Work Motivation and Employee Performance: A Study on Air Service Limited in Guyana

This dissertation aims to investigate the impact of work motivation on employee performance and productivity in Air Service Limited, Guyana. It explores the factors affecting work motivation and provides recommendations for improvement. The study uses a positivism philosophy, deductive approach, descriptive design, and survey research strategy. The sample size consists of 117 employees selected through simple random probability sampling. The research findings indicate a strong correlation between intrinsic and extrinsic motivation factors, as well as their correlation with employee performance and productivity. The study concludes that work motivation has a significant impact on employee performance and business productivity.

Running head: DISSERTATION
BUSINESS PROJECT (STRM-044) draft
A study of the work motivation of employees and its effect on their performance and business
productivity Air Services Limited, Guyana
Acknowledgements
MARCH 15, 2019
UNIVERSITY OF NORHTAMPTON

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Abstract

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The aim of the research is to investigate work motivation of the employees and its impact on
their performance as well as productivity of the business organizations. Motivation at work helps
the employees in keeping them glued to their roles and responsibilities and encourage them to go
an extra mile for fulfilling the organizational goals and objectives. Having a motivated workforce
is necessary for the business organizations, as this improves employee performance and
productivity and ensures competitive advantage. Air Service Limited is the most trusted name in
the Guyana’s sky with over five decades of service in the aviation industry. The study of work
motivation and its effect on employee performance and business productivity is investigated in
respect to Air Service Limited in Guyana.
Positivism philosophy, deductive approach, descriptive design and survey research strategy has
been applied for studying the work motivation and its effect on their performance and
productivity. 117 employees of Air Services Limited of Guyana have been selected as the sample
size by using simple random probability sampling technique. Primary data collection process and
quantitative data analysis technique has been used and results have been obtaibed by undertaking
co-relation and regression analysis in SPSS software.
The co-relation analysis results indicate that both intrinsic and extrinsic motivation factors are
strongly associated to each other, as the value obtained is .859 that is more than 0.7.
Additionally, the co-relation values between the intrinsic and extrinsic factors of work
motivation and employee performance and productivity are .544 and .592. Additionally, the co-
relation values obtained supports the results derived from the regression analysis, as the value
obtained is 0.000 that is less than 0.05. This indicates that the null hypothesis is rejected and
alternate hypothesis is accepted. Therefore, it can be concluded from the test results that work
motivation has an impact on employee performance and business productivity.

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Table of Contents

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Chapter 1: Introduction....................................................................................................................9
1.0 Overview................................................................................................................................9
1.1 Problem statement...............................................................................................................10
1.2 Research aim........................................................................................................................11
1.3 Research objectives.............................................................................................................11
1.4 Research questions...............................................................................................................11
1.5 Research hypotheses............................................................................................................11
1.6 Research rationale................................................................................................................12
1.7 Structure of the dissertation.................................................................................................13
1.8 Summary..............................................................................................................................14
Chapter 2: Literature review..........................................................................................................16
2.0 Overview..............................................................................................................................16
2.1 Conceptual framework.........................................................................................................16
2.2 Concept of motivation.........................................................................................................17
2.3 Factors affecting motivation................................................................................................17
2.3.1 Intrinsic factors.............................................................................................................17
2.3.2 Extrinsic factors............................................................................................................21
2.4 Theories of employee motivation........................................................................................25
2.4.1 Herzberg’s two-factor theory of motivation.................................................................25

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2.4.2 Maslow’s theory of motivation.....................................................................................26
2.5 Model of employee motivation............................................................................................27
2.5.1 4-drive model of employee motivation.........................................................................28
2.6 Concept of employee performance and productivity...........................................................29
2.7 Factors affecting employee performance and productivity.................................................30
2.7.1 Organizational culture..................................................................................................30
2.7.2 Stress.............................................................................................................................30
2.7.3 Working relationship and environment........................................................................31
2.7.4 Training and development............................................................................................31
2.8 Challenges in ensuring work motivation for employees.....................................................32
2.9 Benefits of having work motivation....................................................................................32
2.10 Impact of motivation on employee performance and productivity...................................33
2.11 Summary............................................................................................................................33
Chapter 3: Research methodology.................................................................................................35
3.0 Overview..............................................................................................................................35
3.1 Research outline...................................................................................................................35
3.2 Research philosophy............................................................................................................36
3.2.1 Giving reasons for applying positivism philosophy.....................................................36
3.3 Research approach...............................................................................................................36
3.3.1 Giving reasons for applying deductive approach.........................................................37

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3.4 Research design...................................................................................................................37
3.4.1 Giving reasons for applying descriptive design............................................................38
3.5 Research strategy.................................................................................................................38
3.5.1 Giving reasons for applying survey research strategy..................................................39
3.6 Sampling technique and size...............................................................................................39
3.6.1 Giving reasons for applying simple random probability sampling technique..............39
3.7 Data collection process........................................................................................................40
3.7.1 Giving reasons for applying primary data collection process......................................40
3.8 Data analysis technique.......................................................................................................41
3.8.1 Giving reasons for applying quantitative data analysis technique................................41
3.9 Ethical considerations..........................................................................................................41
3.10 Accessibility issues............................................................................................................42
3.11 Summary............................................................................................................................42
Chapter 4: Data analysis and evaluation of findings.....................................................................44
4.0 Overview..............................................................................................................................44
4.1 Descriptive analysis.............................................................................................................45
4.2 Inferential analysis...............................................................................................................48
4.2.1 Correlation analysis......................................................................................................48
4.2.2 Regression analysis.......................................................................................................53
4.3 Summary..............................................................................................................................58

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Chapter 5: Conclusion and recommendations...............................................................................59
5.0 Conclusion...........................................................................................................................59
5.1 Linking with objectives.......................................................................................................60
5.2 Recommendations................................................................................................................62
5.3 Future scope of the study.....................................................................................................64
Appendix 1.....................................................................................................................................75
Survey questionnaire.................................................................................................................75

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List of Figures
Figure 1: Conceptual framework...................................................................................................17
Figure 2: Hertzberg’s two-factor theory of motivation.................................................................26
Figure 3: Maslow’s theory of motivation......................................................................................27
Figure 4: 4-Drive Employee Motivation Model............................................................................29
Figure 5: Demographic analysis....................................................................................................45

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Chapter 1: Introduction
1.0 Overview
Employees are the heart of the business organizations and for any business organization
to operate smoothly, cooperation of the employees cannot replaced. According to Gerhart and
Fang (2015), motivation is referred to as the complexity of forces that helps in inspiring an
individual at work by intensifying the willingness and desires of using the potentialities for
achieving organizational objectives and goals. Considering the competitive labor market,
retaining a productive employee is a huge task for the business organizations. Motivation at work
helps the employees in keeping them glued to their roles and responsibilities and encourage them
to go an extra mile for fulfilling the organizational goals and objectives (Deci and Ryan 2014).
Work motivation results in improved performance and productivity because the
employees show greater level of dedication and commitment towards their work roles. As a
result, the works delivered by the employees have high quality and are delivered within
deadlines. Work motivation also ensures support for each other thereby, improving the
performance and productivity of fellow colleagues. However, performance and motivation
cannot be regarded as equal phenomenon. This is because effective realization of a task is not
only motivation but also a factor (Njoroge and Yazdanifard 2014). Therefore, having a motivated
workforce is necessary for the business organizations, as this improves employee performance
and productivity and ensures competitive advantage.
Air Service Limited is the most trusted name in the Guyana’s sky with over five decades
of service in the aviation industry. The company offers efficient, safe and reliable services to all
the Guyana’s domestic destinations. It is located at the EFC International Airport, Ogle, East

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Coast Demerara and operates an extensive fleet of 25 aircrafts that includes helicopters as well.
The company was registered in 1978 and today the company supports government, tourism,
shop-owners and miners. The company has also started its Flight training school that is approved
by GCAA. The study of work motivation and its effect on employee performance and business
productivity is investigated in respect to Air Service Limited in Guyana (Aslgy.com 2019)
1.1 Problem statement
Issues in motivation at work are a widely researched topic, as there is no specific way of
ensuring motivation continuously for the employees. Ensuring work motivation is a major issue
for Air Service Limited in Guyana because it is difficult to understand the needs and desires of
each employee within the workforce. The workplace is a diversified place with people having
distinctive beliefs, needs and desires (Ganta 2014). It is difficult for the human resource
management of Air Service Limited in Guyana to identify the motivational factors for individual
employees continuously that affect their performance and productivity. As the employees lack
adequate motivation, their engagement, commitment and dedication towards job roles and
responsibilities are compromised due to which their performance is questioned (Afsar, Badir and
Kiani 2016).
The employees are unable to perform that result in poor quality in work, failing to meet
deadlines and offering the best within time in Air Service Limited in Guyana. Due to this, the
productivity of the employees is negatively affected that also hampers the organizational
productivity. Another issue noticed with motivation is that it is not a constant thing. Once an
employee achieves motivation, it does not stay for long, as the needs and desires of the
employees keep on changing thereby, making it an issue for Air Service Limited in Guyana
(Perryer et al. 2016).

