The Impact of Employee Motivation on Operational Performance in Ghana

This report examines the impact of employee motivation on operational performance within the Ghanaian large-scale textile manufacturing industry. The study analyzes the influence of demographic characteristics, including age, gender, education, and marital status, on employee motivation and its subsequent effect on operational performance. It explores both intrinsic and extrinsic motivation factors, such as appreciation, rewards, and incentives, and their correlation with operational quality, flexibility, and delivery performance. The research employs Herzberg’s Two-Factor Theory to derive feasibility and reliability of the framed hypothesis. The findings indicate a positive correlation between employee motivation and operational performance, highlighting the importance of creating a supportive work environment and implementing motivational programs to enhance employee engagement and productivity within the textile industry. The report also discusses the impact of working years on motivation, emphasizing that experienced employees demonstrate higher commitment and contribute more to organizational growth. Furthermore, it evaluates the influence of both intrinsic and extrinsic motivation on operational performance, with a focus on how these factors drive employees to meet deadlines, accept challenges, and contribute to the overall success of the company.

THE IMPACT OF EMPLOYEE MOTIVATION
ON EMPLOYEES’ OPERATIONAL
PERFORMANCE IN THE GHANAIAN
LARGE-SCALE TEXTILE
MANUFACTURING INDUSTRY

TABLE OF CONTENTS
CHAPTER: DISCUSSION.............................................................................................................3
Impact of demographic characteristics on motivation of employees operational performance. .3
Description analysis of operational performance........................................................................5
Correlation analysis.....................................................................................................................5
Positive impact of employee motivation on operational performance........................................6
Employees motivation has a positive impact on operational quality performance.....................7
Employees Motivation has positive impact on employees operational flexibility performance
.....................................................................................................................................................9
Employees motivation has positive impact on employees operational delivery performance.. 10
Intrinsic motivation has positive impact on employees operational performance...................12
The extrinsic motivation has a positive impact on operational flexibility performance of
employee....................................................................................................................................18
Extrinsic motivation has a positive impact on operational delivery performance of employees
...................................................................................................................................................19
REFERENCES..............................................................................................................................22

CHAPTER: DISCUSSION
The focus of chapter is to outline findings in formHerzberg’s Motivation Theory – Two
Factor Theory. 2018 of critical discussion to derive feasibility and reliability of framed
hypothesis from topic of research. Hypothesis of present study aim at proving positive impact of
employee motivation on operational performance whereas another hypothesis of study aims at
deriving positive impact of intrinsic and extrinsic motivation on operational performance of
employees.
Impact of demographic characteristics on motivation of employees operational performance
In accordance with analysis, it is identified that workforce is asset to organization and
therefore it is important for the companies to maintain employee motivation in order to enhance
performance (Asrar-ul-Haq and Kuchinke, 2016). Manufacturing industry requires employees to
be 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 research
participants which helps in critically evaluating motivation among workers and its impact on
operational performance.
The results of study denoted strong correlation between performance of workers and age
because the manufacturing work requires creative thinking, shaping of product, machining,
casting and joining. However, from the results it is identified that employment of textile industry
in Ghana is appropriate on the basis of demographic characteristics where the industry
employer’s majority people from age group between 30 and 39 and avoids recruitment of people
who just entered workforce and who are peak of their career (Hanaysha, 2016). This technique of
staffing in textile industry of Ghana is evident to involvement of energetic and experience
employees in manufacturing process which enhances operational performance. It can be said that
commitment of employee to organizational and its process is an essential aspect to manage
stability in organizational behaviour Sajilan et.al., (2015). The scholar articulated that gender
does not have any impact on organizational commitment. Further, characteristics of job have
impact on organizational commitment. Age is related to commitment like older employees in the
company 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 on
operational performance of employees. In accordance with results, it is identified that knowledge
of people in organization is directly related to motivation and performance. For example,
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educated employee understands the importance and need of innovation, time management,
logical working, etc. These are the characteristics of educated workers which enhance
performance 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 internal
rewards like appreciation, safety, security, etc. On the other hand, extrinsic motivation is referred
to external rewards to employees like, grades, praise, money, etc. In accordance with this it can
be said that knowledge of employees is the key to different types of motivation and way the
person grabs opportunity. For example, if in case employees works on odd hours then that helps
in managing external motivation whereas meeting basic work environment needs of employees
reflects efforts of company to keep workforce motivated. Majority of employees in research were
degree 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 on
motivation and operational performance of industry. In accordance with the result, it is identified
that married employees in the organization are more satisfied with the job. It is outlined that
marital status is demographic factor which influences commitment. Also, married employees are
more committed to job in comparison to single because the individuals need stable job as they
have responsibility towards families and therefore seeks for economic safety (Marin-Garcia and
Bonavia, T., 2015). In accordance with the discussion it can be said that hypothesis that is
employee’s motivation has a positive impact on operational performance is true. This is evident
to level of educated employees within organization and by committed and stable workforce
within company.
