Empirical Research of Organizational Behavior

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Table of Contents

Introduction
Research question
Significance of the study
Data collection
Data processing
Data analysis
Data transformation
Discussion of the results
Conclusion

Introduction

Since the time the number of women entering the workforce increased significantly, scholars have always attempted to determine the impact of gender issues at the workplace. In particular, the issue of gender differences related to motivation within the setting of an organization has become an important topic for research. Although the number of women entering the workforce has almost reached that of males, it is evident that the degree of motivation, as indicated by the low number of women leaders, is relatively lower than in men. What is the issue? Does a gender disparity occur at the workplace due to women’s low desire and motivation to reach the heights of their preferred working positions? This paper seeks to address these issues using empirical research.

Research question

The paper will seek to address the following questions;

Are female employees less motivated than male employees?
Do women lack the desire and motivation to reach the top of their preferred workplaces?
Does the organizational system discriminate against females when it comes to employee motivation?

Significance of the study

Currently, literature on gender disparities related to motivation at the workplace does not seem to have a specific explanation why a majority of women fail to reach the peak of their preferred workplaces. In addition, studies on motivational theory have not yielded enough information to explain the phenomenon. Therefore, this study will take a case study approach to address these questions. The results of the study are expected to increase the volume of knowledge in motivational theory as it applies to gender differences. Therefore, it will be important not only for academic purposes but also for corporations, policymakers and other parties interested in solving the issue.

Data collection

The study uses a quantitative approach to address the study questions. In particular, it obtains data from selected participants in the chosen organization. Some 20 women and 20 males from 3 different organizations were selected as the study sample. For the purpose of research ethics, the names of the institutions were not disclosed.

The 40 close-ended questionnaires were used to examine the perceptions of the participants towards motivation at the workplace. The responses were collected after 2 weeks and examined for clarity. The response rate was found to be 100%, with all the participants fully abiding by the instructions therein.

Data processing

The responses were examined and calculated to determine the degree of perceptions based on a 3 item Likert-like scale, where Score each of the 20 statements was answered using the following scale:

5 = I fully agree
3 = I am not sure
1 = I fully disagree.

Data analysis

From the averages below, it is evident that the number of employees responding to each of the questions was either below, above or on average. It is evident that various disparities occur in some variables. For instance, the study finds that

Question	Responses
	Males						Females
	5	3				1	5	3		1
The mission or purpose of my organization makes me feel my job is important.	12		4			4	9		9		2
I know what results are expected of me.	16		2		2		14		4		2
The quantity of my work is enough to keep me busy but not too much to over-burden me.	17		3		0		12		7		1
There is sufficient variety at work to maintain my interest.	13		3		4		15		4		1
My boss leads by example.	9		6		5		6		12		2
I have the opportunity to do what I do best every day.	14		5		1		9		9		2
I have all the materials and equipment I need to do my best every day.	11		8		1		16		2		2
I know what my boss thinks of my performance.	9		10		1		11		6		3
The relationship with my boss enables me to be open when discussing work problems and concerns.	7		11		2		9		10		1
I have friends at work.	14		6		0		18		2		0
In the last seven days I have received recognition or praise for doing good work	4		12		4		7		12		1
My boss keeps me informed about what is going on.	11		8		1		13		3		4
I have opportunities to innovate and work on my initiative.	10		2		8		13		3		4
My boss or someone at work seems to care about me as a person.	14		5		1		16		3		1
I am free to choose my own methods of working.	8		12		0		6		12		2
I am adequately remunerated for what I do.	12		6		2		13		7		0
Working relationships in my team are good.	13		6		1		16		3		1
I am consulted and my opinions seem to count.	5		14	1			6		14		0
In the last year I have had opportunities to learn and develop.	17		3	0			19		0		1
In the last 6 months, someone has talked to me about my progress.	8		8	4			12		2		6
Total	229		134	5			245		124		36	41
Average	10.9047619		6.7	1.666666667			11.66666667		6.2		1.8	6.4897

Data transformation

The purpose of data transformation is to create a variable for motivation. First, the average for all the total scores was determined statistically. The total scores above average were coded high while those below average were coded low. It was found that the average was as shown in the table above.

Discussion of the results

The averages given in the table below shows that there are disparities between gender in various aspects. For instance, the number of employees feeling motivated by organizational behavior is higher for males than females. In addition, the number of females feeling free to work as per their will is lower than that of males. However, the number of females that feel that someone at the organization cares about them as well as those with friends in the organization is higher than that of males.

Conclusion

Therefore, we conclude that there are gender disparities in the organizational motivation system. Females rate below males in most aspects. We conclude that the organizational policy on employee motivation favors males more than females. It is believed that the organizational policies were initially set in a situation where males dominated the employee list.

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