Research Proposal on the Impact of Motivation on Employee Job Performance
Research Proposal on The Impact of Motivation on Employee Job Performance
The Impact of Motivation on Employee Job Performance
Introduction
People within an organization are harmoniously working together to satisfy one certain goal, whether short or long-term goal. The organization, as the collection of people, are expected to be deliver the best assets that they have which are the people bearing the knowledge and skills suitable to their position in the organization. Through the desirable performances of the employees, the organization can realize the competitive advantage in the market and among their competitors.
Background and Statement of the Problem
It’s very optimistic to assume that every organization can compete according to their strategies and obtaining the competitive advantage. In an industry where the uncertainties are freely roaming, the growth and success of the business is completely threatened. With the help of the valuable players, who are the employees, the organization still has their option and chance towards the future success. The most appreciated approach in an industry other than training and development is through the use of motivational approaches that almost all of the organizations, in whatever size or type, used to apply (Byham and Moyer, 2005). Considering the fact that the motivational approaches can drive the job performance of an employee, what would be the other impact that it might create in the employee, itself?
Research Aim and Objectives
The study aims for assessing the impact of motivation on the job performance of an employee. To decipher the important ideas regarding the area of motivation, there are three objectives that can serve as the propeller of the study. First is to determine the concerns of motivational approach as well as its true purpose within an organization. Second is to determine the benefits and drawbacks brought by the motivational approach in the entire organization, particularly among the
The Impact of Motivation on Employee Job Performance
Introduction
People within an organization are harmoniously working together to satisfy one certain goal, whether short or long-term goal. The organization, as the collection of people, are expected to be deliver the best assets that they have which are the people bearing the knowledge and skills suitable to their position in the organization. Through the desirable performances of the employees, the organization can realize the competitive advantage in the market and among their competitors.
Background and Statement of the Problem
It’s very optimistic to assume that every organization can compete according to their strategies and obtaining the competitive advantage. In an industry where the uncertainties are freely roaming, the growth and success of the business is completely threatened. With the help of the valuable players, who are the employees, the organization still has their option and chance towards the future success. The most appreciated approach in an industry other than training and development is through the use of motivational approaches that almost all of the organizations, in whatever size or type, used to apply (Byham and Moyer, 2005). Considering the fact that the motivational approaches can drive the job performance of an employee, what would be the other impact that it might create in the employee, itself?
Research Aim and Objectives
The study aims for assessing the impact of motivation on the job performance of an employee. To decipher the important ideas regarding the area of motivation, there are three objectives that can serve as the propeller of the study. First is to determine the concerns of motivational approach as well as its true purpose within an organization. Second is to determine the benefits and drawbacks brought by the motivational approach in the entire organization, particularly among the
References: Byham, W., & Moyer, R., 2005. Using Competencies to Build a Successful Organization [Online] Available at:http://www.ddiworld.com/pdf/ddi_usingcompetenciestobuild_mg.pdf[Accessed 10 June 2010] Christensen, R., & Wright, B., 2009. The Effects of Public Service Motivation on Job Choice Decisions: Exploring the Contributions of Person-Organization Fit and Person-Job Fit [Online] Available at:http://www.pmranet.org/conferences/OSU2009/papers/Christensen,%20Robert%20K%20and%20Wright,%20Bradley%20E.%20%20The%20Effects%20of%20Public%20Service%20Motivation%20on%20Job%20Choice%20Decisions.pdf[Accessed 10 June 2010]. Chughtai, A., 2008. Impact of Job Involvement on In-Role Job Performance and Organizational Citizenship Behavior, Journal of Behavioral and Applied Management, Vol. 9, No. 4 [Online] Available at:http://www.jbam.org/pubs/jbam/articles/Vol9/no2/JBAM_9_2_4.pdf[Accessed 10 June 2010]. Strain, C., 1995. Need for Autonomy as a Moderating variable in the Model of the Determinants of Salesperson Performance. [Online] Available at:http://www.sbaer.uca.edu/research/swma/1995/pdf/08.pdf[Accessed 10 June 2010].