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1.2 Research aim
The aim of the research is to investigate work motivation of the employees and its impact
on their performance as well as productivity of the business organizations.
1.3 Research objectives
The objectives of the research are:
 To understand the concept of motivation, employee performance and productivity
 To critically analyze the factors affecting work motivation
 To assess the relationship between work motivation and employee performance and
productivity
 To provide suitable recommendations for improving work motivation and improving
employee performance and productivity
1.4 Research questions
The questions of the research are:
 What do you mean by work motivation, employee performance and productivity?
 What are the factors affecting work motivation for the employees?
 What is the relationship between work motivation and employee performance and
productivity?
 What are the suitable recommendations for improving work motivation and improving
employee performance and productivity?
1.5 Research hypotheses
The hypotheses of the research are:

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H0: Work motivation has no impact on employee performance and productivity
H1: Work motivation has an impact on employee performance and productivity
1.6 Research rationale
Study of work motivation of employees and its impact on employee performance and
productivity for Air Service Limited in Guyana is important, as this offers provision for
addressing the existing gap of work motivation on performance and productivity of the
employees. The significance of the research underlies with the fact that it will provide an
opportunity for the researcher to recognize the potential reasons that results in lack of work
motivation in Air Service Limited in Guyana due to which the employee performance and
productivity is compromised (Lazaroiu 2015). Therefore, identifying the potential reasons of
inappropriate work motivation will enable the researcher to determine the relationship between
work motivation and employee performance and productivity. As a result, it will be easier to
compare and contrast the employee performance and productivity regardless of the presence or
presence of work motivation in Air Service Limited in Guyana (Jayaweera 2015).
The research will also help in finding the potential factors that leads to lack of work
motivation for the existing workforce in Air Service Limited in Guyana. As a result, the research
will help in determining which work motivational factors Air Service Limited in Guyana lack
that is having a negative impact on the performance of the employees and productivity of the
business (Rusu and Avasilcai 2014). In addition to, identifying the gaps or challenges of ensure
appropriate work motivation, the research will help in suggesting suitable ways of of achieving
work motivation for the employees in order to ensure improved performance and productivity.
Therefore, it can be said that this research is significant, as it will help in analyzing the impact of

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motivation on employee performance and productivity in Air Service Limited in Guyana
(Khuong and Hoang 2015).
1.7 Structure of the dissertation
Five chapters form the entire structure of the dissertation. The five chapters include
introduction, literature review, research methods, data analysis, conclusion and
recommendations.
Chapter 1: Introduction
As the name suggests, this is the introductory chapter that shares relevant information
about the research topic followed by addressing the problem statement that is intended to be
investigated throughout the research. Based on the information, research aim, objectives and
hypotheses are formulated thereby, laying the overall structure of the study and rationalizing the
selection of the topic.
Chapter 2: Literature review
As the name suggests, literature review signifies reviewing past researches that has been
conducted in the selected field with the aim of developing better understanding. The chapter
critically analyzes the information of past researches and refers to relevant theories and models
for enriching the quality of information.
Chapter 3: Research methods
This chapter is developed and structured with the aim of gathering deeper understanding
about the various research tools that are present by defining each of them and highlighting their

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significant characteristics. This is followed by explaining the selection of specific research tools
in relevance to the research topic.
Chapter 4: Data analysis and evaluation of findings
As the name suggests, the chapter analyzes relevant data that is collected as per selected
research methods. The analyzed data is evaluated and interpreted in respect to the topic so that
research aim, objectives and hypotheses can be achieved. The findings are referred to
information provided in previous chapters of the research for authenticating the analysis.
Chapter 5: Conclusion and recommendations
The last chapter highlights the overall conclusion that is drawn from all the chapters. The
chapter mentions the identified gap followed by methods of overcoming the challenges followed
by proposing the future scope of the study.
1.8 Summary
Thus, in this chapter, it can be summarized that work motivation is crucial in determining
increased employee performance and productivity. Having adequate work motivation is
important due to several reasons including meeting organizational goals and objectives
successfully. Work motivation results in greater employee focus and dedication towards their job
roles and responsibilities thereby, ensuring positive impact on performance and productivity. As
a result, Air Service Limited in Guyana can achieve higher outputs and levels in the business
environment. In spite of being significant, ensuring motivation among the employees is difficult,
as it varies from employee to employee. This is because each employee has distinctive nature,
attitude and desires that results in lack of work motivation. Ensuring work motivation needs

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continuous focus as this keeps on changing and lack of motivation leads to poor employee
performance and business productivity in Air Service Limited in Guyana.

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Chapter 2: Literature review
2.0 Overview
This chapter focuses on reviewing past literatures about the identified independent and
dependent variables. For this study, the literature review considers past literatures in respect to
motivation at work and employee performance by referring to theories and models of employee
motivation at work. The viewpoints of different researchers are shared and critically evaluated
that helped in gathering in-depth knowledge and significance of work motivation for employees
and its influence on employee performance and productivity.

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Motivation
Intrinsic
Social status and contact
Honor
Power
Independence
Acceptance
Extrinsic
Benefit packages
Rewards and recognition
Career growth opportunities
Performance appraisal
Employee performance and productivity
Organizational culture
Stress
Working relationship and environment
Training and development
2.1 Conceptual framework
Figure 1: Conceptual framework
(Source: Created by Author)
2.2 Concept of motivation
Motivation is a widely researched topic for several years and is of utmost significance in
workplace for deriving the best out of the employees. As commented by Shahzadi et al. (2014),
motivation is defined as the driving force that influences the individuals in achieving their
desired goals. However, as argued by Ahmad et al. (2014), the concept of motivation is said to
decrease physical and mental pain and increase pleasure while conducting activities. Therefore, it

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can be inferred that motivation is the reason behind the action and willingness of the individuals
while achieving their goals and objectives. Having a motivated workforce is significant and
crucial in ensuring that the business organizations are able to achieve their organizational goals
and objectives. In Air Services Limited Guyana, it has been seen that the employees lack
adequate motivation due to the increased physical and mental pain they have to bear for
achieving organizational goals and objectives and lacks pleasure.
2.3 Factors affecting motivation
Motivation is a difficult aspect to ensure for the individuals, as the motivational factors
differ from individual to individual and is not stagnant. Therefore, it is necessary for the
management to harness the motivational for enhancing the performance and productivity of the
employees (Ganta 2014). Both internal and external factors affect work motivation of the
employees.
2.3.1 Intrinsic factors
As the term suggests, intrinsic motivation means that the motivational stimuli for the
individuals is coming from inside. This suggests the self and inner desire of the individuals to
perform specific tasks because the results support the individual belief system or fulfill a specific
desire. The intrinsic factors affecting motivation are acceptance, independence, power, honor and
social status.
Acceptance
The employees spend a considerable amount of time at work and eventually the
workplace becomes a second home of them. According to Mishra, Akman and Mishra (2014),
the employees need to have a feeling of belongingness at workplace that makes them feel

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motivated. The employees need to feel that their decisions and contributions are accepted within
the organizations as well as by the fellow colleagues. However, as argued by Lee and Steers
(2017), being accepted is a two-way process in which the employees also need to accept the
organizational culture and fellow colleagues. This makes the process of acceptance more easy
and smooth, as both the parties are ready to embrace each other’s good and bad thereby,
motivating the employees.
As mentioned by Kuranchie-Mensah and Amponsah-Tawiah (2016), the employees
should be allowed to voice their opinion and ensured that their opinions are taken into
consideration in order to feel accepted at workplace. The feeling of being significant a workplace
ensures work motivation. As a result, the employees show greater involvement and commitment
towards the job roles and responsibilities thereby, highlighting that they are being accepted by
the organization. This motivates the employees, as they feel at home and an integral part of the
organization and in the success and achievements of the organization. However, the employees
at Air Services Limited of Guyana does not feel accepted that is hampering their work
motivation largely.
Independence
The workplace is a highly competitive place with employees giving their best to shine
among others. According to Hameed, Ramzan and Zubair (2014), the employees feel motivated
when they develop the sense of being unique at workplace. Autonomy in the workplace indicates
the freedom given to the employees while working. Independence at workplace provides an
opportunity for the employees to set their own schedules. This act as motivation at work and
helps in bringing the best out of the employees, as the employees are able to work according to

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their convenience. They are able to plan and prioritize their work that helps them in achieving
goals and objectives more effectively and efficiently. However, the concept of independence or
autonomy at workplace varies from organization to organization.
However, as criticized by Elnaga and Imran (2014), the ability to take own decisions at
work encourages the employees and develops a sense of independence among them. The feeling
of being responsible for own work and not reporting to anyone results in motivation. This is
because the employees feel that they are reliable and responsible enough for the job roles and
responsibilities given to them. As a result, the employees feel motivated and give their best so
that they do not let themselves down. In Air Services Limited of Guyana, the employees are
hardly offered independence that is affecting their work motivation negatively.
Power
All the individuals have the desire to be able to influence others and get productive
output. According to Irawanto (2015), having the power to ensure that others follow or abide by
the orders given by them helps in motivating the employees significantly. The feeling of having a
positive impact on others and ensuring that their opinions and decisions are taken into account
motivates the employees and improves their performance. This provides an opportunity for the
employees to guide and support fellow colleagues thereby, fulfilling organizational aim and
objectives. However, as argued by Bradler et al. (2016), having the power allows the employees
to develop and ensure discipline within the organizations. This motivates the employees because
they feel that their initiative in ensuring compliance with organizational policies and rules is
crucial. As a result, the sense of being important for the organization ensures work motivation
and improving the employee performance.

