A Comparative Study Northern Caribbean University College of Business and Hospitality Management

Topic: A Comparative Study on the greatest motivational factors for employees in High Schools versus employees in Primary Schools.

A research paper presented in partial fulfillment of the requirements of the course Business Research Methods - BSAD371

Presented to: Daniel E. Fider, Ph. D. Associate Professor

Presented by: Nicole Davidson April 2009

A Comparative Study Introduction

Across Jamaica today, one would consider it a challenge dealing with students of diverse ethnicity and upbringing as well as physical and psychological disabilities. It is the duty of every institution to provide an environment best suited for students to learn and every employee has a role to play in providing this type of environment, be it by way of proving an organized workforce, providing the knowledge and resources students need to prepare for external examinations and by extension their future or keeping the facilities/surroundings clean. Regardless of the role you play in such environment, it contributes or impacts on the minds of the students and the results of their performances, thus taking a look at what keeps the providers of this type of environment motivated, is a rather important issue. Hence this research is compiled in an effort to compare the greatest motivational factors for employees in High Schools versus employees in Primary Schools. It seeks to answer questions such as, what is the greatest motivation driver for employees in high schools and primary schools? Is there a difference in the motivation drivers/factors, especially as it relates to males and females? What are the greatest concerns of employees at these levels? and what are the most satisfying performances and achievements over the past 5 years for each group and gender of employees? Statement of the Problem Owing to the fact that motivation plays a pivotal role in the output/production level of employees in any and every organization, it is seen as important knowing what is the greatest motivation driver for employees in High Schools and Primary Schools, finding out if there is a difference in the motivation drivers especially as it relates to males and females, the greatest concerns of employees at these levels and what are the most satisfying performances and achievements over the past 5 years for each group and gender of employees.

A Comparative Study Purpose of the Study A study of motivation in schools is definitely not an unfamiliar one; however, this

research project was done in an effort to compare the greatest motivational factors for employees in High Schools versus Primary Schools, based on results from a survey done on selected schools across Jamaica. It intends to highlight any difference in the drivers of motivation as well as their greatest concern by institution as well as gender. A focus on their level of satisfaction as it relates to performance and achievement over the past 5 years will also be observed. This research was also done in partial fulfillment of the requirements of the course Business Research Methods. Researchers Bias The researcher wishes to state a bias based on the fact that the individual is currently employed to an educational institution, a Primary and Junior High School to be exact, hence a needed to satisfy ones curiosity in an objective manner, in finding out what motivates male and female employees at the Primary and High School levels as well as knowing if there is a difference in the drivers of motivation, the greatest concern for the employees at these levels and how they rate their performance and achievement over the past 5 years. Research Limitations In collecting data for this research project a number of limitations surfaced, these include receiving a number of questionnaires that were incomplete, lack of finances to travel to other schools that we wanted to visit as well as the unrealistic information given on a few questionnaires, for instance one respondent indicated that he was between the ages 21-25, holds a masters and has been working as a teacher for 6-10 years.

A Comparative Study Key Terms Definition Concerns Motivation matters of interest The extent to which persistent effort is directed toward organizationally relevant outcomes Motivational Factors Respondents Performance Importance things (product or service) used in the process of motivating persons who provide answers to written questions on research. the fulfillment of a claim or request, the ability to perform the quality or state of being significant Literature Review Motivation is said to be the extent to which persistent effort is directed toward organizationally relevant outcomes (Johns, 1981). The motivation of employees plays a very crucial role in the work environment. It fuels the employees desire to work; hence it is very

important to know exactly what motivates employees to work to their fullest potential. There are many instances when individuals who are not motivated yet are very good workers, based on previous performances, tend to not exert the level of interest, inspiration or satisfaction any longer, thus not fulfilling the organizational goals. Theories on motivation help individuals to understand the forces that motivate employees. In light of the fact that motivation is about employees efforts and organizational outcomes, many managers have used a number of theories to understand what motivates their employees and one such is the Need Hierarchy Theory by Abraham Maslow. Maslow identified five basic groups of human needs that emerge in a specific sequence that is n a hierarchy of importance (physiological need- need for food water and shelter; safety- protection against danger, threat and deprivation; social need- affection, friendship, love; esteem needs-need for self respect and recognition from others and finally self-actualization need- the attainment of

