Motivation.docx

Research Project for Nanjing health care organizationTo: Anthony MensahPrepared by: IvanContentsTitle.2Abstract.2Purposes and Aims.2Literature review.3Methodology.8Ethical considerations.11Discussion of findings and conclusions.12Conclusion19Reference and bibliography.20Questionnaire22TitleA survey based on the key factors or indicators in the motivation of the employees in Nanjing health care organization.AbstractThe study examined the ranked importance of motivational factors of employees at a Nanjing health care organization. The hand-delivered descriptive survey addressed ten motivating factors in the context of employee motivation theory. Findings suggest interesting work and good pay are keys to higher employee motivation. Carefully designed reward systems that include job enlargement, job enrichment, promotions, internal and external stipends, monetary, and non-monetary compensation should be considered.Purposes and AimsEvery employee has different reasons of working in any organization. There are employees who work because they want to earn money to provide for their families. Some work because they find satisfaction of knowing that they can practice their course in the related field. In other words, majority of people work because they need and want it, they need it to be able to earn a regular income, and to improve the quality of life; and they want it because it has great impact to their morale and self-esteem as individuals. Significantly, to be able to achieve these things, and to be able to create positive result on the employees perspective towards each job, a company must treat its employees as the most valuable part of the organization; because employees matter the most among other resources of any organization. By doing this, any management may be able to fulfill what their workforce want from work and can create employee motivation among the workforce.All health care organizations deal with proposed actions for achievement of the goals with the best use of human resources. In that respect, close attention must be paid to motivation of individuals by means of initiative, rewards, leadership within which the work is being organized. The goal is to develop motivational processes and working environment that would help individuals to show their results in accordance with expectations.Theory of motivation studies the motivation process. It explains why people at work behave in the manner as they do and the direction they take. It also describes what health care organizations may do in order to encourage people to put efforts and abilities in order to achieve organizational goals and satisfaction of their needs.The purpose of the research is to assess the key factors or indicators in the motivation of the employees in Nanjing health care organization. The research will explore into the following specific questions:What really motivates employees?What is the work motivation strategy?What are the patterns of motivation?Literature ReviewOrganizations require a number of resources, strategies and techniques in order to succeed. From capital, to a business site and to employees, all of these are essential for a business to work. While these components are significant, values, particularly motivation, is also recognized as a vital business element, especially in enabling organizational transformation and enhancement. Motivation permits the business owners and employees to be resourceful, responsible and productive in performing daily business tasks, which in turn helps in uniting the business with its consumers.By means of motivating the employees, managers are able to encourage them to work towards a common goal. This business principle also helps the employees to become more productive, enabling enhancement and transformation to place.According to Creech (1995), motivation is typically defined by psychologists as a stimulation that causes the creation of aroused, sustained and directed behavior. This behavior in turn leads individuals to work and perform towards goal achievement. Several authors had also studied on the principal concept behind motivation.Kreitner (1995) for instance, has defined motivation as the psychological process that results to a directional and purposeful behavior. Motivation is also defined as the tendency to behave in an appropriate manner to attain certain needs (Buford, Bedeian & Lindner, 1995).According to Rush, 1971 the main purpose of job design (or re-design) is to increase both employee motivation and productivity. Job design can have a significant effect on motivation. ). Increased productivity can manifest itself in various forms. For example, the focus can be that of improving quality and quantity of goods and services, reduce operation costs, and/or reduce turnover and training costs.On the other hand, increasing employees motivation can be achieved through increased job satisfaction. To this end, the Two-Hygiene Theory by Herzberg (1971, as cited in Rush) describes two sets of factors, satisfying and dissatisfying, that affect an employees self-esteem and opportunity for self-actualization in the workplace.Satisfaction and performance of the employees. Thus, for both academicians and practitioners, job design takes on special importance in todays human resource management. It is essential to design jobs so that stress can be reduced, motivation can be enhanced, and satisfaction of employees and their performance can be improved so that organizations can effectively compete in the global marketplace.Employee motivation has been accepted and widely studied in human resource from 1930s onwards (Lee-Ross, 2002). Motivation is defined as the process of gratifying internal needs of individual through different actions and behaviors. It pertains on the complexity of mental and physical