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The employees in Air Services Limited of Guyana do not have any power and are bound
to follow the orders to the supervisors that compromise the feeling of being important and affect
the work motivation thereby, affecting the employee performance and business productivity
negatively.
Honor
Being honored is one of the key intrinsic factor that motivates the employees. According
to Zamecnik (2014), being honored while working in the organization helps in motivating the
employees. This is because the employees feel respected for who they are and for the principles
they carry while working. The employees are not questioned for their values, ethics and culture
and let the individual shine. The feeling of being respected by all others within the organizations
helps in motivating the employees. As a result, the employees are able to flaunt their skills and
expertise without hesitation that brings the best out of the employees and improves employee
performance largely. However, as argued by Dugguh and Dennis (2014), when the employees
are honored for their work, their satisfaction and productivity rises and they are motivated to
maintain or enhance their good work within the organization. Additionally, honoring the
employees ensures that all the employees are treated equally regardless of their background and
beliefs and are given equal opportunities at workplace solely based on their work skills and
capabilities.
The employees in Air Services Limited of Guyana are not honored appropriately that is
affecting the work motivation thereby, affecting the employee performance and business
productivity negatively.
Social status and contact

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Individuals feel happy and motivated when they are considered important and given
importance irrespective of anything. As known, employees are the key pillars of the business
organizations those work hard for achieving organizational goals and objectives. Thus, it is
important for the business organizations to make the employees happy and satisfied. According
to Janssen and Gao (2015), making the employees feel important is one of the ways of
motivating them and improving their performance. Once the employees feel important, they
become more serious about their job roles and responsibilities and their contribution towards
organizational success. The seriousness motivates the employees in giving their best and taking
extra initiatives for fulfilling their roles and responsibilities. However, as argued by Hitka et al.
(2015), making the employees feel important can take ugly turn when the employees take the
importance given to them for granted. As a result, the employees of Air Services Limited in
Guyana are generating casualness that is hampering their performance because the employees
show no seriousness towards their job responsibilities.
2.3.2 Extrinsic factors
As the name suggests, extrinsic motivation means that the motivational stimuli for the
employees are coming from outside. This signifies that the desire to perform tasks for the
employees is influenced by outside sources. The different types of extrinsic factors affecting
motivation are benefit packages, rewards and recognition, career growth opportunities and
performance appraisals.
Benefit packages
As the employees gives a major portion of their daily life to the company and carving the
path of success for the organization with their dedication and commitment, it is important to

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offer benefits for their sheer hard work and effort. According to Osibanjo et al. (2014), profit
sharing is one of the benefits that can help in motivating the employees. With profit sharing, the
employees are given some portion of the profit that the organization gains. This is a token of
appreciation that the organization has to offer to the employees for their hard work and sincerity
that helped the organization in gaining the profit. This motivates the employees, as they know
that every time the organization gains profit, they will be rewarded.
However, as argued by Negash, Zewude and Megersa (2014), benefits such as paid
vacations, sick leaves, retirement and pension plan, childcare and life insurance are other types
of benefit packages that help in motivating the employees. The aforementioned benefit packages
can only be offered to employees those are working full time with the organization because
offering such benefits to contractual employees can result in loss for the organizations. These
benefit packages make the employees feel valued and significant for the effort they put in and
acts as refreshment as well. As a result, the employees bounce back with improved dedication
and commitment. Inadequate benefit packages in Air Services Limited in Guyana is affecting the
work motivation thereby, affecting employee performance and business productivity.
Recognition and rewards
When the employees and their work are valued by the business organizations, their
motivation level increases and push them to do better at work. According to Yousaf et al. (2014),
bonuses are a type of rewards and recognition that can be offered by the business organizations
to the employees for their hard work and effort. As a result, the tendency of getting rewarded
each time motivates the employees to maintain their performance as well as improve their

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performance and productivity. The different types of bonuses that business organizations have to
offer to the employees are annual bonus, quarterly bonus, spot bonus and micro bonuses.
However, as argued by Bradler et al. (2016), praising the employees verbally for the
work they do each time also helps in motivating the employees. This is also cost effective for the
business organizations because the company does not have to spend financial resources in terms
of bonuses every now and then. Verbal praising also helps in bringing the hard work and effort
of individual employees in notice to other employees. The mass recognition and reward is like
adding a star to the performance of the employees and motivates them to perform better and
getting praised henceforth. Inappropriate rewards and recognition in Air Services Limited in
Guyana is affecting the work motivation thereby, affecting employee performance and business
productivity.
Career growth opportunities
Stagnancy and monotonousness at work lowers employee performance and productivity.
Therefore, the business organizations need to make sure that the employees have something new
to look into while working. According to Wang et al. (2014), training and development programs
offered by the business organizations provides an opportunity for the employees to improve their
existing skills as well as learning new skills according to the need of the business environment.
The opportunity of learning something new creates curiosity and enthusiasm in the employees
thereby, motivating them. As a result of learning new skills and improving the existing ones, the
performance of the employees are improved largely.
However, as criticized by Safiullah (2015), internal recruitment process is a type of
career growth opportunities provided to the employees. According to this career growth

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opportunity, the employees are given different and additional roles and responsibilities based on
their performance records. However, before giving additional responsibilities, the business
organizations need to determine the suitability of the employees. This is because after given
additional responsibilities, the employees might fail to fulfill the new roles and responsibilities.
Therefore, career growth opportunities motivate the employees, as they are given new options
ate workplace that eradicates the monotonous and stagnant nature of their work.
Lack of appropriate career growth opportunities Air Services Limited in Guyana is
affecting the work motivation thereby, affecting employee performance and business
productivity.
Performance appraisals
Self-development is the most important and effective benefit for an employee. According
to Sanyal and Biswas (2014), performance appraisals are effective in improving employee
performance by giving positive feedback and identifying areas of improvement for the
employees. This helps in motivating the employees if the appraisal is supported by good merit.
As the employees are able to identify the issues within them in terms of performance, they are
able to overcome it that helps in performance improvement. However, as argued by Dusterhoff,
Cunningham and MacGregor (2014), performance appraisal helps in eliminating inappropriate
behavior but also work-quality problems. This helps in motivating the employees to contribute
more towards the business organizations. Additionally, performance appraisal also helps in
providing data to the managers based on which they may judge the suitability of the employees
for future job assignments. Issues in the performance appraisals in Air Services Limited in

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Guyana is affecting the work motivation thereby, affecting employee performance and business
productivity.
2.4 Theories of employee motivation
In order to understand the concept of motivation more appropriately and deeply theories
of employee motivation are discussed and described. For this study, Herzberg’s two-factor
motivational theory and Maslow’s theory of motivation are discussed and referred to for
developing deeper understanding about work motivation in ensuring employee performance and
productivity.
2.4.1 Herzberg’s two-factor theory of motivation
In order to ensure improved employee performance and productivity, the human resource
management needs to focus on employee motivation at work. As mentioned by Alshmemri,
Shahwan-Akl and Maude (2017), Herzberg’s two-factor theory mentions that employees strive
for achieving hygiene, as they lack happiness. The theory aim towards identifying and satisfying
the individual needs of the employees that helps in motivating them. However, as argued by
Ozguner and Ozguner (2014), the hygiene factors once achieved in the theory does not tend to
stay longer. Thus, it can be inferred that the motivational factors does not tend to stay for longer.
Therefore, eradicating the dissatisfactory factors does not necessarily motivate the employees
and improve their performance.

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Figure 2: Hertzberg’s two-factor theory of motivation
(Source: Created by Author)
The aforementioned factors need to be ensured by Air Services Limited in Guyana for
motivating the employees. As a result, ensuring hygiene factors according to the theory helps in
gaining psychological peace for the employees at workplace thereby, motivating them in
performing the best.
2.4.2 Maslow’s theory of motivation
The concept of Maslow’s theory of motivation highlights motivation as a psychological
and internal process that directs, energizes and sustains the behavior of an individual. The
founder of the theory believes that individuals must be ensured internal satisfaction for engaging
and participative nature of the employees (Zameer et al. 2014). The different stages of Maslow’s
theory of motivation are psychological, safety, belongingness, self-esteem and self-actualization.
Hygiene factors
Accomplishment
Recognition
Professional growth
Working environment
Improvement opportunities
Roles and responsibilities
Unhygienic factors
Organizational policies
Supervision and relationship with
managers
Work environment
Job security
Performance appraisal
Monthly wage

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Figure 3: Maslow’s theory of motivation
(Source: Bellotti et al. 2015)
The psychological needs of the theory indicate the inner satisfaction and pleasure of the
employees while working in terms of the roles and responsibilities, working environment and
relationship with others in the organization. However, this is s difficult thing to ensure because
the psychological needs of individual employees differ. Additionally, the business organizations
need to ensure workplace safety and security by offering them accidental benefits, financial
security, personal security and health and safety benefits. Moreover, Air Services Limited in
Guyana has to show belongingness, love, respecting the self-esteem and self-actualization of the
employees thereby, motivating them in performing better (Petty 2014).
2.5 Model of employee motivation
4-drive employee motivation is a model that business organizations can implement and
focus on for motivating the employees to perform effectively and efficiently. The model is

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divided into four segments and each segment focus on particular attributes for motivating the
employees.
2.5.1 4-drive model of employee motivation
Acquiring and achieving is the first segment of the model that aim towards providing
improved salary, incentives and wages to the employees according to the individual performance
of the employees. As a result, the employees are motivated on the monetary ground and to make
this effective business organizations offer an estimated 20%-30% hike in the employee salary
thereby, forcing them to perform better (Sahito and Vaisanen 2017).
Bonding and belonging is the second segment of the model that aims towards team
building features of the business organizations. Effective team building develops positive
relationships and friendly behavior among the employees thereby, facilitating support and help
towards each other. As a result, employees help and back up fellow employees and push them in
giving better performance by motivating and encouraging those (Peters 2015).