Apart from this, results accumulated by researcher presented information on impact of
number of working years of employees with organization and its influence on motivation. As per
the evaluation of the of employees on years worked with organization it can be articulated that
motivation of employee working from 11 years and above is major in comparison to other
employees. It can be said that employee who have worked for fewer years lacks understanding
over 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 growth
and dynamics of business environment and therefore are motivated to incorporate best of their
efforts which ultimately enhance organizational performance.
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Description analysis of operational performance
As per the data analysis it has been identified that both intrinsic and extrinsic motivation
affect the performance of the company or organization. It can be analysed that motivation play
important role in production activity. The facts indicate that intrinsic motivation make neutral
impact on the usage of additional material aside from the material assigned by the company to
meet the target. The mean of the data is 3.04 at the range of 3 which clearly indicate that on the
usage of additional material intrinsic motivation is neutral (Kanyurhi and et.al., 2016). Most of
the employees think that its company job to provide the material for achieving the target rather
than 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 the
settled target deadline and achieve the unexpected jobs. The data present the 3.82 mean at the
range of 5 with the 1.04 standard deviation. It indicates that most of the employees are work
oriented 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 and
effectiveness (Saunila, 2016). It forces the employees to perform their activities and task for the
benefits and growth of company.
According the given data set most of the employees agreed that extrinsic motivation play
an important role to accomplish the aim and objectives of the company. The data present 3.62
mean at the range of 4 which indicate that higher number of employees thought that extrinsic
motivation encourage them to accept different and challenging target. It can be identified that
extrinsic motivation such as rewards, incentives, bonus, promotion and appraisal influence the
employees to adapt the task or target and give their 100% to achieve the target. The extrinsic
motivation create a target or standard for the employees that if they are able to achieve the target
than they get different rewards and incentives. It also motivates them to accept the challenging
task to accomplish the standard.
Correlation analysis
As per the given data in data analysis part it can be identified that the correlation in
motivation 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 providing
them various advantage. Intrinsic motivation motivate the employees to develop their interest in
the job and task assigned to them while extrinsic motivation provide various rewards and
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benefits to the employee’s such as incentives, appraisal, promotion, etc. The correlation between
the Motivation mean and operational mean is moderate correlation which indicate that
motivation influence the employees to take participation in the organizational activities and
motivate 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 and
operational mean is 0.19 which indicate low correlation between them. It represents that the
impact of intrinsic motivation on operational function of company is very low. The intrinsic
motivation 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 employees
what they expect to the company to take their individual decision and participate in the company
performance and decision-making process. It reduces the moral of the company and affect the
operational function because of the less participation.
As per the given data in data analysis part it can be identified that the correlation between
the extrinsic mean and operational mean is low. In compare to the intrinsic correlation it can be
analysed that extrinsic motivation make impact on the operational function of business
organization. Extrinsic motivation such as rewards, incentives, appraisal and promotion motivate
the employees to participate in the company operational function. But the same time the reward
provided by the company is very low in terms of money or also take time to promote the
employee at their desire level. It results to low correlation between the extrinsic mean and
operational mean i.e. 0.23. The low correlation is also because employees feels unvalued in
organization. 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 performance
Correlation coefficient indicates the relation between the dependent and independent
variable. As per the given data it can be identified that employees are the dependent variable and
motivation is independent variable. The change in motivation affect the operational performance
of the employees. For example if company conduct motivational program, provide reward,
incentives etc. to the employees than the performance of employees is increase which directly
affect the operational performance of company. Employee’s motivation make positive impact on
the operational performance of the company. As per the given facts the change in motivation
result to 0.53% change in operational performance.
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So, the company has to conduct various motivational program in their business premises
such as motivational speech, activities, games etc. It helps to motivate the employees to perform
better in the company. They can also provide the monetary and non monetary incentives to their
employees. In monetary incentives company has to provide bonus, incentives and monetary
rewards. In non monetary incentives they can give their employees free dinner plan, movie
tickets, family tour plan etc. It helps to motivate the employees and create positive image in the
mind of employees. Positive motivation influence the employees to improve their skills and
knowledge to perform multiple and difficult task (Kanyurhi and et.al., 2016). It also helps the
employee’s to take the initiative in the work environment.
To motivate the employees and improve the operational performance company have to
create career path and introduce this path to the employee’s, so they can also aware about it. The
career path indicates the various growth option to the employees which motivate them to work
better in business organization to achieve the higher position. The friendly work environment
also motivate the employees to improve the operational performance. Friendly environment
reduces the stress and create cooperative environment to produce innovative and creative idea. It
provides opportunity to the employees to participate in decision-making process.
