HI6008 Business Research: Employee Motivation and Performance Report

This report delves into the critical relationship between employee motivation and organizational performance, examining the factors that influence both. It begins with a literature review, citing Rahim and Jam’an (2018), Al-Musadieq et al. (2018), Siahaan (2017), Ramdhani, Ramdhani and Ainissyifa (2017), Hanaysha and Tahir (2016), and Huang et al. (2016), among others, to establish the importance of leadership, rewards, recognition, and communication. The research employs a qualitative methodology, utilizing interviews with employees from various organizations to gather insights into their experiences and perspectives on motivation and its impact on their work. The report highlights the research design and strategy, including sampling methods (purposive and convenience sampling), and presents findings from interviews conducted with employees from GoDigital and other organizations, focusing on aspects like leadership styles, communication, and workplace flexibility. The study aims to identify factors that enhance or hinder employee motivation and its relation to organizational outcomes. The study concludes with interview questions from employees of GoDigital, an organization with issues of a good organizational work culture and subjugation issues.

BUSINESS RESEARCH
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Literature review
Rahim and Jam’an (2018) stated that employee motivation plays a significant role in
influencing the performance of the organizations. The employees are motivated through the
approach of the leaders, the rewards and recognition programs and transparency of the processes.
In this relation, Al-Musadieq et al. (2018) opined that the leaders directly influence employee
motivation through steady links of communication and treatments that are met out to the
workforce. The improved communication between the management and the employees does not
only motivates the workforce but also resolves the issues that are faced by the same while
operating in the respective job positions. The resolution of the issues develops a relation of
mutual trust and confidence among the workforce and the management which influence the
loyalty and motivating of the employees. On the other hand, Siahaan (2017) opined that the
increased communication among the management and the workforce empowers transparency in
the process designs which encourages the increased involvement of the employees in the
different processes. Therefore, the leadership approach that is initiated by the management
personnel of an organization greatly influence motivation among the employees.
Ramdhani, Ramdhani and Ainissyifa (2017) stated that the reward and recognition
processes that are implemented by the organizations motivated the employees for better
performance. In this relation, the rewards that are provided by the organizations in the financial
form encourages the maximized engagement of the employees. On the other hand, recognition
provides psychological satisfaction to the employees while increasing their trust and
commitment towards the ventures. In a survey it has been found that more than 67% of the
employees resign from their respective job positions for the reason of lack of loyalty enforced
through absence of recognition programs (Hanaysha and Tahir 2016). Huang et al. (2016) stated
that the introduction of fair recognition programs by the organizations enables the management
in inducing friendly competition among the employees which again contributes to the
organizational performance. Therefore, it might be stated that the retention of the employees’
morale, commitment and loyalty towards the organization enables a venture in maximizing the
performance of the same while sustenance in competitive business environments.

The modifications in the organizational operations are reflected through the increased
commitment, mutual trust and satisfaction of the employees while operating on their respective
job positions. Therefore, Siengthai and Pila-Ngarm (2016) noted that the modernized
organizations conduct staff surveys with the purpose of understanding the different issues that
are faced by the employees in their respective jobs and mitigate the same while adhering to their
psycho- social needs. Hanaysha and Tahir (2016) stated that organizational performance is
relatively hooked on the collaborative functioning of the employees and the minimized staff
turnover rates. The staff turnovers brings in inconsistencies to the organizational operations. On
the other hand, the HR best practices not only empowers the employees at work but also
motivates the same to undertake the operations as per the sustenance based needs of the venture.
In this relation, Siahaan (2017) detailed that the specific management based operations and the
organizational culture critically contributes to the factors relating to employee motivation.
The improved engagement of the employees in the different processes are based on the
level of satiety while serving their individual job roles. In this relation, Afsar, Badir and Kiani
(2016) opined that the application of Maslow’s Hierarchy of needs enables an organization in
identifying the needs of the employees while motivating the same. The improved rate of
employee motivation enables an organization in maximizing the engagement of the workforce in
the different processes while influencing change readiness among the same. Employee
engagement in the different processes enables an organization in ensuring the productivity off
the same. On the other hand, the employee centric strategies that are framed by the organizations
enables the same in retaining the trust and confidence of the customers. Therefore, in this
connection, the increased rate of organizational performance is strictly reliant on the employee
motivation while being engaged in the different operations.