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Figure 4: 4-Drive Employee Motivation Model
(Source: Peters 2015)
Establishing efficacy within the existing workforce is the third segment of the model. As
a result, the employees feel motivated for earning incentives for their performance. Business
organizations use this segment for ensuring that the employees meet the set targets successfully
(Zafarullah and Pertti 2017).
Defining and defending the status is the last segment that aim towards keeping the status,
relationships and objectives intact by motivating the employees and ensuring that the employees
focus on their ultimate target. This segment is highly facilitated by small and medium sized
organizations for defending the ideas, status and ultimate status of the purpose (Brouwer and
Conboy 2017).
2.6 Concept of employee performance and productivity
Employees are considered as the backbone for the business organizations and their
contribution and efficiency help the business organizations in achieving the desired outcomes
and be successful. According to Cording et al. (2014), employee performance is defined as the
activities related to job that is expected from an individual employee that is determined by
accessing how appropriately the employee have been able to fulfill it. The performance and
productivity of the employees are accessed by the business organization either annually or
quarterly that helps them in recognizing the areas that needs further improvement. However, as
argued by Samnani and Singh (2014), employee performance and productivity is defined as the
dedication and efficiency shown by the employees while performing the job roles and
responsibilities. In Air Services Limited Guyana, the employees are failing to fulfill the activities

31DISSERTATION
related to their job roles and responsibilities that are affecting the productivity due to quality and
delivery issues.
2.7 Factors affecting employee performance and productivity
The different factors affecting employee performance and productivity are organizational
culture, stress, working relationship and environment and training and development. It is
important for the business organizations to identify the performance needs of the employees and
work towards improving it for better organizational performance and gaining competitive
advantage.
2.7.1 Organizational culture
Organizational values are defined as the set of behaviors and values that helps in
establishing a unique psychological environment of an organization. As mentioned by Hogan
and Coote (2014), organizational culture is developed with the aim of providing a friendly and
positive working environment for the employees. As a result, the employees feel free to express
them while working and bring out their best without any hesitation. However, as criticized by
O’Reilly et al. (2014), apart from promoting positive and healthy working environment,
organizational culture also facilitates high morale that intends towards enhancing employee
performance. Lack of improved and high morale results in inadequate confidence in the
employees of Air Services Limited in Guyana that restricts them from performing better and be
highly productive.
2.7.2 Stress
Working under pressure has become a common phenomenon for the employees due to
increased competition inside and outside the business organizations. According to Reb et al.

32DISSERTATION
(2018), increased stress affects the performance of the employees because it restricts the ability
of the employees to concentrate on their job roles and responsibilities. Therefore, upon
accessing, it is seen that the employees are unable to perform their duties and achieve both
individual and individual targets. The employees are unable to concentrate because they keep on
thinking about it consciously and unconsciously that result in concentration diversion. However,
as argued by Elder et al. (2014), stress prohibits the employees to give their best because
prolonged exposure to stress results in severe health issues such as fatigue, headache, high blood
pressure and heart diseases. Health issues hamper the work flow of the employees of Air
Services Limited in Guyana that affects their performance negatively.
2.7.3 Working relationship and environment
Working environment and relationship plays a significant role in bringing out the best
from the employees. As commented by Dul and Ceylan (2014), the workplace is a highly
diversified place with employees from various backgrounds and beliefs that needs to be
respected. Mutual respect at workplace is a common phenomenon that is needed to establish a
positive working environment and relationship among the employees. Mutual respect provides
an opportunity for the employees to work without hesitation of expressing themselves and
supporting each other in overcoming challenges at work. However, as argued by Tsai et al.
(2015), positive relationship and environment at workplace can also be established by giving
equal opportunities to all the employees. The assurance that all the employees of Air Services
Limited in Guyana are given equal treatment influences the employees to perform better and get
acknowledged and appreciated based on individual merits and abilities.

33DISSERTATION
2.7.4 Training and development
Training and development is another strategy that can be undertaken for ensuring that
employee performance and productivity is enhanced and maximized. As opined by Falola,
Osibanjo and Ojo (2014), conducting appropriate training and development session provides an
opportunity for the employees to improve their existing skills that can serve as a benefit for the
business organizations. The business organizations are benefitted, as they are able to retain their
employees and also because they are able to improve the knowledge of the existing workforce.
However, as argued by Asfaw, Argaw and Bayissa (2015), training and development helps the
employees in learning new skills that can boost their performance and make them more
productive. This allows the employees to develop self-confidence about their ability to work
better and efficiently. Air Services Limited in Guyana is unable to identify the training and
development needs of the employees and arrange sessions accordingly. As a result, the
employees of Air Services in Guyana are unable to learn new skills according to industry
requirements as well as upgrade and sharpen their existing skills due to which the performance
and productivity are equally hampered.
2.8 Challenges in ensuring work motivation for employees
Motivation is highly self-centric and factors motivating one employee differ largely from
that of another employee. According to Ozcelik (2015), the main reason of motivation being a
challenge is due to the changing and distinctive needs of the work force. As the workplace
comprises of large number of employees, understanding and identifying the motivational factors
for each employees is extremely difficult. Different employees have different beliefs attitudes,
values and backgrounds and business organizations are unable to consider the existing diversity
in their workforce. As a result, they are not aware and unclear about the distinctive ways of

34DISSERTATION
motivating their diversified workforce. However, as criticized by Hanaysha (2016), motivating
the employees is a challenge because ineffective communication fails in encouraging the
employees to be involved in the decision-making process. As a result, the employees feel
insignificant and not valued for the business organizations due to which they develop lack of
motivation that questions their performance and productivity.
2.9 Benefits of having work motivation
Considering the increased competition inside and outside the business organizations, it
can be inferred that having a highly motivated workforce is necessary for the business
organizations. According to Massenberg, Spurk and Kauffeld (2015), work motivation helps in
ensuring improved employee performance and productivity. This is because the actions of the
employees determine the rate of production directly. The cumulative effect of employee
motivation affects the productivity of the individual employees. Highly motivated employees do
not engage themselves in activities that undermine their productivity. However, as criticized by
Caudill (2015), having a motivated workforce facilitates the establishment of positive and
friendly working environment that provides an opportunity for the employees offer help, support
and guidance for each other. This helps the employees have each other’s back and help fellow
employees in overcoming challenges with support from co-workers. As a result, the employees
are able to build an effective team that highlights support, co-ordination and co-operation for
each other thereby, ensuring improved employee performance and productivity.
2.10 Impact of motivation on employee performance and productivity
Performance and motivation cannot be treated as equivalent phenomenon. According to
Zameer et al. (2014), employee motivation helps in bringing out the best out of the employees
thereby, making them highly productive. The employees take extra initiatives while performing

35DISSERTATION
their job roles and responsibilities that highlights improved performance and high productivity.
Improved employee performance and productivity carves organizational effectiveness and
success thereby, enabling competitive advantage and sustaining the competitive market.
However, as argued by Hameed, Ramzan and Zubair (2014), having a motivated workforce
makes the employees highly efficient. Employee efficiency results in improved employee
productivity, as they are highly focused to their individuals goals and objectives that allow them
to deliver high quality work within specific time.
2.11 Summary
Thus, in this chapter, it can be summarized that work motivation plays a major role in
influencing improved employee performance and productivity. Adequate and appropriate
motivation at work helps in keeping the employees aligned and fixed towards organizational
goals and objectives by doing justice to their job roles and responsibilities. Improved employee
performance and productivity helps the business organization to be successful and gain
competitive advantage. However, employee motivation is a tough thing to achieve because it
varies based on individual needs and desires and considering it based on individual perspectives
is difficult.

36DISSERTATION
Chapter 3: Research methodology
3.0 Overview
The research methods chapter sheds light on the different types of existing
methodological tools that are used while undertaking a research study. In this chapter, each type
of research methods are mentioned, defined and discussed by highlighting their characteristics.
Based on the information, the specific research method is selected and justified for using it for
this research. Alongside, the chapter also mentions the ethical considerations and the
accessibility issues that were encountered while undertaking the research. Therefore, the research
methods are selected with the aim of studying the work motivation of employees and its effect on
their performance and business productivity.
3.1 Research outline
Positivism philosophy, deductive approach, descriptive design and survey research
strategy has been applied for studying the work motivation and its effect on their performance
and productivity. Based on the aforementioned selected methodologies, 117 employees of Air
Services Limited of Guyana have been selected as the sample size by using simple random
probability sampling technique. As a result, primary data collection process is used because data
has been collected on this topic for the first time. The collected data is analyzed using
quantitative data analysis technique by using co-relation and regression technique in SPSS
software. As a result, studying work motivation of employees and its effect on their performance
and business productivity is analyzed successfully.