Employees motivation has a positive impact on operational quality performance
As per the give data and information in data analysis part it can be identified that
employees motivation and employees quality performance has moderate correlation between
them. It indicates that the increase in motivation result to increase in the operational quality
performance and the decrease in motivation would result to decrease in the operational quality
performance. The fact present that correlation between the variables is 0.435 which indicate
moderate correlation between the variables (Sajilan, Hadi and Tehseen, 2015). It can be
identified that motivation of employees helps to improve the quality of operational performance.
According to the data analysis part the p value is below to the .05 which indicate there is
significance difference between the motivation and quality operational performance. Both
intrinsic and extrinsic motivation help the employees to improve operational quality which
ultimately contributes in increasing profit of the company.
It has been analysed from the interview that the human resource director perceives that it is
through training employees feel motivated to work effect of which can be analysed on their
performance at workplace. By analysing the response of the human resource director in an
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organisation it has been found that the support provided by the company enables employees
to feel motivated and helps them in concentrating on their performance that lead to
improvement in the quality of work performed by them. The other fact which has been
discovered from the information collected during the interview with HR director is that an
organisation train their workers on the basis of their requirements
(Beltrán-Martín and Bou-Llusar, 2018). When the training needs of employees are fulfilled they
feel motivated influence of which can be analysed on their performance. It has also been
analysed that firm due to financial issues has not been able to fulfil all, training
requirements by employees. But through the investigation it has been found that it is the
true fact that management in an enterprise train lot of workers during a year and has
successfully fulfilled the training as well as development requirements by workers.
In addition to this, by analysing the response provided by employees that management is
an organisation is much more concerned about achievement of goal rather than safety as well as
welfare of employees, this factors has significant influence on the quality of performance by
employees. Employees have also stated that if the management dies not concentrate on their
safety as well as security needs it leads to the high level of dissatisfaction and demotivation in
them that further have adverse effect on the quality of their performance at workplace.
The fact which has been analysed from the information collected is that presently
management in an enterprise has adopted the appraisal system for measuring the performance
of employees. It has also been analysed from the information gathered is that management in
an organisation measure performance of workers on regular basis.
It has been analysed from the information gathered through interview that, employees need
resources to work and for most of the jobs for instance the production site, the resources are
available Chahal et.al, (2018)
. The raw materials and the knowledge they need are available through training which helps them
in feeling motivated that further has positive influence on the quality of performance.
The other fact which has been discovered is that reward system has been developed by
the management in an enterprise for positively influencing employees to improve their
performance at workplace.
During the interview, when question Does the company have a documented hr policy set
aside to look at employee motivation and how it impacts on the day to day performance and how
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employees’ performance impact on the company's performance as well? Has been asked. It has
been found by analysing the response provided by the manager that management in an
enterprise has form an agreement with the union and the all the problems faced by employees
are being discussed including issues related to motivation which could have significant effect on
quality operational performance of workers.
From the above discussion , it has been found that employees motivation has positive
impact on operational quality performance.
Employees Motivation has positive impact on employees operational flexibility performance
` Here, discussion is related to correlation between employees motivation as well as
operational flexibility performance. After analysing the information gathered through interview
process , it has been found that there is positive relationship between employee motivation and
employees’ operational flexibility performance, an increase in one variable will cause an
increase in the other and vice versa, hence evident of a parallel relationship. The fact present
that correlation between the variables is 0.361 which indicate low correlation between the
variables. According to the data analysis P value is =.000 which represent the great difference
between employees motivation and employees operational flexibility performance . Both inter
sic as well as extrinsic motivational factors influences workers to improve their operational
flexibility performance at work place.
The fact is supported by the information collected during the interview procedure. By
analyzing the responses provided by the different departmental head , it has been found that
there are few managers who stated that all employees in their respective functional unit are
highly satisfied with the environment in the department Choi et.al., (2018)
Those managers have given such answers as they believe that workers in their department are
performing well as they are highly satisfied with the working environment. In addition to
this, managers have also shared information that special policies as well as procedures has
been implemented for supporting as well as motivating employees to improve their
operational flexibility performance at workplace. In addition to this, manager has also
shared the information that company is providing the various facilities such as
, job security, free transport, free medical care and a fair yearly appraisal and free lunch etc.
These facilities or benefits are being provided to workers so that they could feel motivate and
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improve their operational flexibility performance at workplace. Through the data analysis it has
also been found that incentive schemes has been also introduced by management in an
organisation for positively influencing people to enhance their operational efficiency
performance. In addition to this, during the investigation , it has been found that at the end of
the month if it is assessed and an employee exceeds the target, he/she is rewarded based on the
machine.
Employees motivation has positive impact on employees operational delivery performance.
In context of impact of motivation on employees operational delivery performance,
correlation represents relationship between dependent as well as independent variable.