Research Methodology
In order to proceed with the research method, it is important that we are aware of the two
primary methods in research methodology and see which one is more suited in addressing the
research questions of this study. As mentioned before, following are the Research Question
 What are the factors that influence the rate of employee motivation?
 What are the factors that influence organizational performance?
 How is organizational performance related to employee motivation?
 What are the recommended activities for improving employee motivation and thereby the
organizational performance?
Motivation is the backbone to enhanced employee performance. There was a time when
employees were not treated as the valuable asset and it was only the consumers who were
considered to be the vital stakeholder. With time, the management and the business owners have
realized that no production can take place unless the employees are happy and it is through
motivated and energetic set of employees that the company can grow and become a brand with
enduring impression in the minds of people.
Research methodology is the method that is used in finding out the answers to the research
questions.
There are quantitative and qualitative methods. It is on the research team or the single researcher,
whichever is applicable, to choose the required method. The suitability of the research method
will depend on the topic, area of research and the research questions. There is also exploratory
research method and this method is used in topics where the problem has not been explicitly and
has an improved final research design.
Research Design and Research Strategy
This method was chosen to be the best method because it would help in having the viewpoint to
a phenomenon and ask question from the participants through whom a new viewpoint will be

established. The main aim was to find out the factors of the motivation in the employees. The
aim was also to find to out the relations between performance and motivation.
It is important that the term qualitative research is found out. Qualitative research method is
more inclined towards the words and what people are saying about it than what the data is saying
and the statistical records are saying. It is also included in formulating theories out of the
research that is carried out.
Another reason for choosing of this method is that it does not only aim at finding out the fact that
there is a relation but also the fact that what kind of relationship exists between motivation and
performance. By noting down the responses of the participating employees it was found out that
there is definitely a relation between the mentioned factors. Therefore, by using this method, we
were able to come to understand the viewpoints of the participants. The elements that go on to
work positively in motivating the employees and the factors that bring down the employees urge
to show good performance were also noted by means of this research method.
It was though the stories that were provided to us in the research study that the conclusion was
obtained. The research team was bent on to quantify what the employees were saying as it would
diminish the details and factors as abstract as motivation must be understood and analysed by
means of stories, narration and facts. The research team was quite satisfied with the method of
research that was chosen.
The employees who were chosen for this were the ones who were not motivated and positive
about their work culture and organization and also a set of employees were chosen who were
quote happy with the work. In order to understand both side of the coin, having both categories
of the employees were important. This was mainly done to bring out the relation between
motivation and performance and the factors that are instrumental in motivating the employees.
Sample
The sample chosen for this research were the employees who were working in two different
organizations. Through sources, it was found out the organization ‘GoDigital’ had a low
motivating environment whereas organization ‘Rene Consultants’ was motivated and the leaders

in both the organization were showing different traits. Through unofficial setting we sought to
interview 6 employees each organization.
Apart from this there are was 1 employee who are chosen from organization ‘Million Views’ and
one more from organization ‘Extra Cheese’.
The questions from all other organization except GoDigital are presented here because the other
employees of the other organization had shown high motivated attitude towards the management.
It was GoDigital that had issues of a good organizational work culture and subjugation issues. In
order to keep the length of the research study readable the interview questions have been
omitted.
The sampling was one by mixing up two methods. The first one was purposive sampling. In this
sampling method the participants who are chosen are strategically suited for the research study.
It is non-profitable method of sampling. The other kind of sampling is convenience sampling.
Here the participants are chosen based on the fact that the participants are easily accessible to the
employees. Here the two samples were mixed in order to have more participants and also to have
more viewpoints. The more viewpoints are there, the result is also going to be more inclusive.
In the table below, the participants are listed. Their names are withheld in order to protect the
identity of the participants.

The employees are ordered at random so that one is not able to understand which employee is
from which organization. This has been done so that the employees who are outspoken about the
motivation level inside organization do not have face any kind of resistance from the authorities
of the organization.
However, the name of the organization is made public so that the authorities may be motivated to
take a good look inside the culture that is prevailing in the organization.
Hence, it was seen that in GoDigital the kind of leadership that was prevalent was autocratic
leadership style and according to this style the employees are not asked for their opinions. The
tasks are given without asking if the work can be completed within the deadline. GoDigital is
engaged in digital marketing and helps companies to engage in digital strategies that enhance the
visibility of their organization which in turn brings in more consumers.
Apart from that there is low pay and the leave pattern is also not adequate and the legally and
ethically there are many flaws in the organization.
Questions asked to the 6 employees of GoDigital
Question 1: At the time of organizational changes are you informed before the
decision is finalised and implemented?
Employee 1
No, the employees are not informed. We get to know about things through the email and we are
not allowed to question back. Moreover, none of us have ever asked.
Employee 2
No. That is never the case with us.
Employee 3
We are informed but it does not mean that we are invited in the discussion. Whatever is the
discussion is taken within the close knit management team and we are informed that things will
change. But this does not mean we can influence the decision.

Employee 4
No. We come, finish our works then get back home. There is nothing less or more than that.
Employee 5
We are informed only after the decisions are made. We are the ones who have to follow any kind
of structural or operational change.
Employee 6
I don’t think so. These are closed room stuff. We cannot are nit invited.
Question 2: Are you left with some kind of flexibility with the work that is assigned to you.
Are you independent in taking minor decisions with regards to work?
Employee 1
Sometimes, we do swap the work. Like do the most important ones before and the least at last.
Though, this cannot be done explicitly. We are not at all allowed to take the work back home. I
am a content writer. I can easily take my work back home and complete at my own leisure. This
is going to ensure quality. But I am never allowed. Once I was not well. I had to stay back for 2
more hours to finish off work. I was sure I will not be allowed to leave with half finished work.
So, I didn’t even ask for it. I avoided the fuss.
Employee 2
There is just no flexibility with anything. You can’t be late even for a minute. In organizations
there is, at least, a fifteen minutes grace time allotted. But here we are not entitled to that.
Employee 3
No. We don’t have much of flexibility in GoDigial.
Employee 4

