The impact of employee motivation on operational performance in the GHANAIAN Large-Scale Textile MANUFACTURING INDUSTRY TABLE OF CONTENTS
Added on 2021-02-21
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THE IMPACT OF EMPLOYEE MOTIVATIONON EMPLOYEES’ OPERATIONALPERFORMANCE IN THE GHANAIANLARGE-SCALE TEXTILEMANUFACTURING INDUSTRY
TABLE OF CONTENTSCHAPTER: DISCUSSION.............................................................................................................3Impact of demographic characteristics on motivation of employees operational performance. .3Description analysis of operational performance........................................................................5Correlation analysis.....................................................................................................................5Positive impact of employee motivation on operational performance........................................6Employees motivation has a positive impact on operational quality performance.....................7Employees Motivation has positive impact on employees operational flexibility performance.....................................................................................................................................................9Employees motivation has positive impact on employees operational delivery performance..10Intrinsic motivation has positive impact on employees operational performance...................12The extrinsic motivation has a positive impact on operational flexibility performance ofemployee....................................................................................................................................18Extrinsic motivation has a positive impact on operational delivery performance of employees...................................................................................................................................................19REFERENCES..............................................................................................................................22
CHAPTER: DISCUSSIONThe focus of chapter is to outline findings in formHerzberg’s Motivation Theory – TwoFactor Theory. 2018 of critical discussion to derive feasibility and reliability of framedhypothesis from topic of research. Hypothesis of present study aim at proving positive impact ofemployee motivation on operational performance whereas another hypothesis of study aims atderiving positive impact of intrinsic and extrinsic motivation on operational performance ofemployees.Impact of demographic characteristics on motivation of employees operational performanceIn accordance with analysis, it is identified that workforce is asset to organization andtherefore it is important for the companies to maintain employee motivation in order to enhanceperformance (Asrar-ul-Haq and Kuchinke, 2016). Manufacturing industry requires employees tobe vigorous and work oriented as demand continuous efforts of workers. In manufacturing work,age is the major factor of concern and therefore researcher collected data on age of researchparticipants which helps in critically evaluating motivation among workers and its impact onoperational performance. The results of study denoted strong correlation between performance of workers and agebecause the manufacturing work requires creative thinking, shaping of product, machining,casting and joining. However, from the results it is identified that employment of textile industryin Ghana is appropriate on the basis of demographic characteristics where the industryemployer’s majority people from age group between 30 and 39 and avoids recruitment of peoplewho just entered workforce and who are peak of their career (Hanaysha, 2016). This technique ofstaffing in textile industry of Ghana is evident to involvement of energetic and experienceemployees in manufacturing process which enhances operational performance. It can be said thatcommitment of employee to organizational and its process is an essential aspect to managestability in organizational behaviour Sajilan et.al., (2015). The scholar articulated that genderdoes not have any impact on organizational commitment. Further, characteristics of job haveimpact on organizational commitment. Age is related to commitment like older employees in thecompany are more committed with firm in comparison to younger employees and newcomers. The scholar also outlined information on education level of people and its impact onoperational performance of employees. In accordance with results, it is identified that knowledgeof people in organization is directly related to motivation and performance. For example,3
educated employee understands the importance and need of innovation, time management,logical working, etc. These are the characteristics of educated workers which enhanceperformance which ultimately leads to extrinsic and intrinsic motivation Al-Jammal et.al. (2015).Intrinsic motivation of employees refers to individual behaviour which is driven by internalrewards like appreciation, safety, security, etc. On the other hand, extrinsic motivation is referredto external rewards to employees like, grades, praise, money, etc. In accordance with this it canbe said that knowledge of employees is the key to different types of motivation and way theperson grabs opportunity. For example, if in case employees works on odd hours then that helpsin managing external motivation whereas meeting basic work environment needs of employeesreflects efforts of company to keep workforce motivated. Majority of employees in research weredegree holders which represented that education is key element of motivation and peSajilan, S.et.al., (2015)rformance in textile industry of Ghana.Further, the research focused on outlining marital status of employees and impact onmotivation and operational performance of industry. In accordance with the result, it is identifiedthat married employees in the organization are more satisfied with the job. It is outlined thatmarital status is demographic factor which influences commitment. Also, married employees aremore committed to job in comparison to single because the individuals need stable job as theyhave responsibility towards families and therefore seeks for economic safety (Marin-Garcia andBonavia, T., 2015). In accordance with the discussion it can be said that hypothesis that isemployee’s