A Comparative Study ones full potential for continued self development) (Minner, 1980). In this scheme once ones need is satisfied, another emerges and demand satisfaction. Institutions could meet these needs by providing according to the hierarchical order; base salary and basic working condition; safe working conditions, job security; opportunities for teamwork, employee centered supervision;

showing recognition to employees; and involving employees assignments that capitalize on their unique abilities. Based on Maslows theory of needs Clayton Alderfer developed a theory to deal with certain shortcomings in Maslows theory, this he called the ERG theory (Existence, Relatedness and Growth needs). Here he feels that people do have needs and that these needs can be arranged in hierarchy as well, but instead of five he suggested the aforementioned three (ERG). He explained that existence needs comprise all forms of physiological and material desires such as salary, job security and working conditions, while relatedness needs include interpersonal relationship with others and growth needs concern the individuals intrinsic (internal) desire to grow, develop and fulfill ones potential. He proposed that people may simultaneously experience several needs. Theorist Frederick V. Hertzberg developed his two-factory theory of motivation (motivation-hygiene theory) which elaborated the difference between higher and lower needs. In contrast this theory has its own approach as Hertzberg concluded that reported good feelings were generally associated with the job itself through motivators such as achievement recognition, advancement and growth. Reported bad feelings were said to be associated with the environment and include working conditions, interpersonal relationships, salary and supervision which are termed job dissatisfiers. David McClelland is another theorist who conceptualized his own needs theory which includes the need for achievement, affiliation and power. He is more concerned with the specific

A Comparative Study behavioral consequences of needs. He explains that individuals high in need for achievement

have a special desire to perform challenging tasks well; people in high need for affiliation have a special desire to establish and maintain friendly, compatible interpersonal relationships and; people high in need for power desire to have a strong influence over others. John B. Miner in his book Theories of Organizational Behavior (1980) explains that McClellands view is that all motives are learned, becoming arranged in a hierarchy of potential for influencing behavior that varies from individual to individual. In observing the motivation theories one should also see it as being equally important to take a close look also at the process theories which concentrate on how motivation occurs. One such theory under this caption is the Expectancy Theory which Psychologist Victor Vroom is usually credited with developing. The basic idea of this theory is the belief that motivation is determined by the outcomes that people expect to occur as a result of their actions on the job. It is concerned with choosing one first level outcome over another these are of particular interest to the organization such as high productivity versus average productivity. Second level outcomes are consequences that follow the attainment of a particular first level outcome these include personally relevant to the individual worker, and might involve amount of pay sense of accomplishment, acceptance by peers, fatigue and so on. Data Collection Procedures In an effort to gather relevant data for this project, it was decided that this should be a collaborative effort of the members of Group 2. This is owing to the fact that two groups were assigned two different research questions/topics and each member is expected to participate in gathering the data. In order to collect data we have decided to use printed questionnaires which would be most convenient for collecting data, as it relates to time taken and required to complete it and

A Comparative Study confidentiality (see appendix for sample questionnaire). Data was collected by members of the

group who volunteered to visit selected schools across Jamaica, ranging from primary schools to universities. Based on my understanding, each volunteer was given seven questionnaires with the instruction that if more were needed, they should feel free to make copies. At least two persons were to visit each school and distribute questionnaires to different workers of the institution, from administration to ancillary, keeping in mind the total population of the schools employees. In doing so we would also have in mind the number of respondents to expect due to the fact that if the number of respondents is below 10 to 20 percent of the population the research would not be considered valid. Persons were chosen from each departments or different areas of work, by a process of random selection. Before distributing the questionnaires a detailed explanation as to the reason for collecting data was given. The respondents were then handed the questionnaires which were completed and returned to the fieldworker(s) within the same day, on most occasions or a day after for persons who wanted a little more time or were too busy to complete it the same day. In doing this research a sample size of 151 respondents were used as these were the ones who returned their questionnaires. More specifically, 45 respondents from the sample population were high school employees and 37 respondents were primary school employees. Findings On a scale of 1 to 5 with 5 being of greatest importance and 1 being of least importance, each respondent was asked to rate each driver based on this scale. With the use of this method, the researcher thought it fit to use the figures that indicated how many persons viewed each driver as that of greatest importance, great concern and very satisfied in showing and comparing the results. Now the results are in and it was found that as it relates to the 37 respondents from selected primary schools indicated with a 75.7% that growth was the driver that was of greatest

