Employee Motivation and Performance: A Business Research Report

This report presents a comprehensive analysis of the relationship between employee motivation and job performance, drawing on existing literature and research methodologies. The introduction establishes the significance of the topic, emphasizing the importance of employee motivation for organizational success. The literature review explores key concepts such as the concept of motivation, Maslow's hierarchy of needs, job performance models and expectancy theory. The report synthesizes the findings of various authors, providing a critical evaluation of their methodologies and contributions. The methodology section outlines the research methods employed, including sampling, data collection, and analysis techniques. The report concludes by summarizing the key findings and implications of the research, highlighting the positive correlation between employee motivation and performance. This research aims to provide a framework for understanding and improving employee performance through effective motivational strategies.

Running Head: BUSINESS RESEARCH
Business Research

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BUSINESS RESEARCH
Table of Contents
Chapter 1: Introduction..........................................................................................................................4
Research background.........................................................................................................................4
Research importance..........................................................................................................................4
Structure description..........................................................................................................................4
Project aim and objectives.................................................................................................................5
Project questions................................................................................................................................5
Chapter 2: Literature Review.................................................................................................................5
2.1. Employee motivation..................................................................................................................5
2.1.1. The concept of motivation...................................................................................................6
2.1.2. Maslow model for motivation..............................................................................................7
2.2. Employee performance...............................................................................................................7
2.2.1. Job performance...................................................................................................................8
2.2.2. Measuring job performance.................................................................................................8
Link between motivation and performance model of employees.........................................................11
2.3. Employee motivation and performance....................................................................................11
Chapter 3: Research Methods..............................................................................................................12
3.1. Methodology........................................................................................................................12
3.2. Sampling Method.....................................................................................................................13
3.3. Data Collection Method............................................................................................................14
3.4 Data Analysis Method...............................................................................................................15
Conclusion...........................................................................................................................................15
References...........................................................................................................................................17

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Chapter 1: Introduction
Research background
The primary purpose of this research is to address the relationship between employee
motivation and job performance. Inspiration could be imperative for boosting morale among
workforces with respect to accomplish their goals. Inspired employees support the company
to make their unique image in the marketplace since inspired workforces are consistently
observing to enhance their work performance (Goleman, 2017). It is also evaluated that
inspired workforce could develop a higher level of productivity as employees enjoying their
work. In addition, it is also analyzed the satisfied workforces could support to decline the
turnover rate from the organization.
Research importance
This study could be imperative for the researcher to increase the understanding meaning and
concept of employee’s motivation. It could also support to discover the relationship between
employee motivation and job performance. Through this, the researcher will also be capable
to gain their understanding towards job performance, measurement techniques of job
performance. For the current business scenario, it is mandatory for the company to
comprehend the relationship between the employee satisfaction and job performance (Cascio,
2018). Consequently, the organization would be capable to sustain their position in the
marketplace and obtain a reliable result.
Structure description
This research includes many sections. Through this, researcher defines theoretical structure
conceptual structure by considering many authors about business failure reasons. In addition,
research design determines quantitative and qualitative research techniques to investigate the
employee motivation role in the job performance. In the last, this report demonstrates the
conclusion part that shows the summarization of research result.

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Project aim and objectives
The key purpose of this investigation is to analyse the relationship between employee’s
motivation and job performance. Following objectives will be used to meet aim of this
research:
 To discover the conceptual information with respect to the employee’s motivation and
job performance
 To explore the methods to examine the relationship between employee’s motivation
and job performance
 To discover the relationship between employee’s motivation and job performance
Project questions
Following questions will be used to complete the research in a systematic way:
 What are theoretical understanding regarding employee’s motivation and job
performance?
 How employee’s motivation and job performance could be measured?
 What are the relationship between employee’s motivation and job performance?
Chapter 2: Literature Review
2.1. Employee motivation
According to Jayaweera (2015) employee motivation is the extent of commitment, creativity
and energy that employee of company brings to their jobs. Company faces difficulty to
address the ways in order to encourage the employees but there is no matter economy is
growing or shrinking. There are certain theories regarding the employee motivation.
Employee motivation can be problematic for companies due to obtaining high expenses. The
business owner should spend time to build corporation and deal with the employees. In this
way, it can delegate the meaningful accountabilities to others.
2.1.1. The concept of motivation

