below.

SECTION A- DEMOGRAPHIC PROFILE

1. Gender
Male Female

2. Age of the respondent

21-30 31-40
41-50 Above 50

3. Education Level
‘O’ Level Diploma
‘A’ Level Degree and Above

4. Marital Status
Single Married

SECTION B- JOB SATISFACTION & MOTIVATION

Strongly Neu Strongly

Statements Disagree
Disagree
tral
Agree
Agree

1. The job requires high skills and knowledge 1 2 3 4 5

2. The job is not repetitive, it’s challenging

1 2 3 4 5
and interesting
3. The job give opportunity for career growth 1 2 3 4 5
4. The job achieve my short and long term
1 2 3 4 5
goals

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5. The job is achievable and attainable 1 2 3 4 5

6. The job increase my responsibility and

1 2 3 4 5
commitment

7. The job itself gives independence in

1 2 3 4 5
completing it
8. The job is not affecting my work-life
1 2 3 4 5
balance
9. I have recognition on the work I do 1 2 3 4 5
10. I am praised on the good job I have done 1 2 3 4 5
11. I have a workload and job which do not
1 2 3 4 5
related to my task
12. My salary is relevant to my qualification
1 2 3 4 5
and experience
13. My salary is competitive, equitable and
meet my expectations 1 2 3 4 5
14. Management give feedback to tasks I
1 2 3 4 5
completed
15. My peers and subordinates are very team
1 2 3 4 5
oriented

SECTION C- OVERALL JOB SATISFACTION

Are you satisfied with you current job?

Very Satisfied Satisfied

Neutral Dissatisfied
Very Dissatisfied I don’t know

What is the most important area to improve your job satisfaction?

Salary Other Benefits

Responsibilities Peers
Flexi Hours Management

Thank You!

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