37DISSERTATION
3.2 Research philosophy
Positivism philosophy has been used for studying work motivation of employees and its
effect on their performance and business productivity for Air Services Limited, Guyana (Mackey
and Gass 2015).
3.2.1 Giving reasons for applying positivism philosophy
According to the characteristics provided, positivism philosophy is used while
undertaking the study. The use of positivism philosophy is rationalized because this helps in
accepting and rejecting the hypotheses formulated thereby, determining whether work
motivation of employees affects the performance of the employees in Air Service Limited in
Guyana and the business productivity. The impact of work motivation is further observed by
using suitable statistical approaches thereby, deriving highly reliable and valid data. The data
gathered by using positivism philosophy helps in understanding the impact of work motivation
on the performance of the employees and the business productivity of Air Service Limited in
Guyana by using logic and factual knowledge (Silverman 2016).
3.3 Research approach
Deductive approach has been used for studying work motivation of employees and its
effect on their performance and business productivity for Air Services Limited, Guyana (Taylor,
Bogdan and DeVault 2015).
3.3.1 Giving reasons for applying deductive approach
According to the characteristics provided, deductive approach is used while undertaking
the study. This is because the use of deductive approach helps in either accepting or rejecting the
hypotheses on whether work motivation of employees has an effect on the performance of the

38DISSERTATION
employees and business productivity of Air Services Limited in Guyana. Additionally, the use of
deductive approach facilitates referring to theories and models of motivation and relating it to the
current work motivation of employees of Air Services Limited and its impact on employee
performance and business productivity (Flick 2015). Herzberg’s theory of motivation and
Maslow’s theory of motivation has been used for understanding the impact of work motivation
on employees and its impact on their performance and business productivity. The model used is
understanding motivation and its impact is 4-drive model thereby, transforming general
information about motivation to the present work motivation of employees in Air Services
Limited in Guyana (Neuman and Robson 2014).
3.4 Research design
Descriptive design has been used for studying work motivation of employees and its
effect on their performance and business productivity for Air Services Limited, Guyana (Bresler
and Stake 2017).
3.4.1 Giving reasons for applying descriptive design
According to the characteristics provided, descriptive design is used while undertaking
the study. As mentioned in the previous section, descriptive design allows finding the current
work motivation issues for Air Limited Services in Guyana that is hampering the performance of
the employees and the productivity of the business (Alvesson and Skoldberg 2017). Identifying
the work motivational issues in Air Services Limited offers the provision of accessing the
relationship between work motivation and employee performance and business productivity
thereby, analyzing the impact on each other. In addition to, descriptive design helps in finding
the reasons why Air Services Limited in Guyana is facing work motivational issues. Finding the
reasons of the work motivation issues help in suggesting possible ways of overcoming it and

39DISSERTATION
improving employee performance and business productivity for Air Services Limited in Guyana
(Ledford and Gast 2018).
3.5 Research strategy
Survey research strategy has been used for studying work motivation of employees and
its effect on their performance and business productivity for Air Services Limited, Guyana (Choy
2014).
3.5.1 Giving reasons for applying survey research strategy
According to the characteristics provided, survey research strategy is used while
undertaking the study. As mentioned in the previous section, the survey research strategy offers
the provision for collecting data from a large population. In this case, the survey research
strategy allowed collecting data from the employee population of Air Services Limited in
Guyana (Bauer 2014). This research strategy is the best suited because the work motivation is to
be studied in the research from the perspectives of the employees and therefore, they are the best
suited population to highlight the current work motivational issues in Air Services Limited. Once
the employee population of Air Services Limited in Guyana highlights the work motivation
issues they are facing currently, it is easier to determine the impact of issues on the performance
of the employees and business productivity (Jamshed 2014).
3.6 Sampling technique and size
Simple random probability sampling technique has been used for studying work
motivation of employees and its effect on their performance and business productivity for Air
Services Limited, Guyana (Smith 2015).

40DISSERTATION
3.6.1 Giving reasons for applying simple random probability sampling technique
According to the characteristics provided, simple random probability sampling technique
is used while undertaking the study. The selected sampling technique is best suited because it
provides random and equal chances for the entire employee population to be a part of the data
collection process. Therefore, the current employee population of Air Services Limited in
Guyana has equal and random chances to share their opinions about the work motivation issues
they are facing currently and how it is affecting their performance at work and business
productivity. However, from the entire employee population of Air Services Limited, 117
employees has been selected randomly for studying work motivation and its effect on
performance and business productivity (Walliman 2017).
3.7 Data collection process
Primary data collection process has been used for studying work motivation of employees
and its effect on their performance and business productivity for Air Services Limited, Guyana
(Reynolds et al. 2014).
3.7.1 Giving reasons for applying primary data collection process
According to the characteristics provided, primary data collection is used while
undertaking the study. The use of primary data collection process allows collecting data about
current scenario of work motivation for Air Services Limited in Guyana (McCusker and
Gunaydin 2015). Additionally, this is the first time the work motivation and its effect on
employee performance and business productivity is investigated for Air Service Limited in
Guyana. Collecting primary data from the employees of the selected company provides better
information about the motivational issues and its impact on employee performance and business
productivity (Isaacs 2014).

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3.8 Data analysis technique
Quantitative data analysis technique has been used for studying work motivation of
employees and its effect on their performance and business productivity for Air Services
Limited, Guyana (Mukhopadhyay and Gupta 2014).
3.8.1 Giving reasons for applying quantitative data analysis technique
According to the characteristics provided, quantitative data analysis technique is used
while undertaking the study. This provides an opportunity to consider the number of employees
of Air Services Limited sharing an opinion about the work motivation issues and its impact on
employee performance and business productivity. The primary data collected is analyzed using
co-relation and regression analysis by SPSS software. Co-relation analysis helps in
understanding the relationship between the factors and regression analysis helps determining the
approval and rejection of the hypotheses formulated in the first chapter (Dumay and Cai 2015).
3.9 Ethical considerations
Abiding by the research ethics is a significant aspect of completing a research
successfully. The first and foremost research ethics is data confidentiality. According to this
ethics, the identity and the data shared by the participants needs to be kept confidential and
cannot be disclosed without individual consent. This eradicates the chances of conflicts and
biasness in the data collection process thereby, enriching the quality of the investigation. Another
significant research ethics is willing participation. The respondents cannot be forced to be a part
of the data collection process and should share their opinions willingly. Therefore, signing the
consent form by the respondents is a way of abiding by the research ethics of willing
participation (Bugos et al. 2014). As the research is conducted with the aim of social benefit, the
surrounding environment cannot be harmed. The data used for developing the research cannot be

42DISSERTATION
manipulated and original form of data should be used. This ensures data reliability and validity
thereby, considering it as an authentic secondary source for future researchers. Additionally, the
data should be collected from authentic sources and the collected data should be used for
academic purposes only (Haahr, Norlyk and Hall 2014).
3.10 Accessibility issues
Time and budget were the two factors that resulted in accessibility issues while
undertaking the research. Due to lack of adequate time, the researcher had to rush the
investigation of the study. The researcher got limited opportunities of meeting the supervisor that
made it difficult for the researcher to know whether the investigation is proceeding in the right
direction or not. Additionally, limited time for completion of the work restricted conducting
extensive research while developing the study. Apart from time, budget has also been an issue.
Inadequate budget restricted the researcher accessing significant and relevant information about
the topic, as it asked paying.
3.11 Summary
Thus, in this chapter, it can be summarized that appropriate and most suitable research
methods has been used for studying work motivation in Air Services Limited in Guyana and its
effect on employee performance and business productivity. The selected research methods
helped in analyzing the current motivational aspect of Air Service Limited in Guyana that helped
in evaluating the performance of the employees and its impact on the business productivity.

43DISSERTATION
Chapter 4: Data analysis and evaluation of findings
4.0 Overview
This chapter evaluates the data collected by using survey research strategy. Both
descriptive and inferential analysis has been used in this chapter for analyzing the quantitative
data that is collected from 117 employees of Air Services Limited in Guyana. The application of
inferential statistics has facilitated the undertaking of both co-relation and regression analyses.
Co-relation analysis has allowed the determining the strength of the association between the
variables that helps in understanding the relationship. In addition to, the use of linear regression
analysis has facilitated the testing of the formulated hypotheses thereby, analyzing the impact of
the independent variable on the dependent variable. Therefore, analyzing the impact of work
motivation on employee performance and business productivity for Air Services Limited in
Guyana can be determined.

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4.1 Descriptive analysis
Figure 5: Demographic analysis
(Source: Created by Author)
The above figure represents the analysis of the demographic population selected for
determining the impact of work motivation on employee performance and business productivity
for Air Services Limited in Guyana. From the above analysis, it can be inferred that the majority
of the survey respondents were male. Much difference between the genders has not been
witnessed while collecting the responses. Minimal difference between the male and female
employees indicates that the employees of both the genders lack adequate motivation in Air

45DISSERTATION
Services Limited in Guyana. The results helps in saying that motivation is not gender specific
and can affect employees of both genders at workplace if their desires and needs are not fulfilled.
Zameer et al. (2014) supports the above statement and findings as it states that motivation is an
intrinsic and psychological aspect and not gender specific. However, as the numbers of male
employees are more, it is implied that this inadequate work motivation is more for the male
employees compared to the female employees. Therefore, in the current research, the impact of
work motivation on employee performance and business productivity is analyzed by considering
the male employees of Air Services Limited in Guyana This is because as today’s workplace is
still male dominant the current study is based on male employees.
In the demographic analysis, out of the 117 responses from Air Services Limited in
Guyana, the majority of the male employees belonged to age group 32 years and above with an
employment duration of 4-8 years. The age and the years of employment of the male employees
in Air Services Limited in Guyana indicate that they have been associated with the company for
long. This infers that in spite of association with the company for so long, the male employees
lack adequate work motivation. Inadequate motivation for the male employees in Air Services
Limited can be due to varied reasons. For instance, identifying the work motivation factors for
individual male employees might be challenges. From the data presented in the literature review
by Ozcelik (2015), it can inferred that identifying the distinctive needs of the work force is an
inevitable challenges that workplace encounters. Considering the large workforce of Air Services
Limited in Guyana, identifying the distinctive needs of the male employees is quite a challenge
for the company that is resulting is lack of work motivation that is supported by (Ozcelik 2015).
As a result the male employees of the company are losing focus, urge, enthusiasm and dedication

46DISSERTATION
towards their job roles and responsibilities that is reflected in the employee performance and
business productivity.
The graph of monthly income of the male employees in Air Services Limited in Guyana
indicates that the male employees have a monthly salary of 80,000-90,000 GYN followed by a
monthly salary of 70,000-80,000 GYN. In spite of being paid adequately in terms of monthly
salary, the male employees are lacking adequate work motivation. From this, it can be inferred
that monthly salary cannot be a factor that results in work demotivation in Air Services Limited
in Guyana. However, appreciating the employees for their hard work, effort and dedication
towards their job roles and responsibilities cannot be compensated by paying once in a month.
Zameer et al. (2014) in the literature review states that sometimes the employees take extra
initiatives while performing their job roles and responsibilities that highlights improved
employee performance and increased business productivity, for which they expect to be
appreciated, acknowledged and rewarded additionally. However, Air Services Limited in
Guyana is failing to reward the male employees for the extra initiative they take for increased
business productivity that is resulting in inadequate motivation at work. The company is only
paying for their designated roles and responsibilities in the form of monthly salary. Therefore, in
spite of paying the male employees high salary, lack of work motivation for the selected
employee group in the study is prevalent and the performance of the employees and the
productivity of business are reflecting it largely for Air Services Limited in Guyana.