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Shields et al. (2015) argued that entrepreneur should be attentive regarding drawbacks at the
workplace. The lower employee motivation could negative impact performance of employee.
It can create different problems at the working place such as disinterest, widespread
discouragement and complacency. Motivation is a psychological procedure that offers
direction and purpose to modify the behavior of individual. It is a tendency to behave in a
purposive way and also aids to satisfy the particular unfulfilled requirements of employees.
Motivation is driving force that controls the extent of efforts and direction of implementing
and persistence of work.
In support of this, Aryee, Walumbwa, and Mondejar (2015) stated that motivation is three-
dimensional procedures wherein an individual drive and lead to make actions. There are
choices as individual make and modify in their behavior to persist until the targeted and
desired goals are reached and the needs are fulfilled. Motivation is an active participation and
commitment with regards to the attainment of particular goals and expected outcomes. The
concept of motivation is a contingent approach as there is no specific strategy in all the
situations.
In contrast to this, Van De and Voorde, Beijer (2015) examined that there are two factors that
could motivate the employees towards their job. Extrinsic motivation could enable the
organization to externally influence employees to attain the organizational goal. They are
usually rewards and punishment. A punishment motivates workforces to perform better in
order to avoid the punishment whereas rewards encourage workforces to perform in order to
receive the rewards. Extrinsic motivation comes from external forces that are easy to
recognize.
Kiruja and Mukuru (2018) evaluated that intrinsic motivation comes from within workforces.
Employees are intrinsically motivated towards work when the work itself motivates him.
Employees address the work satisfaction and fulfillment of goal and objectives. The work

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itself facilitates the motivation. Intrinsic motivation is more significant as compared to
extrinsic motivation as it comes from within workforces rather than imposing the workforces
for their jobs. The intrinsic motivation could support to internally satisfy the consumers by
offering flexible atmospheres, and working hours.
2.1.2. Maslow model for motivation
Mone and London, (2018) argued that Abraham Maslow has proposed the hierarchy of needs
that shows how an employee attain higher satisfaction. This hierarchy can be practiced in the
setting of organization to describe the motivation level of employees. This theory depicted
the needs of employees that could be satisfied in a specific manner along with higher level of
needs could only be fulfill once the lower requirement of employees are met. From the use of
Maslow model, organization would be capable determine the different kinds of employees
needs like physiological needs, safety and security, esteem and status, needs for self-
actualization and giving full potential.
In support to this, Mostafa, Gould‐Williams, and Bottomley, (2015) stated that Maslow
model could enable the organization to inspire the employees for attainment of organizational
goal. This model could assist the organization to understand different needs of employees as
it would be beneficial to inspire them and retain them for long-term. In case of attaining all
requirements, workers can stay inspired to perform their best effort. In addition, it is also
analysed that this model could aid organization to lead their employees by positive rewards
and making reliable relationship.
2.2. Employee performance
Khuong and Hoang (2015) explained that employee performance is associated with skills,
competencies of workforce to attain specified aim and objectives of organization.
Company assess performance of workforce as per the annual and quarterly basis, which
support organization to determine whether needs to make improvement.