A Comparative Study importance, next in line was work with a 62.2% vote. Achievement and advancement followed with 51.4% and 48.6% respectively. The drivers with the least votes as being of greatest importance are name recognition and location of organization with a 29.7% vote each.

Greatest Importance of Drivers

Percentage of Respondents 80% 60% 40% 20% 0% Primary Schools

Drivers

10 drivers were listed and each to be voted on based on a scale of 1 to 5 with 1 being of least concern and 5 being of greatest concern. The drivers voted to be of greatest concern was topped by security for the individuals at the primary level with a 51.4% vote, work conditions and relationship with management hustled up to second place with a 48.6% each. Relationship with peers and acceptance by persons I work with tied at 27% and direct supervision with 13.5% were voted the bottom three as showing below.

A Comparative Study

Greatest Concern of Drivers

Percentage of Respondents 60% 40% 20% 0%

Primary Schools

Drivers

As it relates to performance and achievement over the past 5 years, 6 were outlined to be rated on a scale of 1 to 5 with 5 being very satisfied and 1 disappointed. Results show that of the performances and achievement voted very satisfied, level of performance on the job was ranked number 1 with 51.4%, contribution to organization was next with a 48.6% vote followed by latest performance with a 40.5% vote. Achieving personal goals and contribution to society came next on the list with a 37.8% vote each. Status in life was at the bottom of the list with 18.9%. As it relates to gender, female primary employees voted that growth was the top driver that was of greatest importance to them with a convincing 72.4% vote, this was followed by achievement with 58.6%, work and advancement were next in with 55.2% each. Name recognition and location of organization were last on the list with 31% and 34.5% respectively. Work conditions were seen as the driver of greatest concern as indicated by the female primary employees with 48.3%, personal life, relationship with management and standing in community were next with 44.8% each while security and access to management followed with an equal 37.9%. Policy and procedure 27.6%, relationship with peer as well as acceptance by

A Comparative Study persons I work with 20.7% each and at the bottom of the list direct supervision was found with 10.3%. Female employees performance and achievement over the past 5 years revealed that

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41.4% said they were very satisfied with their level of performance on the job, their contribution to organization was indicated to be second with 37.9%. Their latest performance appraisal, achieving personal goals and contribution to society were seen with 34.5% each and last on the list is status in life with 17.2%. Male primary employees saw growth and work as the driver of greatest importance with 87.5% each, responsibility with 75% was next followed by salary with 62.5%. Achievement 50% recognition and advancement with 37.5% each, name recognition and location of organization with 25% and 12.5% respectively were the remaining drivers and their percentage. A full 100% for security was indicated as the greatest concern for primary male employees. From a distance relationship with management followed with 62.5%, work conditions, relationships with peers and acceptance by persons I work with all took third position with 50% each followed by access to management and standing in community with 37.5%. Personal life, policy and procedures as well as direct supervision stood at the bottom of the table with a mere 25% each. 87.5% of the primary male employees indicated that contribution to organization and level of performance on the job, were very satisfying for them. 62.5% says latest performance appraisal, 50% said achieving personal goals and contribution to society while a remaining 25% agreed that status in life was very satisfied for them. At the high school level it was found that of the 45 employees at this level 64.4% selected achievement as being of greatest importance in terms of drivers. 62.2% indicated that growth and

A Comparative Study

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work were of greatest importance, placing these second on the list. Location of organization was shown with a 22.2% which places it at the bottom of the list as shown on the chart below.