47DISSERTATION
4.2 Inferential analysis
4.2.1 Correlation analysis
The statistical technique that is undertaken for determining the strength of the association
among the variables is the co-relation analysis. The co-relation analysis is based on the range of
values between -1 to +1. Positive association between the variables is highlighted when the value
of the co-relation analysis ranges from 0 to +1 whereas negative association between the
variables is highlighted when the value of the co-relation analysis ranges from -1 to 0. No
association is highlighted if the co-relation value obtained is 0. Co-relation analysis is undertaken
in order to access the relationship between the variables. Co-relation value more than 0.7
indicates that the variables have a very strong association with each other. For the current
research, co-relation analysis is undertaken for accessing the relationship between work
motivation and employee performance and business productivity in respect to Air Services
Limited in Guyana thereby, analyzing the impact on each other.
Correlations
Dependent Intrinsic Extrinsic
Dependent Pearson
Correlation
1 .544** .592**
Sig. (2-tailed) .000 .000
N 117 117 117
Intrinsic Pearson
Correlation
.544** 1 .859**
Sig. (2-tailed) .000 .000
N 117 117 117
Extrinsic Pearson
Correlation
.592** .859** 1
Sig. (2-tailed) .000 .000
N 117 117 117

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**. Correlation is significant at the 0.01 level (2-tailed).
According to the table given above, the value obtained in the co-relation analysis
indicates positive association between the extrinsic and intrinsic factors of work motivation and
employee performance and business productivity, as the value obtained are .544 and .592. These
findings are related to the second objective that critically analyzes the factors affecting work
motivation. The results obtained highlights that both intrinsic and extrinsic factors of work
motivation are simultaneously necessary for having a positive impact on the performance of the
employees. On the other hand, very strong association is found between the extrinsic and
intrinsic factor of motivation, as the value obtained is .859 that is more than 0.7. Therefore, it can
be inferred that both intrinsic and extrinsic motivation are simultaneously necessary for
employee performance and business productivity. The third objective of assessing the
relationship between work motivation and employee performance is related to the co-relation
analysis that has been conducted.
Hameed, Ramzan and Zubair (2014), Irawanto (2015), Zamecnik (2014), Janssen and
Gao (2015) states in the literature review that the intrinsic factors honor, power, independence,
acceptance and social status affect work motivation significantly. Ganta (2014) in the literature
review mentions that both intrinsic and extrinsic factors of work motivation are simultaneously
important. Therefore, Air Services Limited in Guyana cannot focus and rely on ensuring either of
the work motivational factors for ensuring positive employee performance and business
productivity (Alshmemri, Shahwan-Akl and Maude 2017). However, Air Services Limited in
Guyana needs continuous work for ensuring and maintaining motivation of the male employees,
as motivation does not stay longer (Ozguner and Ozguner 2014).

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Mishra, Akman and Mishra (2014) in the second chapter mentions that employees need
to have a feeling of belongingness at workplace. This makes them feel valued and important and
urge them to show better and increased co-operation and support. As a result, the employees
make valued contributions and give their best that helps in improved business productivity.
Kuranchie-Mensah and Amponsah-Tawiah (2016) states to make the employees feel accepted at
workplace, they should be allowed to take part in the decision-making process that makes them
feel significant and motivate them. As a result, the employees show greater involvement and
commitment towards the job roles and responsibilities. On the other hand, Lee and Steers (2017)
states firmly that being accepted within the organization is a simultaneous process. The
employees too need to have an open mind set and approach while working in an organization.
Therefore, Air Service Limited in Guyana needs to make the male employees feel
accepted and significant. Considering the demographics analysis, it can be seen that the male
employees has been associated with the company for 4-8 years that is long enough to make their
feel accepted. However, in spite of being associated with the company for so long, if the male
employees still lacks the feeling of belongingness, it is a matter of concern for Air Services
Limited. Petty (2014) and Zameer et al. (2014) justifies that the feeling of belongingness and
psychological satisfaction at workplace results in work motivation by referring to Maslow’s
theory of motivation. The significance of the following factor is also justified by Peters (2015) in
4-drive model of employee motivation.
As mentioned earlier, the values obtained are .544 and .592 signifies positive association
between extrinsic and intrinsic factors of work motivation and employee performance and
business productivity. From the results, it can be inferred that both intrinsic and extrinsic factors
of work motivation are simultaneously necessary for having a positive impact on the

50DISSERTATION
performance of the employees. Therefore, Air Services Limited in Guyana need to ensure both
the work motivational factors for better employee performance and business productivity in the
aviation sector of Guyana. This is supported by Zameer et al. (2014) and Hameed, Ramzan and
Zubair (2014) in the literature review section.
Apart from the aforementioned factor, other intrinsic factors such as honor, power,
independence and social status are significant in determining work motivation (Ganta 2014).
Additionally, the extrinsic factors of work motivation taken into account for the current research
are benefit packages, rewards and recognition, career growth opportunities and performance
appraisal (Negash, Zewude and Megersa 2014).
Osibanjo et al. (2014), Yousaf et al. (2014), Wang et al. (2014) and Sanyal and Biswas
(2014) in the literature review section indicates that benefit packages, rewards and recognition,
career growth opportunities and performance appraisals are important in ensuring work
motivation. Alshmemri, Shahwan-Akl and Maude (2017) and Ozguner and Ozguner (2014) in
Herzberg’s two-factor theory considers the extrinsic factors of work motivation as hygiene
factors that signifies their significance at workplace. Considering the guideline from the theory,
it is necessary for Air Services Limited in Guyana to ensure successful implementation of the
extrinsic factors of work motivation thereby, affecting the employee performance and business
productivity positively (Alshmemri, Shahwan-Akl and Maude 2017) and (Ozguner and Ozguner
2014).
The aforementioned factors are categorized as extrinsic factors of work motivation, as the
management of the business organizations is responsible to implementing the factors
successfully. Negash, Zewude and Megersa (2014) mentions that benefits such as paid vacations,

51DISSERTATION
sick leaves, retirement and pension plan, childcare and life insurance are other types of benefit
packages that help in motivating the employees. Such benefit packages make the employees feel
valued and significant and influences them to show better dedication and commitment towards
the job roles and responsibilities. Inadequate benefit packages in Air Services Limited in Guyana
is affecting the work motivation thereby, affecting employee performance and business
productivity. Therefore, the company should consider this factor for ensuing better employee
performance and productivity (Negash, Zewude and Megersa 2014).
As mentioned by Bradler et al. (2016), praising the employees verbally for the work they
do each time also helps in motivating the employees. However, along with verbal boost,
monetary boost in terms of bonuses are necessary for motivating the employees at work. the
tendency of getting rewarded each time motivates the employees to maintain their performance
as well as improve their performance and productivity. Therefore, Air Services Limited needs to
decide on the bonus plan they can include for better employee performance and business
productivity (Bradler et al. 2016).
Safiullah (2015) in the literature review section states that it is a responsibility for the
business organizations to ensure that the employees are not bored in the organization because
stagnancy and monotonousness at work lowers employee performance and productivity. As
known, the male employees of Air Services Limited in Guyana are employed over 4-8 years that
signifies stagnancy and monotonousness are common. Therefore, Air Services Limited in
Guyana needs to provide adequate career growth opportunities for the existing workforce in
terms of training and development programs and internal recruitment process. As a result, the
employees in the company will be able to improve their existing skills as well as learning new
skills that will improve their performance and productivity of the business. Air Services Limited

52DISSERTATION
can offer additional roles and responsibilities to the male employees that intend to overcome the
monotonous and stagnant nature of the work thereby, creating curiosity and enthusiasm within
them. This helps in ensuring motivation in the company for the male employees and affecting the
employee performance and business productivity positively (Safiullah 2015).
From the discussion made based on the results obtained from the co-relation analysis, it can be
inferred that both intrinsic and extrinsic factors of work motivation are necessary simultaneously
for ensuring improved employee performance and business productivity. As for the current
study, Air Services Limited in Guyana is considered; the company should work on ensuring both
internal and external factors of motivation for improving the performance of the employees as
well as increasing the productivity of the business Hameed, Ramzan and Zubair (2014), Irawanto
(2015), Zamecnik (2014), Janssen and Gao (2015), Alshmemri, Shahwan-Akl and Maude
(2017), Kuranchie-Mensah and Amponsah-Tawiah (2016), Petty (2014) and Zameer et al.
(2014).
The results derived from the above conducted co-relation analysis helps in identifying the
extrinsic and intrinsic motivation factors that Air Services Limited in Guyana are failing to fulfill
for the employees and is related to objective four that helps in providing suitable
recommendations for ensuring work motivation and improving employee performance and
business productivity in Air Services Limited in Guyana.
4.2.2 Regression analysis
In a statistical test, the null hypothesis indicates lack of significant difference between the
two variables those are taken for a research. The null hypothesis is said to be rejected if the p-
value obtained is less than 0.05. Under such circumstances, the alternate hypothesis is accepted

53DISSERTATION
that indicates significant difference between the variables taken for the research. However, on
the contrary, null hypothesis is accepted if the p-value obtained is more than 0.05. The value of
the p-value is determined by 95% confidence level. For the current study, regression analysis is
undertaken to determine whether the intrinsic and extrinsic work motivation has an impact on
employee performance and business performance.