Flexibility is there but there is much restriction over it. Basically, it is according to the preference
of the company that we are allowed to be flexible.
Employee 5
No, there is none. There are different shifts working in the office but we have got to select one
shift and hat has to remain until we change it after a request. Then that new routine again
becomes permanent.
Employee 6
We have got no flexibility. You either do your work or you do not get paid.
Question 3: Do you all get adequate hike and incentives?
Employee 1
The hike is 10% per annum. We have requested the company to make it 15 0r 17% but the
request looks futile for now. Let see if there is some positive changes in future. No incentives
Employee 2
Yes some 10%. No incentives on anything.
Employee 3
No, we cannot think of incentives at all. Besides my job profile is that of a web-designer. I have
no idea where I am going to ask for the incentive. Usually, I am doing overtime but I am never
paid for it. When I ask for the overtime, I am blamed of not being fast enough in wrapping up the
work within the official hours. Hike is just nominal. Not quite happening
Employee 4
We get a 10% but I have heard my friends making more than me in the same job profile. I am
looking for job change so that I can also earn more but its hard luck fr me now. The competition

is increasing and the organizations are less to contain that competition amongst trained
employees.
Findings
By going through the answers that were received in the interview, there is one concrete
conclusion that can be formed. The employees in the company are highly demotivated and some
area also looking to leaving it as they believe that the leader is highly autocratic and that raise is
not according to the market. Incentives are not adequately provided and there is no extra pay for
the over time. Over time with no pay is a big source demotivation and it must be avoided by the
management at the highest priority.
The motivated employees are going to have better performance. In order to find out the relations
between the employees motivation and employee performance, it was important the growth of all
the organization was taken into consideration. Though sources and also the employees, it was
found out that GoDigital was having the least growth. Rene Consultation had 29 clients, Extra
Cheese had 50 and Million Views had 27. All the organization belongs to the same sector but
they specialize in different forms of digital marketing. Digitally, they are divided into areas like
care, nourishment, beauty and travel. Amongst all the organizations, it was GoDigital that was
the oldest but was growing at slower rate than other by having just 6 clients. Their revenue is
quite and even if they want to, it is not going to be possible to provide incentives and over-time
pay. Hike above 10% may also be quite difficult. Having six clients and 10 employees is not a
very good ratio for a profit making organization like GoDigital.
Hence, it was proved that there is a direct relation between employee motivation and employee
performance which, in turn, is an important factor in contributing to organizational growth.
Recommendation
Benefits of Motivated Employees
Motivation of employees is directly linked with the smooth functioning of the company. The
factor of motivation is highly relatable and is advantageous to the firms. The available
advantages are

Increased employee commitment
With motivation comes the increased will to work. Sometimes with the help of motivation the
employee gets interested in his work and also completes it within the given time.
Improved employee satisfaction
With improved employee satisfaction any company can prosper with much ease. Improved
employee satisfaction ensures higher chances of being productive (Mohrman and Lawler, 2017).
Ongoing employee development
With regular dose of motivation , an employee can focus towards his personal goals and be
satisfied with his achievement. When the employee sees the initial results he is motivated to put
in further efforts to achieve the required goals of the company.
Improved employee efficiency
Certain working capabilities are not only based on the command over the job ethics. In order to
obtain the best of outcome, a working staff needs to keep up with all other sides too.
How to Increase Employee Motivation
The various ways in which employee motivation can be enhanced are as follows:
Improve Communication
Communication plays a very essential role in increasing employee motivation. Right
communication helps in solving a lot of problems and sorting out a lot of confusion. Not only
online communication, face to face interaction, also is very effective.
Speaking to employees informally is also a probable option. Discussing matters informally with
the employees.
Make use of the different breaks allotted throughout the day. This will help in enhancing the
produce over a short period of time

Suggestions from the employee make them feel that they are also equally responsible for the
wellbeing and profit of the company. The employees’ suggestion is needed for the improvement
of the company.
Value individual contributions
Individual contribution is what makes an employee stand out and gives him/her a chance to show
his area of expertise. This is what shows, whether the employee is ready to take risks at suitable
times and help in the hour of need (Mekler et al 2017).
Have annual Luncheon
Though this is not exactly work related, it goes a long way in having the employees interact with
each other and get to know each other better.
Conclusion
Thus, it can be said that the organization which is taken here must be able to implement the
different motivational means. In order to start from the bottom what they can do is get to know
the employees better and research more on the theories and the leadership style that is needed.
The research papers are quite helpful in providing a real life example and these can be used in
bringing changes in the organization.
Motivation is going to increase the performance of the employees and when the perform belter
the firm is going to grow in size and market share. GoDigital also can grow, it ot works hard on
motivating employees and making them feel like they are valued and their opinion is going to
help the organization in making effective decisions.