drives, joint with the environment which makes the people perform the way they do (Lee-Ross, 2002, 55). According to Dubin, motivation is a force which moves the person to act, and push him or her to continue in the course of action that has already been initiated (cited in Kumar & Sharma, 2001).As a result, without motivation, employees will not contribute towards the productivity and success of overall performance of the organization (Agrawal, 1995). Employee is in need of the skills, knowledge and capabilities to acquire the results with connection to the requirements of the organization. But, it is also vital for them to have the will to achieve the results. The degree or level of motivation of the employees is directly connected to their level of commitment towards their work and determination to work in connection to the high standards (Permagon Flexible Learning, 2005). Motivations can be from financial or non-financial motivators. Both offer effective way of motivating employees, thus maintaining their loyalty and make them stay.Reward system is composed of all organizational components, which include people, processes, rules and procedures, together with the decision-making activities, which involved the process in allocating compensation and benefits to employees, in exchange for their contribution to the organization (Griffin and Moorhead, 2009).The main purpose of reward system is to attract, retain and motivate qualified employees. This help to maintain the equality and fairness of rewards being offered towards the employees, which are primarily based on their performance and contributions to the company (Griffin and Moorhead, 2009).There are different types of rewards, which help in order to attract qualified candidates and retain useful and valuable employees in the company. These include: base pay, incentive systems, indirect compensation, perquisites and awards (Griffin and Moorhead, 2009).It is important to take note that, even though financial motivation is considered as the primary factors which attract valuable candidate, it is always the nonfinancial motivators which help to sustain valuable employees. This is because of the fact that non-financial motivators focus on the emotional and psychological well-being of individual employees. For instance, having a fair and equal working environment, which include having fair payment and benefits to each and every employees will be very helpful.In addition, the reward system enables company to use advance technology which will record the individual performance of employees, therefore, their achievements and their contributions towards the organization will be recorded real-time with the support of different data. As a result, people will work at their best, because they know the monitoring system of the organization, in terms of performance is connected to the reward system. In general, they will be motivated to work at their best in order to maintain the level of their performance and match the standards of the company. Furthermore, the reward system can also help to create positive competition inside the organization.The introduction of several researches on employee motivation has also introduced a number of theories explaining the factors that motivate employees. These theories include the need-hierarchy theory and the two-factor theory. The need-hierarchy theory of Maslow (1943) is among the first motivation theories that had been introduced. In this theoretical model, Maslow noted five levels of employee needs, which include the physiological, social, ego, safety and self-actualising needs. From his work, Maslow is a challenging process and that motivation basically works through a series of needs that are arranged in a certain level. Hersberg on the other hand (Hersberg, Mausner & Snyderman, 1959) had classified motivation into two factors. These two factors are motivators and hygienes. Intrinsic or motivator factors pertain to recognition, achievement and attainment of job satisfaction. Alternatively, extrinsic or hygiene factors refer to job security and payments.Based from these theoretical perspectives, it is clear that employees would have to receive something in return in order to encourage them to work productively towards transformation and enhancement. There are many specific ways on how the theories of motivation can be applied in actual work settings. Granting due promotion is one example. Benham (1993) stated that promotion is also synonymous to career success where employees are given higher responsibilities or place on higher authority levels. Promotion is considered an important element of human resource management as it encourages employees to perform with quality. This also represents a significant aspect of the internal selection system.The organisational members affective reactions towards their job and to the company are also influenced significantly based on their promotional opportunities (Johnston et al., 1993). As explained by the theories of Maslow and Hersberg, motivation can help in drawing out the best each employee can provide; this can be achieved by promotion.Another means of applying the theories of motivation is through the employment of business coaches, a role which managers themselves can play. Similar to sports, a business coach helps in making the business grow and succeed. The business coach is one who serves as the mentor, counselor and tutor of an organisation. They are very much related to motivations theories as they act as inspirations for the employees to improve and remain challenged (Halle, 1999). According to Nyman and Thach (2002), business coaching can be done through holistic coaching, performance coaching, content coaching or through manager as coach. Furthermore, the process can be done in various setting such as