54DISSERTATION
Model Summary
Model R R Square
Adjusted R
Square
Std. Error of
the Estimate
1 .596a .355 .344 .30620
a. Predictors: (Constant), Extrinsic, Intrinsic
ANOVAa
Model
Sum of
Squares df Mean Square F Sig.
1 Regression 5.893 2 2.947 31.427 .000b
Residual 10.688 114 .094
Total 16.581 116
a. Dependent Variable: Dependent
b. Predictors: (Constant), Extrinsic, Intrinsic
Coefficientsa
Model
Unstandardized
Coefficients
Standardized
Coefficients
t Sig.
95.0% Confidence
Interval for B
B Std. Error Beta
Lower
Bound
Upper
Bound
1 (Constant) 1.010 .150 6.744 .000 .713 1.307
Intrinsic .087 .095 .135 .917 .361 -.101 .276
Extrinsic .328 .101 .476 3.243 .002 .128 .529
a. Dependent Variable: Dependent
The result obtained from the regression analysis indicates the p-value to be 0.000 that is
less than 0.05. Therefore, it can be inferred that the null hypothesis, work motivation has no
impact on employee performance and business productivity is rejected and that the alternate
hypothesis is accepted. The p-value of 0.000 signifies that there is a significant difference
between the variables thereby, inferring the work motivation has an impact on employee
performance and business productivity. As a result, Air Services Limited in Guyana needs to

55DISSERTATION
ensure both intrinsic and extrinsic factors of work motivation for ensuring improved employee
performance and business productivity.
The results of the regression analysis can be justified by referring to the information
presented in the literature review chapter of the study. Massenberg, Spurk and Kauffeld (2015) in
the second chapter mentions that employees determine the rate of production directly and highly
motivated employees do not engage themselves in activities that undermine their productivity.
Caudill (2015) also states that motivated workforce facilitates the establishment of positive and
friendly working environment that provides an opportunity for the employees offer help, support
and guidance for each other. As a result, the employees have each other’s back overcome
challenges with support from co-workers. Therefore, Air Service Limited need to develop a
motivated workforce because that would help in building an effective team that highlights
support, co-ordination and co-operation for each other thereby, ensuring improved employee
performance and productivity (Massenberg, Spurk and Kauffeld 2015) and (Caudill 2015).
Zameer et al. (2014) states that employee motivation helps in bringing out the best out of
the employees thereby, making them highly productive. As a result, the employees take extra
initiatives while performing their job roles and responsibilities that highlights improved
performance and high productivity. Therefore, work motivation for the male employees of Air
Services Limited in Guyana will ensure improved employee performance and productivity and
carve organizational effectiveness and success thereby, enabling competitive advantage and
sustaining the competitive market of aviation industry of Guyana (Zameer et al. 2014). On the
other hand, Hameed, Ramzan and Zubair (2014) mentions that work motivation ensures
employee efficiency that is reflected through the productivity of the employees. As employees
are one of the significant aspects of organizations, increased employee productivity, it has a

56DISSERTATION
direct impact on the productivity of the business. Taking into account the aforementioned
information, it can be said that Air Services Limited in Guyana need to ensure work motivation
because that would facilitate employee efficiency and efficacy. As a result, it will reflect in the
productivity of the employees and have a direct impact on the business productivity (Hameed,
Ramzan and Zubair (2014).
Both the theories of motivation mentioned in the study and the model of motivation by
Sahito and Vaisanen (2017), Peters (2015), Zafarullah and Pertti (2017), Brouwer and Conboy
(2017), Petty (2014) and Alshmemri, Shahwan-Akl and Maude (2017) indicates that both
internal and external requirements and needs of the employees need to be fulfilled and taken care
of at regular interval for ensuring and maintaining motivation at workplace. As the employees
spend majority of their daily time at workplace, it is necessary from them to feel comfortable and
at ease at workplace. This provides an opportunity for the employees to express themselves
thereby, bringing out the best out of them. As a result, improved employee performance is
noticed that affects the productivity of the business organization.
The information presented in the above-section highlights the significance of ensuring
work motivation in order to ensure improved employee performance and business productivity
for Air Services Limited in Guyana. Considering the current aviation sector of Guyana, work
motivation is of utmost significance for Air Services Limited, as this would in achieving
competitive advantage by having a highly efficient workforce and increased business
productivity (Sahito and Vaisanen 2017), (Peters 2015), (Zafarullah and Pertti 2017), (Brouwer
and Conboy 2017), (Petty 2014) and (Alshmemri, Shahwan-Akl and Maude 2017).

57DISSERTATION
While discussing the factors affecting work motivation for the employees, it could be
seen that Air Services Limited in Guyana is failing is ensuring and maintaining the factors
affecting work motivation due to which the employee performance and business productivity is
compromised. However, on the contrary, the information and data presented while discussing the
impact of the factors of work motivation, it could be inferred that work motivation has an impact
on employee performance and business productivity. The results of the regression analysis infer
a significant difference between extrinsic and intrinsic factors of work motivation and employee
performance and productivity (Massenberg, Spurk and Kauffeld 2015), (Zameer et al. 2014),
(Caudill 2015) and (Hameed, Ramzan and Zubair 2014).
Mishra, Akman and Mishra (2014), Elnaga and Imran (2014), Bradler et al. (2016),
Dugguh and Dennis (2014), Hitka et al. (2015), Negash, Zewude and Megersa (2014), Yousaf et
al. (2014) and Dusterhoff, Cunningham and MacGregor (2014) states that the needs, desires,
demands and expectations of the employees need to be fulfilled by ensuring and maintaining
both intrinsic and extrinsic factors of motivation at work. This ensures improved employee
performance and productivity that determine employee production and productivity of the
business directly. However, a significant difference in the regression analysis has been obtained
because in spite of being employed in Air Services Limited for 4-8 years, the male employees of
aged 32 years and above with a monthly income of 80,000-90,000 GYD lacks the homely feeling
that is reflected in their performance and the productivity of the company. Similarly, Air
Services Limited is failing in ensuring and maintaining both intrinsic and extrinsic factors of
motivation at work that is reflecting in the performance of the employees and productivity of the
business directly (Hitka et al. 2015), (Negash, Zewude and Megersa 2014) and (Yousaf et al.
2014).

58DISSERTATION
However, it is necessary to identify the reasons that is restricted Air Services Limited in
Guyana to ensure and maintain work motivation for their workforce. This will help in finding
potential ways of minimizing the issues that the company is facing in terms of work motivation
and improve employee performance and business productivity. The opinions and viewpoints
presented by Ozcelik (2015) and Hanaysha (2016) in the literature review highlights that a
business organization several issues in ensuring and maintaining motivation at workplace. For
instance, main reason of motivation being a challenge is due to the changing and distinctive
needs of the work force. As the workplace comprises of large number of employees,
understanding and identifying the motivational factors for each employees is extremely difficult.
As known from the descriptive analysis, Air Services Limited in Guyana has both male
and female employees that make it difficult for the company to ensure and maintain work
motivation. Additionally, motivating the employees is a challenge because ineffective
communication fails in encouraging the employees to be involved in the decision-making
process. As the management of Air Services Limited is facing communication issues with the
male employees, the company is unable to configure and determine the needs, desires,
expectations and demands of the employees. As a result, the company is facing challenges
ensuring and maintaining work motivation that is affecting performance as well as productivity.
Therefore, it is necessary for Air Services Limited in Guyana to ensure work motivation
effectively and efficiently, as both co-relation and regressions values signifies that work
motivation is related to employee performance and business productivity and has a significant
difference with each other (Sahito and Vaisanen 2017), (Peters 2015), (Zafarullah and Pertti
2017), (Massenberg, Spurk and Kauffeld 2015) and (Caudill 2015) and (Negash, Zewude and
Megersa 2014).

59DISSERTATION
4.3 Summary
Therefore, in this chapter, it can be summarized from the descriptive and inferential
analysis that work motivation has an impact on employee performance and business productivity
for Air Services Limited in Guyana. The tests conducted in this chapter highlights that the impact
of both intrinsic and extrinsic factors of work motivation. The co-relation analysis results
indicate that both intrinsic and extrinsic motivation factors are strongly associated to each other,
as the value obtained is .859 that is more than 0.7. Additionally, the co-relation values between
the intrinsic and extrinsic factors of work motivation and employee performance and
productivity are .544 and .592.
The co-relation values also indicate positive association between the aforementioned
variables, as it is more than -1. The co-relation values obtained supports the results derived from
the regression analysis, as the value obtained is 0.000 that is less than 0.05. This indicates that
the null hypothesis is rejected and alternate hypothesis is accepted. Therefore, it can be
concluded from the test results that work motivation has an impact on employee performance
and business productivity.

