RESEARCH PROPOSAL

Topics: Employment, Motivation, Coca-Cola Pages: 15 (2753 words) Published: March 4, 2015
BAHRIA UNIVERSITY KARACHI CAMPUS
RESEARCH METHODS AND TECHNIQUES

RESEARCH PROPOSAL TO STUDY
“CORRELATION BETWEEN EMPLOYEE MOTIVATION AND JOB SATISFACTION”

Course Instructor: JACQUELINE ISMAT

GROUP#2:
By:
BBA-4G

TABLE OF CONTENT

S.No

Topics

Page No.
1.
Introduction
3-4

2.
Literature Review – Employee Motivation
5
3.
Literature Review – Job satisfaction
6
4.
Problem Statement
7
5.
Scope of the study
7
6.
Relevance of the study
7
7.
Research design
7-8
i.
Purpose of the study
7
ii.
Type of investigation
7
iii.
Extent of researcher interference
7
iv.
Study setting
8
v.
Unit of analysis
8
vi.
Time horizon
8
8.
Conceptual Framework
8
9.
Theoretical framework
9
10.
Hypothesis
9
11.
Sampling design
9
12.
Data collection method
9
13.
Questionnaire
10-12
14.
References
13

INTRODUCTION
In the organizational setting the word “Motivation” is used to describe the drive that impels an individual to work. A truly motivated person is one who “wants” to work and that means he/she is satisfied with his job. An effective organization will make sure that there is a spirit of cooperation and sense of commitment and satisfaction. In order to make employees satisfied and committed to their jobs, there is need for strong and effective motivation at the various levels, departments, and sections of an organization. Both employees and employers are interested in understanding motivation if employees know what strengthens and what weakens their motivation, they can often perform more effectively to find more satisfaction in their job. Employers want to know what motivates their employees so that they can make them work hard. When people speak of motivation or ask about the motives of person, they are really asking “Why” the person acts, or why the person acts the way he does .Theconcept of motivation implies that people choose the path of action they follow.When behavioral scientists use the word motivation, they think of its somethingsteaming from within the person technically, the term motivation has its origin inthe Latin word “mover” which means “to move”. Thus the word motivation standsfor movement. One can get a donkey to move by using a carrot or a stick; with people one can use incentives, or threats or reprimands. However, these only havea limited effect. These work for a while and then need to be repeated, increased orreinforced to secure further movement. If a manager truly understands his subordinate’s motivation, he can channel their “inner state” towards command goals, i.e., goals, shared by both the individual and the organization. It is a well-known fact that human being have great potential but they do not use it fully , when motivation is absent .Motivation factor are those which make people give more than a fair day’s work and that is usually only about sixty-five percent of a person’s capacity .Obviously , every manager should be releasing hundred percent of an individual’s to maximize performance for achieving organizational goals and at the same to enable the individual to develop his potential and gain satisfaction. Thus every manager should have both interest and concern about how to enable people to perform task willingly and to the best of their ability. Employee motivation and job satisfaction cannot be isolated, but they complement each other and respond to different organizational variables like productivity and working conditions. Employee and job satisfaction depends on people’s insight and behavior at the work place which is driven by a set of intrinsic, extrinsic needs and by their view of numerous job-related and organization related attitudes. Hoole and Vermeulen (2003) found that the extent, to which people are motivated by outward signs of position, status and due regard for rank, is positively related to their experience of job satisfaction. Chess (1994), reported that certain motivational factors contribute to the...
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