motivation has a positive impact on operational performance is true. This is evidentto level of educated employees within organization and by committed and stable workforcewithin company.Apart from this, results accumulated by researcher presented information on impact ofnumber of working years of employees with organization and its influence on motivation. As perthe evaluation of the of employees on years worked with organization it can be articulated thatmotivation of employee working from 11 years and above is major in comparison to otheremployees. It can be said that employee who have worked for fewer years lacks understandingover the growth level of business sand therefore are only focused on working as per job role.However, workers who have worked within industry from years understands the level of growthand dynamics of business environment and therefore are motivated to incorporate best of theirefforts which ultimately enhance organizational performance. 4
Description analysis of operational performanceAs per the data analysis it has been identified that both intrinsic and extrinsic motivationaffect the performance of the company or organization. It can be analysed that motivation playimportant role in production activity. The facts indicate that intrinsic motivation make neutralimpact on the usage of additional material aside from the material assigned by the company tomeet the target. The mean of the data is 3.04 at the range of 3 which clearly indicate that on theusage of additional material intrinsic motivation is neutral (Kanyurhi and et.al., 2016). Most ofthe employees think that its company job to provide the material for achieving the target ratherthan to participate in the process and acquire additional material to accomplish the target.As per the figure and facts intrinsic motivation encourage the employees to meet thesettled target deadline and achieve the unexpected jobs. The data present the 3.82 mean at therange of 5 with the 1.04 standard deviation. It indicates that most of the employees are workoriented and the intrinsic motivation such as their self-interest, enjoyment, grade, gold star etc.motivate them to achieve the target within the given deadline with greater efficiency andeffectiveness (Saunila, 2016). It forces the employees to perform their activities and task for thebenefits and growth of company. According the given data set most of the employees agreed that extrinsic motivation playan important role to accomplish the aim and objectives of the company. The data present 3.62mean at the range of 4 which indicate that higher number of employees thought that extrinsicmotivation encourage them to accept different and challenging target. It can be identified thatextrinsic motivation such as rewards, incentives, bonus, promotion and appraisal influence theemployees to adapt the task or target and give their 100% to achieve the target. The extrinsicmotivation create a target or standard for the employees that if they are able to achieve the targetthan they get different rewards and incentives. It also motivates them to accept the challengingtask to accomplish the standard.Correlation analysisAs per the given data in data analysis part it can be identified that the correlation inmotivation mean is moderate. Correlation is used to identify the relation between two variables.It indicates that motivation helps to improve the performance of the employees by providingthem various advantage. Intrinsic motivation motivate the employees to develop their interest inthe job and task assigned to them while extrinsic motivation provide various rewards and5
benefits to the employee’s such as incentives, appraisal, promotion, etc. The correlation betweenthe Motivation mean and operational mean is moderate correlation which indicate thatmotivation influence the employees to take participation in the organizational activities andmotivate them to give their best in the organization to accomplish the goal and objectives.According to the given facts and figure the correlation between the intrinsic mean andoperational mean is 0.19 which indicate low correlation between them. It represents that theimpact of intrinsic motivation on operational function of company is very low. The intrinsicmotivation does not affect the performance of the company because of the various reason(Hanaysha, 2016). Sometimes company does not provide as much freedom to their employeeswhat they expect to the company to take their individual decision and participate in the companyperformance and decision-making process. It reduces the moral of the company and affect theoperational function because of the less participation. As per the given data in data analysis part it can be identified that the correlation betweenthe extrinsic mean and operational mean is low. In compare to the intrinsic correlation it can beanalysed that extrinsic motivation make impact on the operational function of businessorganization. Extrinsic motivation such as rewards, incentives, appraisal and promotion motivatethe employees to participate in the company operational function. But the same time the rewardprovided by the company is very low in terms of money or also take time to promote theemployee at their desire level. It results to low correlation between the extrinsic mean andoperational mean i.e. 0.23. The low correlation is also because employees feels unvalued inorganization. They feel that their performance and work did not value by the top management so,they refuse to take initiative. It results to reduce the productivity and profitability of company.Positive impact of employee motivation on operational performanceCorrelation coefficient indicates the relation between the dependent and independentvariable. As per the given data it can be identified that employees are the dependent variable andmotivation is independent variable. The change in motivation affect the operational performanceof the employees. For example if company conduct motivational program, provide reward,incentives etc. to the employees than the performance of employees is increase which directlyaffect the operational performance of company. Employee’s motivation make positive impact onthe operational performance of the company. As per the given facts the change in motivationresult to 0.53% change in operational performance.6
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