Increase or decrease in employee has significant influence on the delivery performance of
employees within an organisation. By analysing the outcome of the statistical analysis it has
been found that there is significant co-relationship between employees motivation as well as
delivery performance of workers. Through the statistical analysis it has been found that the
correlation coefficient is .198. The P value is equal to .005. the findings of the statistical
analysis represents that intrinsic motivation is positively correlated to employees’
operational performance, hence an evident of a parallel relationship Liu et.al., (2018). This
can be explained that despite, there is a very low correlation, an increase in intrinsic
motivation will cause an increase in employees’ operational performance and vice versa. It
has also been analyses that there iOmar, K. M. et.al., 2018s difference of 3.9 percent
according to the regression model. There are few managers in an organization those who
perceives that increase in intrinsic motivation, employees’ operational performance is
expected to increase by an average of .180.
During the investigation it has been found that there are many employees who are
completely dissatisfied with their delivery performance. Those workers have also complaint that
there are basically two issues these are global shortage of resources as well as transition issue
which has significant as well as adverse effect on their delivery performance at workplace. Due
to lack of availability of resources on time, employees feel demotivated effect of which can be
analysed on their delivery performance at workplace (Herzberg’s Motivation Theory – Two
Factor Theory, 2018). Employees made complaint that majority of time they do not get resources
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in time because of which they have to face problems in delivering the products or services to
customers. The other fact which has been discovered after analysing the information gathered
through interview is that there are few workers who have stated that raw materials and the
knowledge they need are available through training. Also, personnel are available in terms of
optimum. Through in depth analysis it has been found that low salary is the biggest issue which
has lead to the high level of dissatisfaction among employees and averse influence of which can
be analysed on their performance. During the investigation it has also been found that the
company is paying low salaries as well as wages to workers because financial problems.
The other fact which has been discovered is that management in an organisation conduct
the assessment in order to analyse the basic need of its employees. But the manager have also
stated that in context of front-line staff , management in an organisation perform the internal
audit in order to determine whether workers in specific department have certain skills such as
supervisory, customer service, an effective communication etc. that are required for delivering
quality services to customers. Managers have also stated that the assessment is performed by
them in order to analyse the training needs by employees. According to the response provided by
Human resource manager , after every one year they asked employees to fill the form and write
down the training requirement. It is the activity performed by management workers in an
organisation feel valued and motivated effect of which can be analysed on the quality of the
services being delivered by them to customers. Management in an enterprise can collect
feedback from the customers , as this tactics will assist them in analysing the training needs by
employees.
The other fact which has been discussed here is that management in an organisation has
introduced awards scheme for those employees who have worked for long time with the
company (Liu, Huang and Zhang, 2018). Manager in an organisation has reward those
workers fore their loyalty, it is the strategy implemented which has influenced other workers
to improve their quality of work and remain loyal towards organisation .It is the factor
which has significant effect on the customer service. The other fact which has been analysed
during the investigation is that management in an enterprise has implemented the reward
system for positively influencing people to improve the quality of work.
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Intrinsic motivation has positive impact on employees operational performance.
Correlation coefficient represents that there is relationship between dependent as well as
independent variable. Here, intrinsic motivation is independent variables whereas employees
are dependent variables. The change in theOmar, K. M. et.al., 2018 intrinsic motivation has
significant influence on motivational level of workers. For instance, it has been analysed from
the information gathered through interview procedure that according to the information provided
by Human resource manager salaries or wages provided to workers are not adequate.
Management has also provided response that employees are in the organisation as textile
employees, they compare themselves to other employees in other organisation such as
UNILEVER, but they have no idea what goes on in that Organisation which leads to
demotivation in workers effect of which could be analysed on operational performance of
workers.
Through statistical analysis it has been found that there si the significant correlation that
is .000 between intrinsic motivation as well as operational delivery performance of workers. The
other fact which has been discovered is that positive coefficient value is .198 According to the
result of the statistical analysis represents that employees intrinsic motivation have positiver
effect on the operational performance of workers. In simple words, an increase in intrinsic
motivation will cause an increase in employees’ operational performance and vice versa. It has
been analyzed from the information gathered through interview procedure that employees are
getting the enough support from their supervisors as well as management which enabled them to
feel motivated and dedicated towards their work, the influence of this factors can be analyzed on
the operational performance of workers. In addition to this, the other fact which has been
discovered is that employees are allocated work according to their skills as well as interest
which motivates them Omar et.al., (2018). During the investigation it has also been found that
managers monitor the performance of employees on daily or weekly basis and throughout the
procedure supervisors provides continuous feedback to employees and encourage them to
remain committed to their work. Through the information gathered it has been analyses that the
finance manager in an enterprise perceives that the intrinsic motivation is highly influenced by
the relationship factors. In simple words. In simple word, the statement means that it is the
emotional bond of an individual with organization which motivates them to work for benefit of
company and give their best performance at workplace.
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