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2.2.1. Job performance
In the view of Mikkelson, York, and Arritola (2015), job performance assesses performance
of employees within an organization. Performance is a significant way for obtaining
organizational success. It is also found that the job performance could be determined as
individual level activities for accomplishing any specified task. The job performance could be
different concept as compared to the organizational performance and national performance.
2.2.2. Measuring job performance
Massingham and Tam, (2015) argued that Vroom expectancy motivation theory could enable
the organization to evaluate the performance and outcome of employees separately. Thus, it
could be used by the organization to make relationship between employee motivation and
employee performance. In addition, it is also analysed that this theory depicted that
performance and outcome of the workforces could be relied on the internal motivation. There
are two expectancy of job performance like initial expectancy and alternative expectancy. In
this, one factor demonstrates the efforts while other demonstrates the outcome. Thus,
organization would be capable to determine the level of motivation and employee
performance.
In support of this, Eldor and Harpaz (2016) examined that initial expectancy is a kind of job
performance that is used to evaluate possibility of accomplishing expected performance by
providing more efforts. Apart from this, alternative expectation is possibility of conducting
specific performance as it would lead to accomplish the specified result. Moreover, it is also
analysed that the expectancy theory concentrates on instigators to determine causes of
executing specified behaviour within company.
In contrast to this (2016) stated that expectancy theory of motivation could also encourage the
employees to deal with the different situation. Through this theory, employees would be
capable to get an opportunity for getting an expected performance by putting higher efforts.

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The efforts of the employee are relied on the employee motivation while the outcome could
be associated with level of efforts. Hence, it is also stated that organization could use the
expectancy theory of motivation and examine the relationship between the employee
motivation and employee performance.
Wallace, Butts, Johnson, Stevens, and Smith, (2016) examined that expectation theory could
aids to examine efforts of employees with respect to the attainment of the organizational goal.
This theory determines that employees will be motivated to perform better due to getting
higher compensation. This method enables the organization to motivate the employees who
perform better in the working place as it would support to inspire other employees to perform
better in the working place. Hence, it is addressed that though this theory, company would be
capable to acess the relationship between employee motivation and employee perfromence.
In support of this, (Bin, 2015) evaluated that the reward system could support to enhance the
interest of employees in their work. Consequently, the organization will be capable to
enhance their productivity in the least time and cost.
Job performance model
(Source: Irawanto, 2015)

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Irawanto, (2015) argued that Campbell’s determinates of job performance could assist the
organization to determine performance, productivity, and effectiveness of the employees.
Through this model, the organization would be capable to identify mainly three factors such
as declarative knowledge, procedural knowledge, and motivation level of employees.
Consequently, it could be imperative for evaluating the job performance and motivation of
employees in the least time and cost.
In support to this, Buch, (2015) Campbell’s Model could be imperative for identifying three
essential activities of employees like core task proficiency, Demonstrated effort, and
Maintenance of personal discipline. The job performance model could also enable the
organization to analyzing many activities like performance assessment, training, recruiting,
selection, criterion development, selection, promotion, compensation, and workforce
development. Through this, organization could lead the employees in right direction as it
would be effective to attain the aim and objectives of study. By practicing this model,
organization would be facilitated to determine the relation of employee performance and
employee motivation.
Link between motivation and performance model of employees
There is positive relationship between motivation and performance. It is analyzed that
nothing can be inspired more than success. If an an organization motivate their employees by
using rewards then they will perform better in the workplace. As a result, it will increase the
productivity of both employees as well as organization. Both model (Maslow model and
Campbell’s model) are related to each other in terms of increasing the efficiency of
employees.
2.3. Employee motivation and performance
According to Buch, (2015) an employee deals in the organization with the intention of
performing hard and does a better performance. Therefore, the manager should perform to