Greatest Importance of Drivers

Percentage of Respondents 70% 60% 50% 40% 30% 20% 10% 0% High Schools

Drivers

The greatest concern of drivers indicated that high school employees consider security as the greatest concern with 64.4%, access to management is next with 42.2%. 40% puts relationship with management in third place, this is followed by work conditions 37%, relationship with peers and standing in community with 33.3% each, acceptance by persons worked with 28.9%, policy and procedures 24.4% and personal life 20% all in the same order. Direct supervision with 17.8% is indicated to be last on the list. High school employees see level of performance on the job as the top very satisfied of the performance and achievement category with 53.3% followed by contribution to organization with 48.6%. Next is contribution to society 40%, latest performance appraisal and achieving personal goals are tied at 31.1% before status in life which falls last on the list with 26.7%.

A Comparative Study

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In terms of gender, female high school employees showed with 62.1% that work was the top driver that is of greatest importance; responsibility and achievement were next with an equivalent 58.6% followed by growth and salary with 55.2% each. The remaining four drivers are advancement 51.7%, recognition 37.9%, name recognition of organization 31% and location of organization 24.1% respectively. Females at the high school levels see security as the driver of greatest concern as indicated with 72.4%, personal life followed with 62.1%. 41.4% was the figure shown for work conditions, 37.9% said relationship with management and access to management each. Relationship with peers showed 34.5% followed by standing in community 31%, acceptance by persons worked with 27.6%, direct supervision and policy and procedure each showed 24.1%. As it relates to performance and achievement, high school female employees see contribution to organization as their number one priority with 58.6%, following that is level of performance on the job with 51.7%, contribution to society 44.8%, latest performance appraisal 41.4% and achieving personal goals and status in life at the bottom with 27.6% each. On the other hand male high school employees find growth and achievement as being equally important driver which is indicated by a 75%, work followed showing 62.5% then responsibility with 56.3%, advancement 50%, salary 37.5%, recognition and name recognition of organization of organization 31.3% each and location of organization with 18.8%. Personal life was the top great concern for high school male employees which was shown by 62.5%, access to management and security were neck and neck with 50%, relationship with management 43.8%, standing in community 37.5%, relationship with peers, work conditions and acceptance by people work with all had 31.3%. Policy and procedures showed 25% and direct supervision came in with 6.3%.

A Comparative Study 56.3% of males in high schools indicated that level of performance on the job was their most satisfying performance and achievement over the past 5 years. Achieving my personal goals 36.5%, contribution to organization and contribution to society 31.3% each, status in life 25% and latest performance appraisal 12.5% Analysis of the Findings The findings indicated that overall primary and high school employees seem to be motivated by the same things based on the fact that the top three drivers (growth, work and achievement) and bottom three drivers (recognition, name recognition of organization and

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location of organization) considered being of greatest importance are the same as shown below though not in the same order as primary employees view growth as the dominant driver in this category and high school views achievement as their dominant driver.

Greatest Importance of Drivers

Percentage of Respondents 80% 70% 60% 50% 40% 30% 20% 10% 0%

Primary Schools High Schools

Drivers

Looking closely however at the same drivers as it relates to gender, it is noted that things tend to differ somewhat, as primary females see growth as their top driver (which falls to 4th

A Comparative Study

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place for high school female employees) followed by achievement then work, while high school female employees indicated that their top motivation driver is work, then achievement with responsibility comining in next which was ranked 6th on the primary school list. Therefore primary and high school females are similarly motivated to a great extent by work and achievement, but differs with relation to growth and responibility which is shown below.

Greatest Importance of Drivers for Females

Percentage of Respondents 80% 70% 60% 50% 40% 30% 20% 10% 0% Primary Schools Females High Schools Females

Drivers

Things from the males perspective revealed that primary and high school male employees sees growth as being top priority, however along with growth they see something else as equally important. Primary male employees says along with growth work is equally important while high school male employees says achievement is equally important. They also differ in their third choices as primary indicated that responsibility would tie in with growth and work while at the high school level work came in but after growth achievement. It is evident therefore that primary male and female employees as well as male high school employees are highly