60DISSERTATION
Chapter 5: Conclusion and recommendations
5.0 Conclusion
In this current research, it can be concluded that work motivation affects the performance
of the employees and business productivity. As known from the information presented in the
previous sections, employees are the pillars of the business organizations, whose hard work,
dedication, support and co-operation allow the companies to gain competitive advantage and
succeed the fierce market competition. Motivated employees deliver improved performance, as
they show increased level of engagement, commitment and dedication towards their job roles
and responsibilities. As a result, the employees deliver work within time; ensure customer
satisfaction, error free and high quality work thereby, resulting in increased business
productivity.
Lack of adequate work motivation is the main issue that has been identified for Air
Services Limited Guyana hat is affecting the performance of the employees and the business
productivity. The potential factors affecting work motivation has been discussed in the literature
review chapter of the current study thereby, analyzing its effect on employee performance and
business productivity. Undertaking this current research allowed to investigate the work
motivation factors that affect employee performance and business productivity for the male
employees of Air Services Limited positively.
The results obtained from the data analysis highlight the rejection of the null hypothesis
that mentioned that work motivation has no impact on employee performance and business
productivity. Therefore, it can be inferred that business organizations need to recognize the
factors that will help in ensuring work motivation thereby, affecting employee performance and

61DISSERTATION
business productivity positively. In the case of the current research, Air Services Limited needs
to recognize the factors that results in positive work motivation for the male employees aged 32
years and above with a monthly income of 80,000-90,000 GYD and with an employment period
of 4-8 years and develop required strategies for implementing those factors practically for
improving the performance of the employees and increasing the productivity of the business.
This will provide an opportunity for Air Services Limited in Guyana to overcome the work
motivation challenge in the company successfully.
5.1 Linking with objectives
Objective 1: To understand the concept of motivation, employee performance and
productivity
Literature review sections 2.2 and 2.6 are linked with objective 1. Both these sections
provide information that helps in developing a clear concept of the identified variables,
motivation, employee performance and business productivity based on which the entire study is
structured. These sections present different opinions of the authors about the identified variables
that helped in understanding that motivation one of the significant factors in determining
improved employee performance and business productivity. On the other hand, the entire survey
questionnaire is developed with the aim of understanding the concept of motivation and its
impact on employee performance and business productivity for Air Service Limited in Guyana
by formulating questions on the intrinsic and extrinsic factors of motivation on employee
performance and productivity.
Objective 2: To critically analyze the factors affecting work motivation

62DISSERTATION
Literature review sections 2.3 talks us through the different factors that affects motivation
at work. This section presents the opinions and viewpoints of different authors in the past
researches that facilitate critical evaluation of the various factors affecting work motivation. This
section sheds light on both internal and external factors or work motivation that is necessary for
improved employee performance that leads to increased business productivity. On the other
hand, the survey questions developed is based on the intrinsic and extrinsic factors of work
motivation that helps in determining its impact on employee performance and business
productivity for Air Services Limited Guyana.
Objective 3: To assess the relationship between work motivation and employee
performance and productivity
Literature review section 2.10 is linked with objective 3. The information presented in
this section is developed with the aim of discussing the impact of motivation on employee
performance and business productivity. The critical evaluation in this section confirms that work
motivation is essential for encouraging employees for taking initiatives and showing greater
involvement towards their job roles and responsibilities thereby, deriving improved employee
performance and business productivity. On the other hand, survey questions developed by
considering the factors of work motivation and employee performance and business productivity
helps in accessing the relationship between the two factors for Air Services Limited in Guyana.
Objective 4: To provide suitable recommendations for improving work motivation and
improving employee performance and productivity
Literature review sections 2.9 and 2.8 talks about the potential challenges of achieving
and maintaining motivation at work as well as having a highly motivated workforce for any

63DISSERTATION
business organization. The discussion conducted in this section helps in proposing suitable
strategies that can be used for ensuring work motivation and influencing employee performance
and business productivity. On the other hand, the results derived from the co-relation and
regression analyses from the survey questions helps in identifying the major work motivational
issue in Air Services Limited in Guyana and develop probable strategies accordingly.
5.2 Recommendations
The suitable recommendations for improving work motivation in Air Services Limited in
Guyana are listed below:
Counseling for handling stress
Air Services Limited in Guyana will have to consider in conducting counseling sessions
for the male employees. This will help the employees to handle stress that is an inevitable aspect
of the company due to increased market competition in the Guyana aviation sector. Ability to
cope with stress will help in work motivation for the employees due to which the male
employees will be able to concentrate and focus effectively. As a result, employee performance
and business productivity will be improved.
Respecting the employees
Air Services Limited in Guyana can ensure work motivation by ensuring mutual trust and
respect in the working environment. Mutual trust and respect among the employees will help in
facilitating co-operation, support and guidance for each other. As a result, the employees will be
able to improve their skills and learn new skills for fellow colleagues that will motivate the male
employees of the company. This motivation will be reflected through the improved employee
performance and increased business productivity for Air Services Limited.

64DISSERTATION
Paid leaves per year
Apart from providing sick leaves and casual leaves to the male employees, Air Services
Limited in Guyana needs to offer a minimum of 28-30 days additional leaves for the employees.
This leave should not be collaborated with the monthly leaves the company offers to the
employees. This will provide an opportunity for the male employees to take a break from the
work and use it for according to wish such as family vacations trips or relaxing. Hence, upon
coming back, the employees will have a clear mind and head space and feel motivated thereby,
ensuring improved employee performance and business productivity.
Monetary rewards at regular intervals
Air Services Limited will need to consider providing monetary rewards at an interval of
three months to the male employees for their co-operation and performance towards the
company. The greed of getting monetary rewards for their performance at regular interval will
motivate the male employees and push them to work hard, show higher level of commitment and
dedication, take initiatives, help and support each other. This will ensure improved employee
performance and increased business productivity for Air Services Limited in Guyana.
Effective communication
As identified from the discussion chapter, ensuring effective communication with the
male employees aged 32 years and above with a monthly income of 80,000-90,000 GYD and
with an employment period of 4-8 years in Air Services Limited in Guyana will help in
overcoming work motivation issues. Effective communication will provide an opportunity for
understanding and determining the needs, desires, expectations and demands of the above-

65DISSERTATION
mentioned group of employees and develop strategies accordingly for ensuring positive
employee performance and business productivity and survive the aviation sector of Guyana.
5.3 Future scope of the study
From the data analysis, it can be seen that the current research has been conducted based
on the male employees aged 32 years and above with a monthly income of 80,000-90,000 GYD
and with an employment period of 4-8 years in Air Services Limited in Guyana. Therefore, in the
future, research can be conducted by considering the female employees of Air Services Limited
in Guyana for determining the impact of work motivation on employee performance and
productivity. Additionally, in the future research can be conducted based on the male employees
of different age group, employment experience and salary provided to them in the company.

66DISSERTATION
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Appendix 1
Survey questionnaire
A study of the work motivation of employees and its effect on their performance and business
productivity Air Services Limited, Guyana
Demographic questions
What is your gender specification?
Male
Female
Which age group do you belong to?
18-22 years
23-26 years
27-31 years
32 years and above
What is your monthly income (GYD)?
50,000-60,000
60,000-70,000
70,000-80,000
80,000-90,000

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How long have you been working in Air Services Limited in Guyana (years)?
0-3
4-8
9-14
15 and above
Abbreviations
SA Strong Agree, A – Agree, N- Neutral , D- Disagree, SD- Strongly Disagree
Independent variable
Objective questions on factors of work motivation
Intrinsic factors of motivation
Acceptance Questions SA A N D SD
A1 You feel a sense of belongingness at Air
Services Limited
A2 Your opinions are considered that make you
feel accepted
Independence Questions SA A N D SD
I1 You are allowed to set own schedules
I2 You are allowed to take your own decisions

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Power Questions SA A N D SD
P1 You have the power to ensure discipline at
work
P2 You are able to direct employees
Honor Questions SA A N D SD
H1 Your values and beliefs are respected
H2 You are treated equally as others
Social status
and contact
Questions SA A N D SD
SS1 You are not taken for granted at work
SS2 You are valued at work
Extrinsic factors of motivation
Benefit
packages
Questions SA A N D SD
BP1 You have the right of profit sharing of the
company
BP2 Air Services Limited offers paid vacation,
sick leaves, pension plans and child care

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Recognition
and rewards
Questions SA A N D SD
RR1 You are being praised for you effort at work
RR2 You are given bonuses for your effort
Career
growth
opportunities
Questions SA A N D SD
CGO1 Air Services Limited arranges adequate
training and development programs
CGO2 The company offers adequate opportunities
for internal recruitment
Performance
appraisals
Questions SA A N D SD
PA1 The managers appraises you for your effort
and contribution
PA2 You are being appraised at regular interval
Dependent variable
Objective question for employee performance and business productivity

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Organizationa
l culture
Questions SA A N D SD
OC1 Air Services Limited has a friendly and
positive organizational culture
OC2 Air Service Limited promotes your morale
Stress Questions SA A N D SD
S1 You lack concentration due to stress
S2 You are unable to deliver your best
Working
relationship
and
environment
Questions SA A N D SD
W1 Your background and belief is respected in
the company
W2 The company has a supportive working
environment
Training and
development
Questions SA A N D SD
T1 Training and development sessions are

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arranged frequently
T2 You are allowed to improve skills and learn
new skills
Question SA A N D SD
Work
motivation
Work motivation affects employee
performance and business productivity