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reduce the demotivation between workforces within an organization. The company should
facilitate clear resources, direction, and personal respect to workforces. It is evaluated that
corporation should involve detection of official motivation plan, financial compensation, and
plan for preventing demotivation as it would aid to retain the workforces within an
organization. Thus, it can be stated that there is a positive relationship between employee’s
motivation and their performance (Lee and Steers, 2017).
On the other hand, Irawanto (2015) stated that motivated employees can complete their need
by managing the day to day practices. Consequently, employees would be free to think
strategically about the direction of the company and make a higher level decision.
Workforces who are less motivated can damage the business by not providing the quality
facilities to customers. They will also not produce a quality product as per the expectation of
customers. But, at the same time, a workforce can be trusted to keep the business at a high
level.
Norton, Parker, Zacher, and Ashkanasy (2015) illustrated that encouraged workforce
performs in a way that provides the highest value to workforces. Disinterest in everyday
projects and emotion of separateness from the company’s objective can lead to decline in the
quality of work (Spradley, 2003). The workforces will want to deal with the task in order to
remain employed rather than performing a better job. As a result, it is exhibited that a
corporation should improve the competencies of workforces as it will directly impact on the
job performance.
In opposed to this, Bal (2016) stated that imagination and employee creativity can lead to
making innovation within an organization. The company should evolve to increase the
competitive benefits by encouraging the workforces. Since, if workforces will not be
encouraged then they will cease to share a new opinion about keeping the market share and
gaining the potential customers. Less encouraged workforces demonstrate their less time and

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energy with regards to the job. Thus, it can be stated that there is a favorable relationship
between employee’s motivation and job performance.
Chapter 3: Research Methods
3.1. Methodology
The primary purpose of this study is to discover the relationship between employee
motivation and job satisfaction. There are certain types of methodologies that could be used
in the investigation of research concern. These are mixed methodology, qualitative and
quantitative method (Quratulain and Khan, 2015).The qualitative method enables the
researcher to obtain conceptual information about research matter (Patton, 2002). Apart from
this, the quantitative method supports to obtain statistical information towards research matter
(Bal, 2016). It is practiced to identify the relationship between two and more factors. For this
investigation, mixed data collection method is practiced by research scholar as it could be a
combination of quantitative and qualitative research method. Through this method, the
researcher will be capable to imply these research techniques supports to obtain benefits of
research matter. By using qualitative research method, the researcher will be capable to get
theoretical information about the relationship between employee motivation and job
satisfaction. Apart from this, the quantitative method facilitates the researcher to get
statistical information about current research concern (Lincoln and Guba, 1985). Through
mixed data collection method, an investigator will examine the opinions and views of the
investigators to obtain a valid and reliable result. In addition, it is also analyzed that the
mixed data collection method could facilitate the researcher to determine the relationship
between employee motivation and job satisfaction. Through this method, researcher will be
capable to gain quality of research outcome.
For this research, interpretivism research philosophy will be used due to subjective nature of
research concern. This philosophy will be beneficial to gather the real phenomenon regarding

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research concern (Quratulain and Khan, 2015). Along with this, inductive approach will be
used in this research due to its relevancy with the interpretivism research philosophy.
Inductive approach will also be used to pool the theoretical understanding regarding
employee’s motivation and job performance.
3.2. Sampling Method
Sampling method could enable the researcher to select appropriate sample size and get valid
and reliable outcome. In the research study, probability and non- probability sampling
method could be used to select appropriate sample size and obtain reliable outcome (Glaser
and Strauss, 1967). For this research, researcher will use probability sampling method to
choose research participants and conducting research methods. In this, research scholar
selected 50 employees to collect their opinion and views towards the relationship between
employee motivation and job performance (Malik, Butt, and Choi, 2015). The probability
sampling method enables researcher to select research candidates on randomly basis. This
method could use the survey through questionnaire to conduct research concern. The non-
probability sampling method enables the researcher to choose the participants on the basis of
sex, gender, age, and experience. In this study, researcher will not considered the non-
probability sampling method caused of subjective research nature. This technique could also
develop the biases in the research outcome. In addition, it is also evaluated that probability
sampling technique could be appropriate for researcher to obtain reliable result with respect
to the current research matter. It could also support to attain aim and objectives of research
matter. The probability sampling method eliminates the possibilities of biases from the
investigation with respect to relationship between employee motivation and employee
performance (Lee, Back, and Chan, 2015).