A Comparative Study

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motivated by growth. As it relates to the last three drivers they are the same throughout but not in the same order (recognition, name recognition of organization and location of organization). Based on the aforementioned results the researcher agrees to a certain extent with Hertzberg who in his distinction within the motivator factors stated that work itself, responsibility and growth and advancement are generators that truly motivate people. However, findings prove that as it relates to the expectancy theory which speaks to peoples performance being better if they believe that money will follow effective performance is not true in this case. Driver of greatest concern indicates that overall high and primary school employees view security as the top concerns, relationship with management was ranked second for primary school employees but third for high school employees. Second for high school employees was access to management which for primary school employees was 6th on their list while third place was for primary school employees was work conditions as depicted in the graph below;

Greatest Concerns of Drivers

Percentage of Respondents 70% 60% 50% 40% 30% 20% 10% 0% Primary Schools High Schools

Drivers

A Comparative Study More specifically primary male employees saw security as that of utmost importance

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which came in second for high school male employees who gave first preference to personal life and third to relationship with management. Third place for primary male employees was relationship with peers which high school males gave 5th place to on their list. High school female employees tend to have the same greatest concern as that of primary male employees as they gave first place to security as well, which was ranked third by female primary employees who ranked their top concern as work conditions. They saw personal life, relationship with management and standing in community as being of great concern (though not the greatest) as all three were ranked second for female primary employee, the same three were ranked 2nd, 4th and 7th respectively by high school female employees. Which showed that female employees at both levels are motivated to a great extend by personal life, security and work conditions as those fall in the top three motivation drivers though not in the same order. As it relates to the concern of drivers Maslows hierarchy seems to depict that the safety needs (security) comes in first as shown in the results, then belonging (relationship with peers and management) coming after. However I also agree with Alderfer who proposed that people may simultaneously experience several needs as it was indicated that there is need for growth. Performance and achievement did well in showing that at both levels they are very satisfied with the level of performance on the job and contribution to the organization and in the same order. For most part the results for both institutions seemed to synchronize as the results differed in only two of the six areas which saw the reverse placement in those results.

A Comparative Study

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Most Satisfying Performance and Achievement over the past 5 years

Percentage of Respondents 60% 50% 40% 30% 20% 10% 0%

Primary Schools High Schools

Performances and Achievements

Males at both levels and female employees at the primary level seem to be in harmony as level of performance on the job is indicated to be very satisfying for them which came in second for high school female employees who gave contribution to my organization first preference which goes to show that female employees are pretty much motivated by the same things however one group is motivated more by one since what was given first preference for high school employees is first for primary females. Interestingly though they both see contribution to society as being third on their list. Males on the other hand places different see things a little differently in that primary males consider their latest performance appraisal as being second technically speaking while this is 6th for high school males, who places achieving my personal goals second which falls fourth on the primary schools list of very satisfying performance and achievement over the past 5 years. Based on the fact that achievement raned in the top 3 drivers for both high and primary schools, I would agree with McClelland who explained that individuals high in need for

A Comparative Study

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achievement have a special desire to perform challenging tasks well, hence my assumption that as a result of high importance of achievement, employees performed well overall on the job as indicated in the score for level of performance on the job for both primary and high schools were ranked number one. Conclusion and/or Recommendations From findings discussed in previous paragraphs, one can conclude that in most instances the motivation importance and concern of drivers and especially the satisfaction of performance and achievement over the pas 5 years are similar on general primary and high school levels. However, not everyone is motivated by the same things and feels the same way about their performances and achievements especially on a gender basis. In light of the fact that motivation is such a critical tool in every organization, I use this opportunity to recommend that employees seek to find out what motivates employees and try as best as possible to keep their workers motivated as it will definitely do a lot for the organization especially in relation to organizational goals and students performance.

A Comparative Study Bibliography Appleby, Robert C. (1994); Modern Business Administration, p.199-201, 128 Long Acre, London, WC2E 9AN, Pitman Publishing

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Johns, Gary (1988); Organizational Behavior: Understanding Life at Work, 2nd Edition, p. 155160, Glenview, Illinois, Scott, Foreman and Company Miner, John B (1980); Theories of Organizational Behavior, Hinsdale, Illinois, The Dryden Press.