one-on-one coaching, focus group coaching or organisational coaching.Halle (1999) noted that business coaching has a number of significant purposes in the organisation, particularly in relation to transformation and enhancement. For instance, this technique helps in motivating the employees, especially when problems or issues arise. Through business coaches, the essence of teamwork is emphasised.Moreover, by providing polite criticisms to the employees, they are able to realise their weak points, resulting to developed and more efficient workers.The ability of business coaches to guide the employees also helps in bringing about transformation in their working skills and performance; this transformation occurs as business coaches stimulate the workers to search for new skills and methods that would help them cope with various business challenges.Business coaches also help in identifying the strong points of the workers and assist in enhancing them further. Business coaching is also related to the enhancement factor as it utilises the concept of constant evaluation. By monitoring both the strengths and weaknesses of the employees, business coaches are able to send in the right feedbacks to each employee, which would allow for continuous enhancement in their skills and work attitudes (Halle, 1999).MethodologyIn conducting the study, the researcher plans to use both primary and secondary data. To gain empirical evidence, attention will be paid to reliability, relevance and comparability. An advantage of using primary data is that researchers are collecting information for the specific purposes of their study. In essence, the questions the researchers ask are tailored to elicit the data that will help them with their study. Researchers collect the data themselves, using surveys, interviews and direct observations. Secondary data tends to be readily available and inexpensive to obtain. In addition, secondary data can be examined over a longer period of time. Both primary data and secondary data have their pros and cons. Primary data offers tailored information but tends to be expensive to conduct and takes a long time to process. Secondary data is usually inexpensive to obtain and can be analyzed in less time. However, because it was gathered for other purposes, you may need to tease out the information to find what youre looking for.There researcher sees that there are mainly two research methods: quantitative and qualitative. Data collection is an important aspect of any type of research study. Inaccurate data collection can impact the results of a study and ultimately lead to invalid results. Data collection methods for impact evaluation vary along a continuum. At the one end of this continuum are quantitative methods and at the other end of the continuum are qualitative methods for data collection. The quantitative data collection methods, rely on random sampling and structured data collection instruments that fit diverse experiences into predetermined response categories. They produce results that are easy to summarize, compare, and generalize. Qualitative data collection methods play an important role in impact evaluation by providing information useful to understand the processes behind observed results and assess changes in peoples perceptions of their well-being. Furthermore qualitative methods can be used to improve the quality of survey-based quantitative evaluations by helping generate evaluation hypothesis; strengthening the design of survey questionnaires and expanding or clarifying quantitative evaluation findings.Quantitative analysis is generally carried out for drawing statistical conclusion of the overall special object and it must be mathematical to the certain issues. Through the comparison with two different groups of data, people can directly see the significance of study. On the other hand, the qualitative analysis means that it would clarify the nature of the problem, but can not be quantified which means that it cannot do the quantitative studies through establishing a mathematical model. The results of qualitative analysis can be only used for a kind of research on the general direction and it is unable to conduct a deeper quantitative. Researchers use qualitative analysis to define problems or to find ways to deal with the problems. When using this method to find ways to deal with problems, qualitative analysis is often used to make assumptions or to make sure the variable which should be concluded in the research. Sometimes qualitative analysis and secondary data analysis can constitute the major part of research project. Therefore, it is necessary for researchers to master the basic methods of qualitative analysis. Quantitative analysis is a method to put data into qualitative expression and do analysis in the form of statistics. Generally, when considering for a new research project, it usually do the appropriate qualitative analysis before take the quantitative analysis. Qualitative analysis sometimes is used to explain the results by the quantitative analysis.Quantitative methods provide results expressed in numbers that give a researcher objective evidence. Qualitative methods incorporate more subjective factors such as feelings, beliefs, cultural influences or prejudices. Researchers lean toward either method, but combining them can produce research that has depth and comprehensive conclusions that neither method alone can provide. Combining quantitative and qualitative research methods can be useful in research for social sciences and business.It is worthy to mention that the best paradigm to adopt will be a compromised approach hence; the mixed method will be adopted for the purpose of this study.Survey method would have been ideal in this research. The Survey method is the technique of gathering data by asking